Redefining Outsourcing,
Bringing in a new trend in Employment and Resource Management, which the industry is in dire need today.
We all are cent-percent convinced with the understanding today that our well being is dependent on the Company we are working for. And every individual in the Organization is required to contribute 1000% to help the Company overcome this chaos. Employees are in the phase of giving more, and meeting the expectation of the Organization today.
The definition of working is redefined to what are the deliverables met? Yardstick and parameters to measure performance have entirely changed. It is no more the number of hours spent or efforts put in. Instead, it is only and only the output in the desired or lesser than the desired timeline by the Client that matters today.
It is and has always been of significance for Organizations to earn and save for tomorrow, not for today alone. So every Management decision is based upon securing the future of the Organization. The more sustainable the Organization, the lower are the risks of perishing, higher is the growth.
Outsourcing has been one of the options organizations have adopted for more than a decade to overcome future threats and current ambiguities. The outsourcing industry in terms of Job outsourcing, Subcontracting, or work contract has evolved in a significant way, since the phase of inception of the idea to today. But the outsourcing model concerning Resources has only extended to different sectors but not created depth. It has remained the same or altered very little in the last decade. Outsourcing resources are looked at as an alternative to recruiting or running a payroll of the employees. The resource engagement is considered as outsourcing HR process. Ideally, that shouldn’t be the case. But, the expectations and pricing aren’t clearly defined to plug-in with the organizational/ project requirements in most of the sectors. Resource outsourcing is compared with the resource cost and not the impact cost. This limitation has crippled the thought process of the sector, impacting the transformation of the Resource Industry faster. Or the Organization expects to replace the Work order assignments of PMC/ Contracting Companies. Of course, there are chances to achieve the same, because the deliverables are by the resources whether they are engaged with a PMC, Contracting Company, or a Resource Engagement Company.
Now is the time to expect solutions and not documentations from the Resource Outsourcing Sector.
Additionally, Organizations aren’t counting on them as a partner for their growth. They are just a borrowed identity for the employees engaged by the organizations to save the documentation and statutory disarray. There aren’t defined approaches, evaluated thought processes to draw a graph for the growth of this sector in a rational manner.
Resource outsourcing can be a powerful tool to revolutionize recruitment trends, employment trends, and performance trends. But with the right approach, expectation, and pricing by brainstorming sessions of the major players of the Outsourcing sector in synchronization with the other sectors.
COVID, revolutionizing employment trends, can expect the most efficient process and policy implementations through Resource engagement partners. Its right time now to lay right rules, timelines, and expectations with proper responsibilities, appropriate pricing – allowing the Resource outsourcing industry to mature and give 3-dimensional solutions to the organizations.
-Sucheta Gour