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HR-Outsourcing: Your virtual HR department (Part-I)

The HR industry is experiencing a transformation. Organizations are looking beyond the functional role of HR and developing strategies to increase their impact on business performance and growth. But the role of ‘strategic business partner’ comes with its challenges and managing all of the elements needed to succeed can be a strain on even the largest of HR teams.


HR professionals are expected to deliver a streamlined and attractive talent management process; find leading candidates; fulfill each generation of employees; predict their organizations’ future labor supply and demand; motivate employees to perform their best, and manage the administrative duties related to all of these tasks. And integrating all these, they have to ensure that employees at every level understand and execute the workforce strategy.

That is why it has become increasingly critical for HR to build valuable partnerships with product vendors and service providers who can automate key processes, deliver the latest technologies, and ultimately, free up time that can be better spent strategizing which is called HRO.

What is HRO?

With the advent of time BPO – Business Process Outsourcing comes to us very frequently where companies are looking after better 3rd party service at affordable prices to meet the upcoming global competitions. In HR it is called HRO or HR-Outsourcing, it is the process of sub-contracting human resources functions to an external supplier. Outsourcing HR functions may create greater efficiency within human resources systems.

benefits of HR-Outsourcing

Your HR outsourcing companies will consider your requirements and expectations, and come up with a proposed action plan and will provide you with service solutions that fit your needs.

With HR outsourcing, you will be benefited in experience and know-how, delivered to you from your offices or directly on your premises.

How they work

Complete HR delivers tailor-made HR solutions to help your business reach its goals. They can work for you on an hourly, daily or fixed fee basis – on or off-site.

  • Full outsource – they take care of all your HR need
  • Semi outsource – they take care of some of your HR needs
  • Project – they deliver an HR project from start to finish
  • Retainer – they provide HR expertise and solutions on a regular basis for an annual fee
  • Ad hoc – they are available when required on a daily basis

how HR-Outsourcing works

What services they can offer

In advanced human resources, practices companies enjoy the whole HR process from a 3rd party who has gained professional excellence on that particular service(s). Advanced technology is being utilized by outsourcing providers to help streamline important HR functions. Alternatively, they can tailor-make your offering specifically to your needs including the following services:

  1. Complete HR solutions
  2. Talent acquisition and management
  3. Survey & OD
  4. Payroll and automation
  5. Learning and training
  6. KPI & KSA based performance management system
  7. Administration of the employment lifecycle
  8. Rewards and benefits
  9. Meeting the employment legislation requirements including Income Tax and lab your dispute
  10. Policy and SOP development
  11. Standardization and certification
  12. Employee matrix and research
  13. Event management
  14. HRIS –automation
  15. Referral checking.

1. Complete HR solution

A complete HR services company deliver tailor-made HR solutions to help the business reach its goals better and faster. HR solutions are easy to understand and put the ambitions of the business first – let us help your business thrive.

They build and manage a complete infrastructure of processes, policies, procedures, and employee communications, all bundled with your technology for a complete, efficient, tactical HR, benefits and payroll infrastructure that can scale with your business. And because they build it custom for your business, you can take it over when you’re ready.

2. Talent acquisition and management

Executive search (headhunting) is a specialized recruitment service which organizations pay to seek out and recruit highly qualified candidates for senior-level and executive jobs (e.g., President, Vice-president, CEO). Headhunters may also seek out and recruit other highly specialized and/or skilled positions in organizations. The method usually involves commissioning a third-party organization, typically an executive search firm, but possibly a standalone consultant or consulting firm, to research the availability of suitably qualified candidates working for competitors or related businesses or organizations.

Talent acquisition refers to the job and process of sourcing, attracting, recruiting, interviewing, and on-boarding employees to an organization. It is a function of corporate recruiting and is usually housed within the Human Resources department.

3. Survey and OD

The survey gives the internal picture of any organization – a good survey can suggest where, when and what strategic measure should be taken for the best benefit of your organization. The outcome will accelerate slow processes within your organization, eliminate inefficiencies, improve productivity and control costs.

In organizational development (OD), employee research involves the use of surveys, focus groups and other data-gathering methods to find out the attitudes, opinions, and feelings of members of an organization.

Their employee research expertise stretches across every stage of the employee lifecycle, helping you tailor your employer brand to attract the best talent, measure employee engagement, understand what is driving it, and identify the causes of employee turnover to help retain key employees. With Your proven “Say, Stay, Strive” model and best-in-class technology, they will guide you through specific areas of focus to improve employee engagement and create an impact on customer experience and retention.

Following examples are given-

  • Wages and salary survey
  • Employee engagement survey
  • Employee morale survey
  • Employee attitude etc.

OD and career management

OD & career management

4. Payroll and automation

HR outsourcing companies are offering payroll service where they take the responsibility of calculating payroll, disbursing and maintain confidentiality at their end.  Payroll automation can be integrated into the company’s Enterprise Resource Planning (ERP) system that provides an overall view of the company’s or community’s finances; in addition to payroll, it can manage employees’ details, job history, personal information, and asset management.

