This case study builds on a prior analysis of the IT Consulting firm, which is included as an attachment.
Please look at the benefits of outsourcing some of your HRM responsibilities.
Of all the HR tasks, which would be good candidates to outsource? Why?
Which would be the least desirable to outsource? Why?
For your IT Consulting organization is HR outsourcing something you recommend? Please discuss.
The solution addresses all these questions, citing specific examples of what responsibilities will have a low employee impact if outsourced; and which functions should remain in-house.
Based on the size of the IT Consulting organization, the group of Human Resource Management (HRM) responsibilities that would be easiest to outsource is related to those of the Benefits Specialist position. The proposed structure of the HRM department included an individual in this position to manage enrollment and/or changes to the organization's benefit plans; along with responding to benefit related questions from employees and managers. As the IT Consulting organization is about 200 employees and contractors, it is unlikely new employees are hired every month to impact benefit enrollment. Likewise, employee dependent changes (marriage, divorce, new babies, children no longer of age to be covered, etc.) are not an "everyday" occurrence. There are many Third Party Administrators (TPAs) which act as a ...
This solution defines several positions within a human resource management (HRM) department; recommending which ones could be outsourced and why. The solution is over 500 words and the scenario is based on an IT Consulting firm. There is a discussion on employee/HRM personnel ratios, along with the role a third party administrator (TPA) could assume in lieu of full-time employees.