To coincide with this month’s article on HR outsourcing, we thought it would be beneficial to include our chart on employer options to staff the HR function. Many smaller employers grow by reaction as opposed to a staffing plan. As HR responsibilities and activities grow, they are passed around between office administration, payroll, accounting and management. The result is a fragmented and inconsistent state of affairs that exposes the organization to risk and poorly serves the goal of attracting and retaining talent. By the time HR problems reach the front burner, it can be hard to think of all the options.

 

This month’s Bulletin Attachment presents the options, costs and risks typically considered for building and maintaining the HR function. We update this chart annually based on the market. While there are many HR practitioners on the market in this economy, the risks remain the same. For many clients, if the choice remains unclear, we conduct an HR assessment to determine the most urgent needs.