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.
Wholesale Services refers to sales of an enormous range of durable products, from professional and commercial equipment through motor vehicles and parts through electrical goods. It's a gargantuan industry that deals in $6 trillion in annual sales and, remarkably, is one poised for substantial growth.
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).