Outsource Human Resource Management to India

An increasing number of major businesses are outsourcing their human resource operations today. Some of the services on offer are Payroll operations, benefits administration, employee data records and management, asset management services.

Why outsource HR operations to India?

One of the reasons to outsource HR operations is to streamline processes and make them more transparent to employees. Technology is usually a key enabler in achieving this transparency. It also helps preserve the sanctity of information between employee and employer.

Indian Internet IT service companies (software and web developers) are considered a viable outsourcing option today. What they offer is a strategic initiative to cut costs and access to intellectual capital not available in-house.

The increasing emphasis on customer response activities in the West have made Indian outsourcing service providers reinvent themselves and extend their web development activities to ASP (Application Service Providing) and other high-end outsourcing solutions.

Comprehensive HR outsourcing services that you can outsource to India:

• Maintenance of personnel records
• Annual review and revision of employee handbook
• Audit of HR strategies, policies and procedures
• Implementation of employment/termination procedures
• Job description process
• Exit interviews
• Employee development program
• Performance management process
• On-site support
• Employee retention programs
• Long term incentive/equity stock option programs
• Employee Morale Building
• Compensation plan review

Recruiting services

• Retained Search
• Job Description Development Strategy
• Ad Placement
• Applicant Screening
• Reference and Background Check
• Candidate Interviews and Recommendations
• Development and Coordination of Offer
• Integration of New Hire

HR management services

• Compensation plan review and analysis
• Culture development
• Due diligence/Acquisition planning
• Incentive and retention programs
• Executive Coaching
• Succession Planning

Benefits administration

• Brokerage Services
• Custom Benefit Plan Strategies and Design
• Benefit analysis, cost control and reduction recommendations
• Development of Employee Communications
• Eligibility and Enrollment Services
• Employee claims resolution
• Monthly invoice audit and reconciliation
• On-line employee access to benefits information

Payroll services

• Employee self-service features
• Payroll processing and reporting
• Payroll tax reporting
• Time off tracking
• Online benefits enrollment

Measures of successful outsourcing

The HR department traditionally has been a cost-consuming function, but is now slowly contributing significantly to a company's bottom line. This has led to outsourcing tasks like payroll, benefits, education/training, recruiting, personnel administration, organizational development and workforce management.

The outsourcing market is beginning to see HR as a preferred choice. A Gartner Focus Report (Outsourcing: Time to Deliver Results) echoes that thought: "Only those companies ready to address the necessary transformation of their HR processes will find that outsourcing will bring access to world-class processes, competitive advantage, and increased shareholder value."

Technology compatibility, confidentiality and cost are other challenges that both sides must work on. Mutual trust is critical, as it's a long haul commitment. It is imperative that senior management are involved right from the beginning and also drives the initiative. In addition, a clear understanding of requirements and expectations from both sides is an important platform in building the relationship. Compatibility in culture and values along with an open and flexible approach go a long way in ensuring that the outsourcing venture is a successful one.

A few measures that would help the outsourcing relationship remain contemporary and relevant are:

• Saving process time and cost
• Levels of satisfaction
• Updates on mandatory practices
• Effective implementation of workflow and policy changes
• Continuous feedback mechanisms