Global/local expansion and the need to address talent shortage are the primary organizational drivers for outsourcing HR administration services. Organizations wanting to expand their presence into new markets for competitive advantage or those looking to gain access to a wider talent pool incur a substantial cost, coupled with risks and challenges in setting up a new entity in the selected geography and recruiting and onboarding employees.
As enterprises look to navigate this amplifying administrative burden to address their growth aspirations, models beyond traditional HR outsourcing, such as Professional Employer Organization (PEO), Employer of Record (EOR), and staffing, are rapidly growing in prominence.
In this study, we look at the various ways in which enterprises engage with third-party service providers beyond the traditional HR BPO model across permanent and temporary talent.
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