Companies are increasingly applying a global HR mindset to their worldwide operations, according to findings from a recent multinational research survey by HR consultancy Mercer.
The growing cost of long-term expatriate assignments is causing firms to limit expats to shorter assignments and to outsource HR management of expats, says a survey by KPMG LLP, a global audit and tax consultant.
Although the outsourcing market for benefits administration is well-established and mature, significant growth opportunities exist, particularly as organizations look to reduce and control health care administration costs while providing ...
A new Society for Human Resource Management survey provides a glimpse of how HR professionals participate in handling offshoring and its repercussions. Among the findings: Only 35 percent said that HR was involved in the offshoring process ...
Potentially massive savings in wage and benefit costs continue to drive the global offshoring movement, but companies are facing a wide range of people management issues both overseas and at home, according to a study ...
When moving HR operations offshore, change management must start long before the deal in order to diffuse internal resistance, manage organizational politics and acclimate stakeholders, thus ensuring a smooth transition of HR service delivery.
Most research shows that offshoring and outsourcing are clearly the next wave of improvement initiatives for delivery of support services, but how do you decide whether outsourcing or offshoring is right for your organization?
Many variables dictate whether captive offshore (i.e., buyer owned and maintained) shared services operations are a preferred alternative to internal domestic shared service centers or third-party outsourcing, according to a new report.
While the impact of offshoring on the structure of the U.S. and global economies is a source of much debate, any argument over the potential benefits to individual companies is largely over.
