HR Productivity Metrics: From Cost Center to Optimized Resource

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CHAPEL HILL, N.C., June 28 /PRNewswire/ -- The HR function is often
seen as a pure cost center and often first to face budget cuts and higher
productivity demands. As human resources managers continue to face the
pressure of increasing productivity with existing resources, outsourcing is
% Y4 h! v+ ~5 c( u, dbecoming a core component of the recommendations being made to corporate
: _( c  C6 s6 s7 q2 z0 q% e" k1 \executives.
1 n# s1 v0 o& y. ?- e" E    But human resources managers need to be cautious in relying solely on
outsourcing for productivity improvements, according to information from
( y0 H% ^* e  J: athe benchmarking corporation Best Practices, LLC which can be found in the
0 x. y8 K0 y9 K3 R5 ]$ h) v. hresearch study "Achieving HR Administration Excellence - Shared Services,
# e  ~3 U0 I! A4 h3 |0 zOutsourcing and Cost Reduction."
+ x8 k+ f9 D2 u0 W    For instance, even though 73% of companies outsource Employment
Verification, companies that have internal processes for this HR function
far outperformed those with outsourced processes.
$ G# D4 |1 M8 W+ q% h+ y    To purchase the complete research study or to download a complimentary
research summary including sample findings and data charts at
http://www3.best-in-class.com/rr821.htm.
    Findings were compiled from surveys and interviews with HR executives
at leading companies such as Agilent Technologies, Boeing, Coca-Cola,
6 B5 s% J8 ]2 aConvergys, Dell, General Electric, Motorola, Raytheon, Sprint and many
more. The entire research study package includes:
    -- 2 comprehensive benchmarking reports on HR Administration and
0 @. p1 `% V( @( P( Y/ B       Optimizing HR Organizations
    -- 1-year membership to all of Best Practices, LLC's HR research
) y) z, e* k0 ~( i9 s4 W8 `3 u! c    -- Valuable analyst time to discuss your HR needs and current trends.
    This research study package provides a comprehensive, data-driven look
at structure and staffing efficiency specific to HR records management,
% ~) q: c- `, n" Jdata support/shared services as well as Leave of Absence/FMLA programs for
7 t8 D) H) h, Z2 s# Pthe most important HR functions. Metrics highlighted in this research
# b: S- {) {2 R: ]bundle include:
. k& |7 u' v( W3 l- V# Z* ?) ?  H    -- HR Process Gap Analysis: A typical company at the benchmark average has
       an overall performance gap of approximately 20 FTEs over a total of 10
       important HR processes relative to high performing organizations.
    -- HR Service Center Process Complexity: The level of rework and overall
/ b1 u" g% j0 v7 D4 x5 a, ]! r       cycle time is higher and the level of outsourcing is lower for more
       complex HR processes such as the management of HR system tables and
       large-scale data updates.
    -- HR Staff Composition: More expensive labor accounts for the majority of
       payroll - HR Service Center staff is composed of HR Specialists (21%),
       HR Generalists (15%) and managerial staff (10%).
. k9 x) |7 M& g  f" h  D) j+ ~/ L    To drill down on the countless metrics presented in this report contact
our Solution Specialists at (919) 403-0251 or
[email protected].
    If this study is not meeting your current business needs, inquire about
starting your own research study or internet survey. Our custom client
, `* ~4 H1 u& a1 l4 |research will answer your pressing business questions and provide you with
actionable insights and process best practices. Please contact Anna Buhr,
! N( Z" a7 s3 N4 p; O" e; V# RManager of Research Operations at [email protected] to learn more
about custom research.
    ABOUT BEST PRACTICES, LLC
8 r0 j# J7 }5 q    Best Practices, LLC, conducts work based on the simple yet profound
principle that organizations can chart a course to superior economic
$ o: W2 \1 {, h0 D# nperformance by studying the best business practices, operating tactics and
winning strategies of world-class companies.