Outsourcing HR

By: HR Management Support  03/02/2011
Keywords: Human Resources, employment law, Performance Management

Outsourcing your HR function provides you with all the benefits of a professionally led and resourced internal department but without the same overheads. You can define exactly what HR services are delivered to you and how.

Dependent on the size and needs of your organisation an outsourced support service could cover the whole or just some of the following

Employment Legislation:

Provide professional advice and guidance on legislation affecting employment to ensure harmony at work and minimise the likelihood of financial loss that can result from breach of contract claims, unfair dismissal, compensation, redundancy payments, overpayment of wages etc

Employee Relations:

  • Advise, monitor, develop and maintain good working practices in relation to contractual relationships and their termination with specific regard to communication, discipline and grievance.
  • Actively encourage involvement of employees to develop the company.

Policies & Procedures:

  • Develop and maintain or improve Company policies and procedures relating to Human Resources of the business in line with best working practices

Selection & Recruitment:

  • Assist in the selection process, produce job descriptions, job specifications, place advertisements, receive applications and short-list candidates, arrange and support interviews
  • Formulate and establish a contract of employment with selected candidates
  • Provide a service to arrange for cover by temporary placements and casual assignments


Salary & Benefits:

  • Establish and maintain procedures that ensure employees are paid in accordance with company policy.
  • Develop and maintain pay and benefit packages with due regard to the market place
  • Analyse and review payment structure and rates of pay.
  • Monitor and advise on benefits packages to ensure compliance with appropriate legislation and tax regulations.

Employee benefits:

  • Administer and advise on employee benefit schemes such as Pensions, Private Health Cover, Share Option Schemes etc

Performance Management:

  • Develop manage and administer a process that enables objective setting and measures against company goals and values and facilitates feedback on job performance, guidance on performance improvement and training and development opportunities

Manpower Planning/Succession Planning:

  • Assist in establishing forecasts for future manpower needs in relation to the Company‚Äôs strategic plan.
  • Identify and plan strategies for the development of key personnel
  • Learning and Development: Assist with identifying employee training needs
  • Provide an induction programme for all new employees
  • Arrange and monitor all internal and external training courses
  • Assist in the preparation of training plans and budgets
  • Advise, assist and monitor Government training schemes and initiatives, local schools/college liaison and work experience programmes
  • Develop and manage apprenticeship programmes
  • Develop and manage graduate development programmes
  • Develop and maintain development programmes that meet the criteria of the professional accrediting bodies

Occupational Health:

  • On receipt of medical reports, medical certificates etc., provide advice and guidance to managers and employees in relation to Disability Discrimination, Risk Assessments, Reasonable adjustment, medical referral, ill health retirement or PHI etc.


Provide advice and guidance to managers in order to assist them in dealing with their employee welfare matters.

Keywords: Contracts Of Employment, Employee Relations Advice, employment law, Employment policies and procedures, HR consultant, HR Management, human resource management, Human Resources, Outsourcing Hr, Performance Management, redundancy

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