HR outsourcing: A performance evaluation
Sharon Taylor, Senior Vice President, Corporate Human Resources, Prudential Financial, and Chairwoman of the Human Resources Outsourcing Association, was the keynote speaker at the recent HRO World™ conferences in
SYNOPSIS - HR outsourcing: A performance evaluation
When I first heard about this topic - whether HR outsourcing has grown up and is living up to its promise and potential - I thought it was an intriguing angle. When we come together as an outsourcing stakeholder community, we usually cover tactical issues like establishing key performance measures and building successful partnerships. No question that these are important subjects; however, given our day-to-day pressures and accountabilities, it's less often that we have a chance to step back and assess, on a macro level, where we are and how we're doing with the overall outsourcing model. So I thought this was a perfect opportunity to do just that.
Performance and potential - these are certainly familiar terms to those of us in HR. In fact our whole talent management model is rooted in these concepts. We put talented people into positions based on their track record of past performance and their potential for growth. And we have some very structured tools to establish requirements and measure progress throughout the performance lifecycle including:
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The want ad
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The candidate resume
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The performance review
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360-degree feedback
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The development plan
If we were to apply these tools to the Outsourcing Model, what would the outcome be? How would it rate compared to expectations? What would be the strengths and soft spots? And what would we advise as a strategy for further advancement?
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HRO performance evaluation