Business Process Outsourcing

Quite importantly, upon hiring a HR company to deal with human resources matters within a business, management will notice that they have gained a subjective and ‘fresh’ perspective from business process outsourcing.

Human resources, accounting and administration are perhaps three of the faculties within a company which are most likely to undergo business process outsourcing;  a service that involves contracting an external company to deal with various business functions. Outsourcing in this way has a number of benefits including giving management more time to focus on other business matters.

What’s more, they work upon this perspective to bring to your business what you may not have noticed it needs. A reputable HRcompany will take this view and combine it with the aspirations that a management team have for the company. They then use these two views with their own HR expertise to provide a very specific service. One which educates employees on how to deal with discrepancies, how to achieve ambitions and how to be the most productive team amongst many other human resources skills.

Any external human resourcescompany will provide information on the services they offer if you contact them and arrange a preliminary meeting. During this time you can express what you need for your business and they can gage what service they should be providing you with.

Business Process Outsourcing in Cape Town needn’t be about ‘taking time out’ from normal business hours, or having to schedule whole days for training which disrupts your normal business functionality. Many human resources services offer a range of ways to help, for instance a two hour seminar several times a week for different departments, rather than the whole company at once. They can also work with small groups on a long term basis for HRtraining, which allows management to closely monitor how business process outsourcing directly affects profit and revenue.

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Human Resources Consultants

Human resources consultants strive to provide just that service, allowing you to concentrate on working with your business as a whole. A human resources department made up of highly motivated, highly skilled and enthusiastic individuals very rarely comes without a lot of effort in the right areas.

A Cape Town human resources consultant is professional in building a successful team that will ultimately increase revenue and profits. All you need to do is make a booking.

Before you start, preliminary consultancies are always recommended as no two employees and no two companies are ever the same. Meeting with a HR company allows them to get a grasp on what a company will benefit from and also allows management to express what they would like to achieve.

One crucial area of a human resources consultancy service includes the involvement of management. After all, why should an HR department start to show their initiative if they don’t see their management (role model and guidance) doing exactly the same? You can show your employees initiative by learning how to be a good human resources staff member with them.

The time spent with human resources consultants should be used wisely for it could shape the future of your company and there are many different routes to take. The good news is that every one of those routes brings something positive to your team of employees and ultimately the productivity of your business. The bad news? Well, there isn’t any.

The responsibility of reputable human resources consultants is two-fold. They must first work with the human resources department within your company to refresh staff ideas and top up their HR knowledge. Secondly these skills need to be able to be transferred from those HR staff to other staff in the company; the people who are directly responsible for influencing productivity, success and profit-making.

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Do some leaders strive to prevent growth in companies?

May the reason for managers who strive to prevent growth in companies be a matter of insecurity or just blatant ignorance? Appointing people with less skill, qualifications or experience, may instill insecurity especially when you serve on a Board of Directors and cannot deliver what is expected.

A recent study showed that the following traits where common under leaders not performing to their full potential:

  • Lack of energy and enthusiasm. They see new initiatives as a burden, rarely volunteer, and fear being overwhelmed. One such leader was described as having the ability to “suck all the energy out of any room”.
  • Lack of interpersonal skills. They make sins of both commission (they’re abrasive and bullying) and omission (they’re aloof, unavailable, and reluctant to praise).
  • Lack of clear vision and direction. They believe their only job is to execute. Like a hiker who sticks close to the trail, they’re fine until they come to a fork.
  • Failure to develop others. They focus on themselves to the exclusion of developing subordinates, causing individuals and teams to disengage.
  • Accepting their mediocre performance. They overstate the difficulty of reaching targets so that they look good when they achieve them. They live by the mantra “under promise and over deliver”.
  • Resisting new ideas. They reject suggestions from subordinates and peers. Good ideas aren’t implemented, and the organisation gets stuck.
  • Poor judgment. They make decisions that colleagues and subordinates consider to be not in the organization’s best interests.
  • Don’t collaborate. They avoid peers, act independently, and view other leaders as competitors. As a result, they are set adrift by the very people whose insights and support they need.
  • Don’t walk the talk. They set standards of behaviour or expectations of performance and then violate them. They’re perceived as lacking integrity.
  • Don’t learn from mistakes. They may make no more mistakes than their peers, but they fail to use setbacks as opportunities for improvement, hiding their errors and brooding about them instead.

Could these be the reasons for some leaders striving to prevent growth?

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  • Posted on: August 5th, 2009
  • By: admin
  • Under: Outsourcing

Think forward, think outsourcing

Outsourcing is no longer just a buzzword. Business leaders know its now more vital than ever before to understand, and utilize the benefits of outsourcing. Despite the fact that many companies today are outsourcing their products or services to 3rd party companies, other companies are still bias and precious about their structure and products.

Outsourcing benefits

  • Risk management: When your staff does not perform to standard you need to follow disciplinary action and at worst let this staff member go and recruit his/her replacement - this process can take months and you also run the risk of being challenged by the CCMA or Labour court.
    When the same performance issue is considered with an Outsourcing company its as simple as finding another Outsourcing company, or making the performance/quality issue theirs to address.
  • Quality assurance: An Outsourcing company is more likely to provide a better product/service than your in-house staff for the simple fact that the Outsourcing company is not part of your company culture and processes (or problems), but has to provide a high quality service regardless, which is governed by you, and Performance & Quality managed by its own Management based on your requirement.
  • Cost: Compare the Cost-To-Company of one of your employees vs a similar service provided by an Outsourcing company. You’ll find that you don’t have office space and infrastructure cost, no additional benefits costs like medical aid, parking etc. no cost whilst a staff member is on maternity leave or on strike, and no salaries or retrenchment payout’s during an unexpected economical crisis etc. - hence by outsourcing you only pay for the direct service or product, no hidden or unnecessary costs.

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