Outsource HR services - Flexible Learning Toolboxes

3. Current staff may be reluctant to support the views of individualswho are not part of the organisation and unaware of how itfunctions.If you choose to outsource, you will need to decide on the best approach.For example, the use of an outside counsellor to break the news to anemployee that he or she is to be dismissed could have a negative impact.Although this practice may shelter managers from the emotional stressconnected with the termination, staff often see it as the employer coppingout. So a better strategy may be a joint approach—with departmentalmanagement delivering the news and an outplacement agency providingpositive steps to help the employee find new work.ThinkHow would you counter these arguments if they came up when you areoutsourcing HR services?ReadWhat are the key things to consider when outsourcing HR activities? Auseful checklist is in:Greer C (2001) Strategic Human Resource Management, Prentice Hall,New Jersey – see Table 6-1 Guidelines for human resource outsourcing.How do you find and evaluate appropriate providers? Refer to:Lane S (2003) 'Human Resource Outsourcing' in Australian MasterHuman Resources Guide 2003, CCH, Sydney, Ch 3-090Service level agreements (SLA)We've provided a sample service level agreement with this resource – youmay download it from the 'Worksheet' section.4 Outsource HR services: WorksheetI2002_329_007 July2003