Outsourced and subcontracted employees are used in many industries, but the success or failure of this arrangement often comes down to how well they are integrated into a business, says Hays.
According to recruiting experts Hays, the use of external employees through a service partnership can bring many benefits, such as access to specialist skills and additional flexibility to a company’s workforce. However, it can also raise people management issues, one of which is how to make the employees feel part of the business despite being employed through a third party.
To overcome this, as well as improve relationships and ultimately performance, you must integrate your outsourced or subcontracted employees.
“The benefits of outsourcing may be clear but companies must take a step back and consider the issue of integrating the new employees into their business” says Christine Wright, Managing Director of Hays in Asia. “Any company entering into a partnership of this kind needs to ensure that the outsourced team believes in the same core values as their own. If the team coming in already shares the same ethics and is able to embrace the company’s culture, the foundations are there to build a strong working relationship.”
According to Hays, it is the responsibility of the organisation’s HR department to set out clear expectations while also helping external employees feel part of the business.
Helping to integrate an external team into a business can be achieved through a number of routes. Hays suggest:
• Provide the same training as you would to regular employees – this helps to convey to your outsourced and subcontracted employees that their contribution is just as valued as their host counterparts.
• Even though they won’t be directly managed by the host company, make sure that senior management are aware of the outsourced team’s objectives.
• Give management and the team the ability to openly discuss performance – this is effective in creating a more productive relationship.
• Ensure all parties are clear on the agreement between the two companies. Everybody involved must know exactly what is required of them - doing so allows performance to be evaluated and managed in a much more efficient way.
This issue is explored further in the latest Hays Journal, the recruiter’s bi-annual magazine on the world of HR and recruitment. To access the Hays Journal please visit: www.hays-journal.com
Hays is located in Hong Kong at Unit 5803-7, The Centre, 99 Queen's Road Central, Hong Kong. Phone +852 2521 8884or email Dean.Stallard@hays.com.hk
Hays, the world’s leading recruiting experts in qualified, professional and skilled people.
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For further information please contact Lucy Sharp, Regional Head of Marketing at Hays, on +61 2 8226 9885 or lucy.sharp@hays.com.au
SOURCE / Hays
