HR Shared Services

Large companies that have multifunction HR departments outsource HR processes to companies that specialize in HR services. They are capable of handling these specific and often complex tasks. To overcome this issue these large corporates often consult “HR Doctors”. These are third-party companies that are trending in the urban corporate world. It is often referred to as HR shared services or HR Service Delivery.

Some examples for HR Shared Services include talent acquisition, human resource management. These also include data analysis, payroll, human capital management (HCM), etc.  It also includes employee sentiment prediction software, payroll outsourcing, policy, and process formulation, changes management. A shared services model for human resources is about centralizing services across different parts of the business.

Benefits of HR Shared Services

Higher Overall Efficiency

An expanding company must have an HR team on board with it.  If absent the company could face a drop in inefficiency. Worse, it may face shut down due to a lack of HR management. Under a shared services approach. The tasks that require such an action can be transferred to people within the HR hierarchy.

It is capable of handling such duties. One such example would be payroll processing. This reduces the burden of other HR professionals on the team. It enables them to pay more focus on people and talent pool development.

Strategy-Driven Approach

HR compliance and HR shared services strategy allow companies to pay more attention and focus on areas such as human resource management, talent acquisition, and retention. All such processes enable a company to build a better business structure and increase positive business outcomes.

Which is important for the company’s overall growth strategy. Concat’s HR shared services are growing gradually in Delhi, Bangalore, Hyderabad, Mumbai, Bangalore cities.

Consistency

Consistency is positively related to the growth of the business as it brings uniformity in the actions required for the process each time. This is crucial, especially when talking about the importance of compliance.

Positive Employee Experience

HR shared service strategy enables companies to avail faster service. In other words, employee requests are met more effectively and efficiently. This type of model leads to employees having positive interactions with HR. Promoting positive interactions between employees and HR creates a better employee experience in the organization.

Services included in an HR shared service model:

Policy Formulation

A policy refers to a guide for repetitive action in key areas of business. It is a statement or a strategy of commonly accepted understanding for decision-making criteria. Policies are set up to achieve benefits from the various business processes.

Every company needs policies to ensure consistency in action and equity in its relationship with employees. Organizations providing human resources consulting services formulate policies for their clients to enable them to achieve organizational goals efficiently and effectively.

Standard Operating Process

An SOP is a process specific to operations that describes the activities important for complete actions guided by industry rules and regulations, country laws, or just by how a company wishes to set up standards for running the business.

Under the HR shared service approach the company gets relaxation from the time and effort required for the process of setting up SOPs and gets to enjoy the final fruit. This way the management team can pay more attention to the key areas of the company.

Payroll Administration

Payroll administration refers to the process of keeping records of the working hours of the company’s employees. It involves putting an effort into keeping an elaborated record of employees’ cash flow. In big companies, the process becomes more cumbersome and hectic. By using HR shared service strategy companies can save on the time and effort required for such a tedious task and rather devote this saved time and effort to important functional areas.

Statutory Compliance

Statutory compliance with respect to Human resources refers to a legal framework within which an organization must operate while dealing with its employees. A lot of the company’s effort and money goes into ensuring compliance with these rules and regulations which could cater to a range of issues, including the payment of minimum wages, maternity benefits, and professional taxes.

Therefore, for working with statutory compliance companies should be well-versed with the various labor laws and regulations in their country. HRSS model drives efficiency and reduces cost in the statutory reporting process through centralization and standardization, especially by overcoming common challenges faced by all companies in the same industry.

Employee Engagement and Evaluation

Employee engagement refers to a workplace approach that results in the right conditions for all members of a company to contribute their best each day, committed and loyal to their organization’s goals and values, motivated to contribute to long-term success, with an enhanced sense of their well-being. An employee evaluation is the process of assessment and review of an employee’s job performance.

Most companies have an employee evaluation system wherein employees are calculated and evaluated regularly. Such tasks require intense amounts of time, effort, and cost, which prevents a company to pay more attention to the key areas. The HR shared services strategy eliminates such hindrances for smooth and efficient functioning.

