| Application service providers offer a
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| | HR Management Systems" by Paul Hamerman,
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| type of outsourcing that increasingly
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| | Web hosted HR applications are becoming
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| answers requirements to control and
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| | more popular because the hosting model is
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| secure company data while experiencing,
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| | simply more cost-effective.Why Go to the
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| the convenience of minimal technical
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| | Web?
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| overhead.
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| | When several companies are using the
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| The hosted model allows a company to
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| | same infrastructure - provided by the
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| outsource the maintenance and overhead of
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| | application service provider (ASP) -
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| a technology platform and software, yet
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| | economies of scale extend the promise of
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| maintain full control over the sensitive
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| | the best and most robust systems at the
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| data and management of the process.
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| | lowest price point to each individual
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| According to research by
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| | client company. Hosted applications
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| Price-Waterhouse Coopers, "Total Cost of
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| | provide a blended model that captures the
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| Ownership: Warning Signs of Hidden In
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| | best of in-house HR administration with
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| House System Costs," companies can shave
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| | the best of outsourced HR administration.
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| up to 80 percent of the time it takes to
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| | The hosted model allows a company to
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| complete payroll simply by automating the
| |
| | outsource the maintenance and overhead of
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| process.
| |
| | a technology platform and software, yet
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| Qutsource or insource? It has never been
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| | maintain full control over the sensitive
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| an easy question to answer. HR directors
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| | data and management of the process.Easier
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| love the security of running their
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| | to Expand
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| systems in-house, and yet the expenses of
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| | Fast-growing, Wisconsin-based Paragon,
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| maintaining the infrastructure, licenses
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| | which helps companies with their IT
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| and technical staff are often
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| | needs, and SRP Federal Credit Union,
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| prohibitive. Yet with traditional
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| | based in South Carolina, froze the number
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| outsourcing, the potential lack of
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| | of people in their HR departments despite
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| control can be a concern. In addition,
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| | adding 70 and 125 employees,
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| many more traditional HR practitioners
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| | respectively. That's an annual savings
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| are becoming more of a key element in the
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| | for each of $45,000 to $65,000 in salary
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| business and total rewards strategies.
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| | savings by outsourcing several HR
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| This allows little time for getting
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| | functions. Additionally, these firms are
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| involved in the day-to-day administrative
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| | seeing significant return on investment
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| functions. While outsourcing may not be
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| | (RO!) from automated time collection.
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| the solution for all companies, this
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| | According to the 2003 Price Water house-
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| article provides information on its
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| | Coopers report, "Total Cost of Ownership:
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| potentially cost-saving and time-saving
| |
| | Warning Signs of Hidden In House System
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| benefits.
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| | Costs," companies can shave up to 80
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| Application service providers offer a
| |
| | percent of the time it takes to complete
|
| type of outsourcing that increasingly
| |
| | payroll simply by automating the process.
|
| answers requirements to control and
| |
| | Those with 500 employees can save $2,600
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| secure company data while experiencing
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| | per pay period by moving to an electronic
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| the convenience of minimal technical
| |
| | system, according to figures compiled by
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| overhead. According to the Nov. 4, 2004,
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| | iEmployee in the 2005 white paper "Online
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| Forrester Research report, "Trends 2005:
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| | Pay Stubs.
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