The present paper focuses on different types of human resource outsourcing and the factors which need to be considered before public sector go for outsourcing of HR Functions.
A review of available literature was done in order to understand the risks and benefits of outsourcing HR Functions that need to focus on their core business activities and still establish and maintain good HR policies. Furthermore, the factors that affect the HR outsourcing decisions with special emphasis on a proper cost benefit analysis of HR functions outsourcing have to be explored.
The findings of the paper implicitly point out that the decision of HR outsourcing is contingent upon factors like availability of adequate resources, flexibility, affordability and acceptability. The paper also suggests a systematic process and certain pre-requisite to successfully execute HR Functions outsourcing.
Table of Contents
Chapter 1: Introduction
1.1 Background of the Study
1.2 Objectives
1.3 Scope of the paper:
1.4 Limitations
1.5 The time schedule and Outline of the Study
Chapter 2: Methodology
2.1 Research Methodology
2.2 Data Collection Procedures
Chapter 3: Literature Review
3.1 Current Research
3.2 Gap Analysis
Chapter 4: An overview of HR Outsourcing in Public Sector
4.1 Overview of Outsourcing:
4.2 Reasons for Human Resource Functions Outsourcing
4.3 Benefits of Outsourcing
4.4 Disadvantages of Outsourcing
Chapter 5: Analytical Discussion
5.1 Survey Data Analysis and Discussion
5.2 Prevalence of Outsourcing in HR Functions in Public sector
5.3 Commonly Outsourced HR Functions
5.4 Reasons for Outsourcing
5.5 Obstacles Faced in Decision to Outsource HR Functions
5.6 Benefits of Outsourcing HR Functions
5.7 Negative Outcomes of HR Functions Outsourcing
5.8 Reasons Organizations Have Chosen Not to Outsourcing HR Functions:
5.9 Cost Implications in HR Functions Outsourcing
5.10 Satisfaction with HR Outsourcing Services and Relationship with Vendors
Chapter 6: Recommendations & Conclusion
6.1 Recommendations
6.2 Conclusion
Research Objectives and Focus
This research aims to analyze the current landscape and potential of human resource (HR) outsourcing within the public sector of Bangladesh, focusing on evaluating the benefits, risks, and institutional practices associated with this strategic shift.
- Evaluating the current status of HR function outsourcing in Bangladeshi government organizations.
- Identifying the primary drivers and obstacles for adopting HR outsourcing.
- Analyzing the perceived benefits regarding efficiency, service quality, and organizational capacity.
- Formulating strategic policy recommendations to enhance the effectiveness of public sector HR management.
Excerpt from the Book
1.1 Background of the Study
Outsourcing has been defined as work done for a company by people other than the company’s full-time employees. It basically means asking a third-party vendor to work for organization on a contractual basis. Companies outsource primarily to cut costs. But today, it is not only about cutting cost but also about reaping the benefits of strategic outsourcing such as accessing skilled expertise, reducing overhead, flexible staffing, and increasing efficiency, reducing turnaround time and eventually generating more profit.
Human resource functions outsourcing comes a long way. The history depicts that through specialization contracting began to be more accepted, especially in the service industry. This was the beginning of the first wave of outsourcing in the time of the industrial uprising approaching the growth of services such as insurance services, architecture and engineering services. HR services are among the key elements in the enlarging outsourcing game in public sector also. Recognizing the fact that senior management needs to get out of mundane day-to day processing work and focus on strategic planning, core competencies, customer satisfaction and decision making. Some of the functions most commonly handed over to outside providers include recruiting, training & selection procedures, temporary staffing, risk management, payroll, benefits administration, drug testing, etc.
In the modern setting, outsourcing turns out to be highly complex and organizations use outsourcing vendors for a variety of reasons. According to analysts, public sectors usually cite cost reduction as the most crucial reason for HR outsourcing. Human Resource Outsourcing can help cutting costs, concentrating on core business and most importantly in ensuring employee satisfaction. Public sector can concentrate on their core competencies which will save them their valuable time and resources.
Summary of Chapters
Chapter 1: Introduction: This chapter introduces the definition of outsourcing and establishes the research goal of examining the practices, benefits, and risks of HR outsourcing in the Bangladeshi public sector.
Chapter 2: Methodology: This chapter details the phenomenological and qualitative research approach, including structured interviews with government officials and the collection of secondary data.
Chapter 3: Literature Review: This chapter reviews academic and empirical literature on HR outsourcing, highlighting the shift toward strategic outsourcing and identifying the gap regarding its application in the Bangladeshi public sector.
Chapter 4: An overview of HR Outsourcing in Public Sector: This chapter provides an overview of the financial drivers and the potential benefits and disadvantages of outsourcing HR functions.
Chapter 5: Analytical Discussion: This chapter presents the primary survey findings regarding the prevalence, drivers, obstacles, and outcomes of HR outsourcing within various public sector ministries and departments.
Chapter 6: Recommendations & Conclusion: This chapter proposes policy initiatives and strategies to improve HR outsourcing effectiveness and concludes that proactive management is essential for public service professionalism.
Keywords
Human Resource, Outsourcing, Public Sector, Bangladesh, Cost Reduction, Strategic Management, Service Quality, Organizational Capacity, Vendor Management, HR Functions, Efficiency, Policy Formulation, Institutional Capacity, Employment, Training and Development
Frequently Asked Questions
What is the core focus of this research paper?
This paper examines the potential and current status of human resource (HR) outsourcing within the public sector of Bangladesh, exploring how such practices can leverage benefits and manage risks.
What are the primary themes discussed in the work?
The work centers on HR outsourcing drivers, the distinction between partial and complete outsourcing, the impact on organizational performance, and obstacles faced by public sector entities.
What is the main objective of the study?
The primary goal is to reveal existing HR outsourcing practices in the Bangladeshi public sector and provide strategic recommendations to enhance governance and service delivery.
Which scientific methodology was employed?
The study utilized a phenomenological approach and qualitative research methods, including structured face-to-face interviews with government officials and an analysis of secondary documentation.
What topics are covered in the main body?
The main body covers the theoretical background of outsourcing, a literature review of global trends, survey data analysis regarding HR functions, and an evaluation of vendor relationships and cost implications.
Which keywords best characterize the research?
Key terms include Human Resource, Outsourcing, Public Sector, Bangladesh, Cost Reduction, Strategic Management, and Institutional Capacity.
How is the prevalence of HR outsourcing described in the findings?
The study found that 35% of surveyed public sector organizations currently outsource at least one HR function, while 50% reported currently not engaging in any outsourcing.
What is identified as a major obstacle to outsourcing?
The lack of qualified vendors is identified as a significant obstacle, cited by 56% of respondents, alongside concerns about service impact on employees.
What are the primary benefits observed by respondents?
Respondents noted improvements in service quality (75%), increased institutional capacity (69%), and a better reputation among employees (56%) as key benefits.
What is the conclusion regarding future strategies?
The author concludes that public sector organizations must evolve explicit strategies, including fair policy guidelines and proactive attitudes, to successfully leverage HR outsourcing for efficiency.
- Quote paper
- Rezaul Jahedi (Author), 2016, Potential of Human Resource Outsourcing. Benefits and Risks in the Public Sector of Bangladesh, Munich, GRIN Verlag, https://www.hausarbeiten.de/document/322459
