Hr Role In Outsourcing Operations

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HR is often only seen as an administrative arm of business. They manage the intake of information to get payrolls and benefits done, they track employee movement through the organization and jobs, and they set up those tedious annual spread sheets which are used to allocate incentive compensation. But in truth, the administration of HR is just a nasty by-product of the actual goal: increasing the productivity of resources which in turn effects the operations in a company. This involves recruiting the highest quality resources, getting them trained so that they have the best capabilities, or initiating corrective actions through performance cycles.(Wu, W, http://insights.wired.com) 2. THE ROLE OF HR IN LEVERAGING OPERATIONS 2.1 What are Integrated…show more content…
Fewer people are working for one employer over the course of their lifetime. In addition, more people are choosing to work on a freelance or contract basis or to work part-time, especially women and senior citizens.(Snell/Bolander, Principles of Human Resource Management) Pg.18 Outsourcing tremendously helps in shooting up the productivity and profitability of a firm if handled properly. Outsourcing has an advantage of elements like high focus and specialized resources with high exposure and expertise in the relevant…show more content…
Successful organizations combine the experience of line managers with the expertise of HR managers in order to develop and utilize the talents of employees to their greatest potential. Line managers are non-HR managers who are responsible for overseeing the work of other employees. There are different types of human resources managers who specialize in different HR functions, just as there are different types of line managers who specialize in different functions – for example operations, accounting or marketing. Some of these HR workers specialize in employee training and development, recruitment, or compensation. Other HR managers concentrate on labour relations and prepare information for managers to use during negotiations with labour unions,or they specialize in studying the effects of industry and occupational trends. By contrast, a human resources generalist can be responsible to handle all aspects of human resources work depending on his or her employer’s needs.(Snell /Bolander, Principles of Human Resource Management)Pg.30 2.3.12 Effective Rewards and Recognition The company can doubly reinforce the message about what is important to its employees, when monetary rewards are tied directly to performance and the metrics for each goal. Team and individual monetary rewards, coupled with nonmonetary excitement factors, can play a major role in ensuring focus
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