I would use a service level agreement for the HR function in my business and asked me if anyone has examples or words of wisdom to share after implementing one before. The design of the job. It is important to maintain a level of skill and diversity in the design of workstations in shared services, especially when service centre staff have already performed a large number of tasks. For more information, check out our work design fact sheet. Recruitment and training. The skills required depend on the scope and level of work of the centre. B, for example, customer service and call handling are often considered a minimum requirement for routine management. Where the centre offers more specialized services, it is of course essential to have an in-depth knowledge of HR. Value added for the entire service by providing a low-cost, flexible service that can meet the current and future needs of service users – 3 needs of those who use an HR or L-D service within an organization and how you would prioritize those and other needs in order to avoid conflicts and provide a timely service. (AC 2.1) A common know-how. A centralized service allows knowledge about what works in different parts of the organization and in different geographic regions to be shared and information about customers and markets exchanged. As a precursor to outsourcing, it may be easier to argue the corporate case for outsourcing if it is possible to clearly demonstrate the efficiencies that can be achieved internally through the introduction of shared services.
See our information sheet on HR outsourcing. HOWCROFT, D. and RICHARDSON, H. (2012) The back-office takes place around the world: exploring the links and contradictions in common service centers. Work, employment and society. Volume 26, No. 1, February. 111-127. The decision to set up common services is often part of a broader restructuring of human resources. This is often accompanied by the introduction of new technologies, which generally allow self-service for employees and managers, as well as centralized or integrated HR systems that contain HR data. Continuous development of knowledge.
The quality of the service is directly related to the quality of the information captured by the rest of the organization.