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Concept of Outsourcing!

Service providers present a special challenge to organizations involved with complex IT projects. Although consultants are integral to many projects, dysfunctional service provider relationships can increase the customer’s risk of failure. To explore this issue, I spoke at length with Alec Miloslavsky, CEO of Exigen Services, an outsourcing supplier that specializes in Agile development. I asked him why traditional relationships with system integrators sometimes cause a gap between customer goals and consultant interests:

The benefits of outsourcing

There are significant benefits to outsourcing to the right business partner.
• Cost-effectiveness. You only pay for resources as and when you need them, so you do not have the fixed cost of staff when they are not needed. Furthermore, it is not uncommon for savings of up to 30 percent to be achieved.

Who should outsource?

• Business start-ups. New businesses need to be flexible and must react quickly to new opportunities or changing circumstances. They often do not have the time or are reluctant to create formal structures and fixed overheads. Outsourcing offers a viable solution at a critical stage of the business cycle.

How does outsourcing work in practice?

There are three main elements of an HR function, which are:
• Providing high level support on strategyThe particular investment process employed by a manager in the application of an investment style., policy and employment law and best practice.

Outsource in full or in part?

Many businesses, particularly larger ones, will have an existing HR department that consists, typically, of an HR manager and team of HR Administrators. However, there may be reluctance to remove the HR presence completely because staff would see this in an adverse way. An increasingly common option, therefore, is to outsource all the HR administrative work but keep the managerial presence in-house.

Summary

Outsourcing is increasingly becoming a popular and effective way for businesses, particularly those in the small and medium-sized sector, to manage their HR. Its flexibility, cost-effectiveness and ability to manage riskSee Downside risk. See Event risk. See Liquidity risk. See Market risk. See Systemic risk. See Systematic risk. See Operational risk. See Unsystematic risk/unique risk. See Value-at-Risk (VaR). are strong driving factors. Furthermore, businesses managers who have seen the benefits of outsourcing other back-office functions, such as IT and payroll, will find outsourcing their HR a natural step.

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