HR outsourcing

Professional Employer Organizations (PEOs) are for more than just employees. PEOs are designed to get employers out of the employer business, so that business owners and executives can focus their energies entirely on core, revenue-generating activities. But with the emphasis on transactional and legal responsibilities, it’s sometimes easy to forget the business outcomes that PEOs can help produce. 

We recently wrote about the impacts of HR outsourcing (HRO) on employees, noting that employee turnover was 10 to 14 percentage points lower for companies that used professional employer organization (PEO) services versus comparable companies that did not. That strongly suggests that the HRO relationship benefits employees, but do employees understand the value of what they’re receiving?
How many companies outsource benefits-related functions? Short answer: more and more. Two recent studies both demonstrate this dramatically. The third annual Guardian Workplace Benefits Study found that one-third of employers now outsource all of their benefits administration, a 65% increase since 2013.
Outsourcing can feel like diving into the deep end. Prior to the plunge, staring down the prospect of outsourcing can be daunting. And if you’ve ever hesitated about outsourcing, you’re not alone.
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Would you benefit from outsourcing at least some, if not all, of your HR activities? Definitely. Even if you simply offload the transactional requirements to a third-party, you’ll save time, money and stress. But that’s not what we want to talk about today. In this article, we’re assuming you already do, or are considering, outsourcing; and you’re curious how to make it work in practice. Here are three pieces of advice for in-house HR professionals to better work with an outsourced team.
Fundamentally, a professional employer organization, or PEO, handles HR and employee issues while business owners focus on their core expertise and revenue-generating activities. To that end, a PEO’s service model extends throughout the entire employee lifecycle from start-to-finish. Here’s how.
Business Process Outsourcing is a special kind of outsourcing: instead of using a contractor or agency to outsource a specific project, you outsource an entire business process, like HR. So while some of CoAdvantage's clients only use specific services - like talent acquisition - others have us take over their HR functions entirely in our capacity as a PEO (professional employer organization).
When weighing whether to outsource all or some of your HR needs, consider these questions.
Doctors and dentists, more than most small businesses, face a steep divide between their core expertise (medicine and dentistry) and the demands of running an office and employing staff.
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