HR Payroll & automation

Payroll management consists of several stages and procedures that require expertise in financial administration, such as employment contract management. Payroll management performs the following tasks:

  • Calculating and paying wages, settlement of tax withholdings
  • Delivery of wage calculations and certificates to the employees
  • Compiling statistics for different authorities, and for the purposes of improving activities
  • Drawing up employment contracts
  • Providing regulatory reports to the tax agencies and insurance companies
  • Calculating annual holidays
  • Managing deductions for employee benefits
  • The travel costs and travel invoices from the employees are usually processed together with payroll.

5. Learning and training

Learning and development, often called training and development, forms part of an organization’s talent management strategy and is designed to align group and individual goals and performance with the organization’s overall vision and goals.

HR Learning & training

On a practical level, individuals responsible for learning and development must identify skills gaps among groups and teams often through SMART objectives, one-to-one interviews, and performance appraisal and then finding suitable training to fill these gaps. Your HR outsource team can design a training program for following levels of individual through Assessing Training Needs (ATN):



Types of Program

Sample of Title

C-Suit Level CEO, COO, ED, Director, DMD Leadership Based Training (LBT) ·Creative Leadership

·Emotional Intelligence

·Leading people for change

·Personality Development

·Change of Leadership

·Strategic Management

·Business Sustainability

·Develop Corporate Culture

HoDs Level GM, DGM, AGM Attitude Based Training (ABT) ·Wheel of Motivation,

·Habits of Win,

·Empathy your team

·E-mail at Work

·Leading team effectively

·Conflict Management

·Stress & Time Management

·Value Stream Mapping

·Aligning team in business

·Mentor your team

·Corporate Etiquettes

·In search of excellence

Mid Management Level Manager Competency Based Training (CBT) ·Effective Delegation

·Effective Communication

·Value Addition in the Business

·Skill of report writing

·Managing Employee Separation

·Managing Company Meetings

·Skill of Supervision

·Taking decision through fishbone

·Tips to be successful

·Grievance Management

·In search of leadership

Operation Level Supervisor, Officer, Executive Competency Based Training (CBT) ·PSDT


·Waste Management

·Defect Management of Garments


·Grooming Etiquettes

·Production Management

·Productivity Management

·Receiving employee grievance properly

6. KPI & KSA based performance management system

A good outsourcing company can design an effective performance management system where a standard performance measuring and reward system will be reflected.

KPI and KSA based performance management system

There’s a constant pressure to achieve performance targets, to reach a higher performance level, and to ensure that people’s work supports and furthers the organization’s goals. Performance management is the process used to manage this performance.

This is where key performance indicators come into play, and they apply both at the organizational and individual levels. At an organizational level, a Key Performance Indicator (KPI) is a quantifiable metric that reflects how well an organization is achieving its stated goals and objectives.

Performance management is a shared understanding of how individuals contribute to an organization’s goals. Effective performance management and appraisals process focus on aligning your workforce, building competencies, improving employee performance and development, and driving better business results.

  1. Planning and expectation setting
    2. Monitoring
    3. Development and improvement
    4. Periodic rating
    5. Rewards and compensation

7. Administration of the employment lifecycle

Managed HR services that support your organization throughout the entire employee life cycle. From recruitment through alumni management, their talented HR professionals guide you through every step of the employee administration process. They provide services to help your organization manage the complete life cycle of your employees.

Your highly skilled experts, along with leading software, bring efficient, affordable processes for your HR needs, as follows:

  • Recruiting: Searching for, filtering, and selecting prospective employees to interview.
  • Onboarding: Hiring employees, providing orientation, and ensuring that they have access to applications, systems, and other requirements for your jobs.
  • Benefits Administration: Establishing, maintaining, and managing benefits for employees, including medical, life, and disability insurance; pension plans; retirement accounts; stock options; time off for vacation, illness, and maternity.
  • Employee Development: Providing training to help employees learn new skills, and retaining high-performing employees.
  • Employee Relations: Facilitating communication between employee and manager, including consultation on employee rights and responsibilities, resolution strategies for workplace issues, and explanation of organization policies and procedures.
  • Organizational Development: Improving organizational performance and growth through continuous analysis, planning, implementation, and evaluation of processes, departments, and resources.
  • Performance Management: Establishing processes for managers to evaluate employee performance, including setting goals, evaluating results and accomplishments, communicating expectations, and resolving performance gaps.
  • Compensation Administration: Planning and managing direct and indirect compensation for employees, including salary, bonuses, incentives, and time off.
  • Termination: Transitioning employees out of the organization through resignation, firing, or retirement, including removal from organization systems, exit interviews, and relevant benefits transitions.
  • Alumni Management: Maintaining contact with former employees for business development, rehiring, and knowledge networking.

(…to be continued)

If anyone has any feedback or input regarding the published news, please contact: info@textiletoday.com.bd

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