Mandarin to English translation of posted article on zhaopin.com dated 2012-02
Exclusively interview with Gary Morris, president of The Judge Group/Judge China
It may make the internal HR panic or spread the stability when companies choose to HRO/RPO. In the opinion of Mr. Gary Morris, rather than wandering around, it is better to follow the trend.
HRO covers a wider range than PRO, which take the responsibilities of recruitment, including release the recruitment information, phone interview, internal interview coordination,
compensation & benefit discussion, etc. While HRO, furthermore, involves the management of reward system amount and payslip.
To some degree, the real RPO has not wholly entered China's market . There are some recruitment process outsourcing company in China, whose clines are those multinational
companies, however, the level of development is lower than their American counterparts.
The trend of HRO/PRO has a certain influence on companies' HR department.
Clearly, HR plays a very important role in internal company, who are responsible for their employees. HRO not only takes the responsibilities of job recruitment , but also reward system,
career planning and personnel cost planning, etc. Sometimes, after taking over the HR functions of their clients, HRO company will recruit the previous HR employees in the company in order to maintain the consistency of the HR strategies. The re-allocation of the HR job responsibilities and positions will bring great benefits to the company on working force planning.
The preparation for HR to meet the HRO trend.
With the overwhelming tendency of HRO, we suggest the HR to attend some training or some gatherings organized by the local HR association and community for further discussion on HR
function transformation. The RPO team always has abundant experience on job recruitment, who can help the internal HR staff to grow and develop.
HR's concerns on the tendency of HRO/RPO
Those companies always take the HRO service into consideration for bringing more related experiences from external. But, the company will introduce RPO service which differs from HRO,
when there is a sudden increase on job recruitment. Generally speaking, internal HR are afraid of redundancy since the introduction of HRO rather than RPO. However, the situation does not always happen because many HRO companies will still recruit the previous internal HR employees. From the HR point of view, it is a good opportunities for them to learn new
professional knowledge and make a self-enhancement. It is not so-called replacement. We should follow the trend with full preparation rather than resisting.
There is a big concern that HRO/RPO may enhance the ability of HR while reducing the influence of HR department within the company. First of all, the head of HR department should inform their boss of the necessity of enhancing HR function. The communication on introducing HRO/RPO is the most important. HRO/RPO will reduce the unnecessary functions for internal HR team, save their expenses and energy, furthermore, let them draw more attention on the most important employees.