Get access to the exclusive HR Resources you need to succeed in 2018.
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 14 cities across the U.S. this fall.
Gain the skills you need to rise to the next level in your career. Jon us at SHRM's Leadership Development Forum, October 2-3 in Boston.
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
With outsourcing becoming such a huge business, should early-career HR professionals consider going to work for an HR outsourcing firm?
“It’s an attractive career proposition for many people,” says David Rhodes of consulting firm Towers Perrin. It allows a worker to become familiar with several businesses that the outsourcing firm services, not just one.
Ed Jensen of consulting firm Accenture agrees. At an outsourcing organization, “you’re providing services to real paying customers. A lot of people have seen tremendous boosts in their careers.”
But Carl Van Horn, a professor at Rutgers University, dissents. “You’re better off going to the company than the consulting firm. There’s no substitute for being in a business” if your ultimate goal is to demonstrate the ability to analyze internal HR and financial issues, he says.
Some people won’t have much choice in the matter: HR professionals whose organizations outsource their jobs to a vendor.
Rohail Khan, North American COO for HR outsourcer e-peopleserve, says that outsourcing firms hire many of their clients’ HR people during the outsourcer’s start-up years but progressively fewer of them thereafter. After the vendor is established and well staffed, he says, it tends to retain only “the best and the brightest” of clients’ former HR workers.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
HR Education in a City Near You
SHRM’s HR Vendor Directory contains over 10,000 companies