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When organisations put forward a business case for HR outsourcing, the potential benefits are frequently cited. In practice, these benefits are not necessarily mutually exclusive, while conversely they might be achieved through some alternative solution rather than via outsourcing.

Commonly mentioned benefits include:

  • Reduced costs.

  • Increased efficiency.

  • Access to up to date policies and templates.

  • Improved people management information

  • Access to HR expertise that is not available internally.

  • Increased flexibility and speed of response to HR problems.

  • Ability to support or fit well with an overall strategy (for example where the organisation is outsourcing a number of its support functions, of which HR is just one part).

  • Reduced risk, as it is possible to scale up and down more efficiently.

  • Capacity for HR to operate more strategically

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MANAGING ABSENCE AND CAPABILITIES

MANAGING ABSENCE AND CAPABILITIES

SICKNESS ABSENCE

MANAGING WORKPLACE STRESS

MANAGING CAPABILITY

MANAGING ABSENCE

MANAGING MEDICAL CAPABILITY

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DISCIPLINE & GRIEVANCE

DISCIPLINE & GRIEVANCE

MANAGING DISCIPLINE

MANAGING EMPLOYEE GRIEVANCE

HR INVESTIGATIONS

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DISPUTE RESOLUTION

DISPUTE RESOLUTION

MEDIATION

SETTLEMENT AGREEMENTS

EMPLOYMENT TRIBUNALS

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TERMINATION

TERMINATION

DISMISSAL

RESIGNATION

EXIT INTERVIEWS

REDUNDANCY

REFERENCE

RETIREMENT

DEATH IN SERVICE

POST TERMINATION

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POLICY

POLICY

FAMILY FRIENDLY

EQUALITY

PAY & BENEFITS

ABSENCE MANAGMENT

...AND MUCH MORE

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