Human resource outsourcing trends

Does your organization currently outsource one or more of its HR functions?

Yes, my organization currently outsources one or more of itsHR functions.

No, but my organization plans to outsource one or more of its HR functions in the next three years (skip to question 13).

No, and my organization has no plans to outsource its HR functions (skip to question 15).

HR functions may be partially outsourced, meaning that the organization retains some control over the outsourced function (e.g., shares access to information with the vendor) or HR functions may be completely outsourced, meaning that the organization retains no control over the outsourced function.
Which HR function(s) does your organization partially or completely outsource, and for approximately how many years has the function(s) been outsourced? (Check all that apply.)

Background/criminal background checks

Payroll administration

Performance management

Recruitment/staffing of employees (non executives)

Recruitment/staffing of executives only

Risk management

Temporary staffing

Training and development programs

What were your organization’s reasons for outsourcing its HR functions? (Check all that apply.)

To allow HR staff to focus more on strategy

To allow the company to focus on its core business

To save money/reduce operating costs

To reduce the number of HR staff and related staff expenses

To control legal risk/improve compliance

To gain access to vendor talent/expertise

To streamline HR functions

Other

4. What were the obstacles that your organization faced when it decided to outsource its HR functions? (Check all that apply.)?

Did not know what to look for in vendors

Fears about loss of control

Fears about loss of HR jobs/staff

Fears that outsourcing might impact company culture

Fears that customer service to our employees might be affected

Lack of qualified vendors

Resistance from employees in general/HR/senior management

Not applicable: did not face any obstacles

Other

As a direct result of outsourcing its HR functions, did your organization achieve cost savings, incur cost increases, or did costs remain about the same?

Achieved cost savings

Incurred cost increases

Costs remained about the same

Do not know

What are the main factors to consider when selecting an HR outsourcing vendor? (Check all that apply.)

A proven track record

Cost of vendor services

Flexible contracting options (e.g., annual reviews, ability to modify contract for subpar performance)

Guaranteed service levels

Niche in a specific area

Physical location of vendor

Recommendations from other companies

Size of vendor organization

Other

What have been, if any, the negative outcomes of outsourcing your organization’s HR functions? (Check all that apply).

Unable to achieve cost savings

A decrease in employee morale

Unable to effectively manage the relationship

A loss of in-house talent/expertise with vendor

Lack of face-to-face contact with personal

Not sure of negative outcomes at this time

Lack of remedy for subpar performance

Negative impact on employee customer service

Other

Overall, how satisfied or dissatisfied is your organization with:
The services provided by your

Overall, to what extent has outsourcing HR functions met the expectations of the organization?

To a large extent

To some extent

Neither to a large extent nor to a small extent

To a small extent

To no extent at all

Do you expect that your organization’s outsourcing of HR functions will increase, stay the same or decrease in the next five years?

Increase (skip to question 13)

Stay the same (skip to question 14)

Decrease (skip to question 14)