This document discusses HR outsourcing of non-core services. It summarizes research on the priority functions companies see for outsourcing, like payroll management and compensation and benefits. It also looks at the level of spending on HR by company size. Barriers to outsourcing are analyzed in clusters, like lack of management support and security issues. Reasons for outsourcing include standardization, quality, and cost benefits. The document recommends a "QUiC Approach" of quality, innovation and customization and outlines learnings and limitations of the research project.

1. HR OUTSOURCING OF NON-CORE SERVICES Bhushan Kulkarni – GAPR10GHRM002 Shraddha Maheshwari – GAPR10GHRM009 Vinny Banwari – GAPR10GHRM013

2. Agenda Learning, Limitations and Future Scope

3. Recap

5. Pie charts

6. Cross tabs

7. Hierarchical Clustering

9. II priority - ‘Compensation and Benefit’ –55.6%

10. III priority - ‘Recruitment’ – 55.6%

15. Compensation Structure Re-design

16. Taxation and Legal Dues

17. Claims & Reimbursement Mgmt.

18. Training Administration

19. Training Delivery

20. Sourcing

22. Payroll Processing

23. Program Design

25. Benefit Processing

26. Reports

29. II Level Analysis – Reasons To Outsource Cluster 1 Cluster 2 Cluster 1: 1. Standardization 2. Service quality 3. Customized solutions options 4. Strong expertise in HR process 5. Geographic footprint Cluster 2 Cluster 1 Cluster 2: 1. Corporate directive 2. Cost benefit 3. Brand recognition of partner

30. Inferences & Recommendations

31. Conclusion – Suggesting a “QUiC Approach” Quality Innovation Customization

32. Learning From The Project Practical implementation of research methodology including questionnaire design, surveys, compiling & ….. analyzing the data & inferring from the same. Exposure to Singapore market specifically target companies for survey and the HR service providers.

33. Limitations of the project

34. Future Scope of Study

35. Thank You!