How To Undertake An S.w.o.t Analysis Before Hiring Human Resources Services

Many small and medium sized organizations are hiring the human resources services

or functions of an HR Consultant to replace full time Human Resource representatives in-house. A complete S.W.O.T analysis is very important to understand the human resource outsourcing requirements of a firm before going in for third party professional expertise.

As we all know, strengths and weaknesses are generally internal while external factors contribute to the opportunities and threats involved in any strategic business decision. Before opting for human resources services, an S.W.O.T. analysis can be done specifically on the Human Resources Department instead of being performed on the Organization as a whole.

An S.W.O.T. analysis involving the management and employees should be conducted for evaluating the criteria relevant to hiring human resources services.

The questions to be considered before beginning the analysis are underlined below:

1.What are the policies/practices already in force and what is their efficiency quotient?

2.Which are the policies/practices that need to be reviewed and restructured and why is human resource outsourcing required?

3.What are the current trends in recruitment, employee retention, attrition rates, technological changes and Government regulations?

4.What are the strengths of the Organization in relation to employee policies that are not on offer by the competitors?

5.Are the right people placed in the right roles and what do they have to offer in terms of qualifications and skill sets?

It is important to collect as much information as possible in regards to the firms strengths, weaknesses, opportunities and threats. Customer opinions through surveys should also be included.

The next step is to discuss the results along with the HR Consultant or firm offering the human resources services and prioritize and rank them in order of priority. Determination of the methods to maximize the strengths and opportunities and minimize the threats and weaknesses precedes the evaluation and ranking of the same. Action plans and delegation of responsibility through human resource outsourcing to experts should be done after a careful consideration of the terms and conditions and payment structures. A review and reanalysis of the plans should be done on a regular basis- to integrate any new areas of concern.

A very honest S.W.O.T analysis is required to generate the right results through human resource outsourcing. With increasing competition in the field of human resources services, it is very important to make a futuristic analysis keeping the following elements in view:

1.Customer Satisfaction with the Human Resources Department

2.All political changes and the upgradations and changes in Government policies and Employment related laws. Economic and market related changes should be considered in entirety, to analyze current trends.

3.The dynamism in the Human Resources Industry and the ongoing technological changes that provide an edge to competition.

4.The physical in-house working requirement and all the changes that are required to be introduced through human resource outsourcing.

5.The retention/hiring levels of the employees and management and the overall functioning of the HR department.

by: Ruby Sahiwal

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