After lunch, the group assembled back in the conference room. Most spent some time reading through the poster on the wall, looking for more clues to help them improve.
“Ready to get started,” I said, as the group grabbed their seats.
“On to people,” Tyler announced, with a tone indicating he could see the light at the end of the tunnel.
“Yes, on to the ‘People’ column in the mosaic. Just as we defined who your key customers are, we need to define the key positions and roles in your company.”
To read the first part of this article, click here.
Walking into the conference room the following week, I bumped into Jenny and Alex, two regional managers who worked for Tyler.
“Hi there, Dean,” Jenny said, smiling and walking over.
“Just looking over the big poster,” Alex said.
“You mean the mosaic, Alex,” Jenny said, correcting him.
As many of you know, in 2014 Outsource entered into a partnership with KPMG to produce the GBS Roadmap series of conferences focused on Global Business Services (GBS); these events (the first two of which took place last year in Stockholm and Amsterdam respectively) cater both to delegates looking to develop and implement a GBS strategy and to those already operating GBS who are now seeking ways to mature these established environments.
As I finished up my call with Rick, the CEO of Walker Ideas, I couldn’t help but feel impressed with his new attitude towards service. Rick and his team recently turned some bad news they had received from their key customer into an opportunity to convey to that customer that Walker Ideas was truly an inside-outsourcing partner. Rick wanted to create a proactive environment where Walker Ideas sat one step ahead of the customer, anticipating its needs. He was feeling frustrated by his inability to get his entire team to see the bigger picture.
HR is one of the most commonly outsourced functions, as it involves both complex and time-consuming tasks. Outsourcing HR services can have a positive impact on an organisation, effectively saving money whilst simultaneously increasing the quality and efficiency of the company’s HR and payroll. Outsourcing results in more final output but requires lower input costs than in-house HR.