When is it preferable to use human resources as an external source to carry out human resources tasks?

Thanks

I support Mr. Lee's answer

when the human resources aren't the heart of the activityyou can outsource it

Human Resources consist out of more than one aspect nml Human Resources Management (HRM) and Human Resources Development (HRD). In most cases Human Resources Management eg leave, benefits etc would not require outsourcing, with maybe the exception of recruitment. Lots of companies have better resources when it comes to vetting prospective employees. It is an entirely different situation with Human Resources Development. Most of Human Resources Development can be outsourced, especially when certification is required. The identification of Human Resources Development in employees can be done "in-house".

The concept of outsourcing is applied when:

1- We do not have the skills and knowledge required to achieve the task>

2- The outsource has a wide exerience in that task.

3- It is not included to the core business.

Hi Mr. Nadjib, there are lots of reasons to use Human Resources as an external source to carry out its tasks.  To name a few, (1) in the industry where you belong, Company’s employment package must be competitive compare to others. Thus HR conducts salary survey to other companies in the same industry. (2) in recruitment activity, HR may go out to top highly qualified candidates that may be beneficial to the company and (3) external training and or seminar may help to develop the working environment and condition of the company.  

 

 

Hello Achieve more labor-intensive production and demand Acquisition of new technology in the organization requires specialized labor Access to benefits in the Organization is managed by third parties Subcontracting

Let me first comment and say that I did not clearly grasp the question. However, I have responded in the South African context and what is common practise here is the working environment. Please excuse me for that.

 

There are many instances when external human resources are utilised. Normally, in smaller businesses such practise is common to recruit, discipline, payroll. 

In larger companies, the use is relative to the task difficulty and magnoitude. If for example recruitment is needed on a huge scale and the timelines are small, external human resources could then be utilised.

Hi Nadjib, there could be a number of reasons to do so. Some of them are:

1. Current wokload incremental beyond available HR capacity.

2. Increased workload for a short while only / periodic not warranting recruitment

3. Secrecy by Promoter / Management for certain inherent reasons

4. Existing HR lacks skill set

5. Especially in recruitment / hiring involving large numbers

6. Consulting assistance to increase efficiency / bring in new practices

7. External training for specific requirements like team building / senior management grooming

8. To understand irritants within workforce when deadlocked with existing HR

 

There could be many more. Hope this helps.