Succession Planning and Exit Management

Succession planning is a regular process that identifies important competencies, then works to assess, develop, and retain a talent pool of employees, to ensure a continuity of leadership for all critical positions. This Succession planning refers to a specific strategy.

Which lays out the specific steps to be followed in order to achieve the goals and efforts identified in workforce planning. It is a plan that managers can follow, implement and customize to meet the needs of their organization, division, and/or department.

Exit Management also known as employee offboarding refers to a process that includes management of the full and final settlement of employees when they take leave from an organization. When an employee is in the exit phase from a company due to various reasons, the paperwork and formalities related to employee exit are required to go through a systematic process.

There are various exit formalities such as exit interview, clearance from various departments, replacement of the departing employee, full and final settlement of employee dues. The HR department has a lot on the plate during employee offboarding.

By opting for an HR shared services model a company ensures smooth functioning and efficient management of the human resource in the transition phase. So, if you want such business consultancy services in Delhi, Gurgaon, Mumbai, Pune, Hyderabad, Bangalore.

HR shared services offer plenty of benefits. By choosing an HR shared service delivery model, a company ensures a hassle-free management system with smoothly functioning HR transitional phases.

Therefore, if you want to enforce a smooth functioning order to your company, then contact Concators at 91- 95555626260. We help you connect with a suitable HR service provider to fulfill your HR business needs.

Also, the other services offered through our platform are:

1 – IT consultations services 

2 – Virtual CFO services 

3 – Services for small businesses 

4 – Virtual CMO Services 

5 – Concierge services for employees 

6 – Employee Concierge Services

7 – IT consulting services small business

 

You can check out Concators for any of the services mentioned above apart from the shared HR services.

Frequently Asked Questions(FAQs)

HR Shared Services FAQS Concators

HR shared services are outsourced HR processes, where large multifunctional companies distribute their HR operations to companies that specialize in them. The inclusion of these third-party companies’ eases complex tasks called HR shared services or HR service delivery. 

What is an HR Shared Service Delivery Model?

The HR shared service delivery model means concatenating HR activities into a centralized hub within the same or different organization. 

What is Meant by Shared Services?

Shared services mean conflating various business operations used by multiple aspects of the same organization and putting them under one effective umbrella term. 

What is Included in Shared Services?

Services that are included in the shared service model are:  

● Policy formulation 

● Standard operating process

● Payroll administration

● Statutory compliance

● Employee engagement and evaluation

● Succession planning and exit management

What are the HR Services?

The typical HR service is to maximize the company’s potential and add value to the company. Six primary HR services include: 

● Conflict management

● Maximizing employee productivity

● Compensating employee competencies

● Designing competencies that enhance the company’s performance

● Trying new approaches to bring out work efficiency

● Increasing flexibility, mobility, and creativity within the organization

● Integrating and implementing new technologies effectively

What are the 7 functions of HR?

The seven functions of HR include:

● Recruiting talented staff

● Onboarding HR team for staff introduction 

● Looking over new employee training sessions 

● Extending appraisals

● Engaging the workforce efficiently

● Managing staff payrolls

● Enforcing compliance training 

What are the 5 key Parameters of Human Resources?

The following five key parameters run human resources: 

● Development

● Staffing

● Compensation

● Health and security

● Relations between employee and labour. 

How many types of HR are There?

There are twelve types of HR commonly: 

● HR Director

● Employee experience Director

● Specialist of labour relations

● HR manager

● Recruitment manager

● Employee relations manager

● Recruiter’s head

● HR specialist

● HR generalist

● HR assistant

● Employment specialist

● HR coordinator

What Skills do You Need for HR?

The top twelve skills needed for HR are – proactivity, administration expertise, communication skills, coaching, advisory, knowledge on human resources information systems, employee selection and recruitment, reporting skills, analytical skills, team spirit, and intercultural sensitivity. 

What are the 9 HR Competencies?

The human resource competency model runs on nine significant competencies: 

● Advisory

● Sensitivity to global and cultural perceptions

● Leadership qualities

● Strategic business planning

● Thorough critical analysis

● Practices under ethical constraints

● Effective HR management

● Managing individual relationships

● Communication.