Although HR's role seems to have evolved to that of being a catalyst for change however for majority of HR teams administrative tasks still take most of their time
We have been hearing about "HR being at the cross roads of business strategy" and " HR being a Business Partner" for more than a decade now. However it cannot be overlooked that Ulrich`s four quadrant theory still holds good for HR function in every industry. Although, in the current era of faster growth HR’s role seems to have evolved to that of being a catalyst in driving changes, which mostly are people dependent resulting into the business growth, the administrative quadrant is still occupies a lot of mind share and time of many HR personnel in almost every industry.
In insurance business, of late, we have observed that HR personnel at the junior level perceive their work as mundane and repetitive such as recruitment and its related processes like documentation, process compliance etc. They lose interest in such HR activities very easily resulting into a mediocre performance and negative impact on the upstream business processes. This compelled many of us to see how we can take care of such mundane activities by seeking help from experts from outside the organization (outsourcing partners).
This allows HR team to concentrate on engagement activities resuling into culture building, talent development and thereby helping to enhance the overall workforce productivity.
Thus, it is no more a choice but became a compulsion to look for such specialised help through outsourcing given the dynamics of the industry one operates in.