Category: MBA Projects

Research methodology and Findings

Methodology 

The main methodology chosen to conduct the required research is explained in detail in this chapter with reference to the actual source of information from the corresponding primary sources and secondary sources. The research methodology main includes few aspects like the research philosophy implemented and the range of usage done against the primary source of information and secondary source of information and all the aspects followed in this context are given in this chapter. Different ways followed to gather the required source of information and the tools used to analyze this information are discussed in detail in this section. Different research approaches chosen are analyzed in this chapter along with the required reasoning to choose a particular philosophy or approach is also given in this chapter. Research strategies are play an important role in understanding the key strategy implemented to gather the primary source of information and the actual strategy implemented in this context is explained in detail in this chapter as below. 

Research philosophy

Research philosophy can be defined as the process followed to understand or gain the required knowledge on a particular problem area considered. All the required steps implemented to gain the knowledge and understand the nature of knowledge are well covered across the research philosophy aspects. Research philosophy main deals with the assumption based approach and it purely depends on the view of the researcher against the key research problem considered. The basic inputs to the research philosophy are not dependent on any published content or class room trainings and the main input to develop the required research philosophy is the nature and behavior of the researcher and the way he or she looks in to the problem considered and ends up with few assumptions against the research process.

Always the researcher will choose the best way to understand the problem considered and then the required analysis on the research problem is done as per the assumptions and few facts that were gathered from different sources and there is no clear and accurate structure to the philosophy in most of the cases. All the required data is gathered based on the beliefs and assumptions and the corresponding analysis is done against the data gathered. Doxology and Epistemology are the basic types of research philosophy and one can chose these types based on the nature of the data being gathered against the research process. The basic difference in this context is that doxology deals with the data that is believed to be true, where Epistemology has the logic in analyzing the data that was gathered by knowing what is true(Bolt,2011). Apart from these two types there are few other important categorizes that fall under research philosophy and they are explained as below. 

Positivism 

As discussed in the previous section research philosophy is all about the assumptions and beliefs and in this context positivism deals with the data which is believed to be real and accurate. Few important aspects like the stability of the reality is also considered across positivism and also it is assumed the reality considered is stable across the process of the research. There is a major assumption considered in this context and it is that the researcher always believe that the observations gained from the research is constant and they are repeated till the end of the research and they remain for a long time. Based on the research objectives identified there could be some modifications to the reality across the positivism and these modifications are done against the key aim and objective of the research and they are not met then the corresponding manipulations to the reality are encouraged through the desired assumptions.

Always a cross verification to the observations is done against the reality based on few aspects like sense and general knowledge of the researcher. All the predictions considered should be explained against the reality and for this purpose a detailed level of subject inquiry is done across the positivism research philosophy. True results should be achieved against the positivism assumptions all the time and this type of philosophy is well suited for natural and physical sciences. 

Interpretivism 

Interpretivism is also another important type of research philosophy and this concept can be considered to be quite opposite to the positivism. It can be considered as the critic to the positivism and the complete implementation procedure is different from the positivism. In general the solutions to the complex business problems can be derived using the interpretivism and deals with the facts behind the reality and proposed the simple solution across the research problem considered. Different interpretations are imposed by different people involved in the research and thus based on these interpretations the corresponding solution is derived using the interpretivism.

There is no scope for the assumptions across this type of research philosophy and interpretivism has no defined history across the research and this purely depends on the maximum interpretations done towards the research problem considered and places quite opposite interpretations that were derived using the positivism. Based on the maximum interpretations derived from the different people involved in the research the core objectives and aim of the research can be modified where it is quite opposite with the case with the positivism and to derive the basic aim of the research interpretivism holds two other important aspects like phenomenology and hermeneutics. Thus across most of the researches proposals interpretivism is implemented and proved to a successful research philosophy.

Realism 

Realism differs with the positivism and interpretivism in terms of the logic implemented to solve the research problem and in general realism should follow the core rules of sociology. All the hidden facts behind research problem are considered as major inputs for the realism and this deal with only the real and proved facts and these facts are considered across realism. Realistic analysis to the research problem explored across this research philosophy and this analysis will lead to the accurate and optimal solutions to the research problem and the main disadvantage with this approach is that will all the real facts sometimes the research is paused forever and in most of the cases this is not preferred except the proved phenomenon’s .

Research philosophy implemented in this research

Interpretivism is used as the research philosophy in this project as it is always required to interpret the things rather than the simple assumptions. As the main aim of this research is to evaluate the importance of HR outsourcing, few managers and employees should be interviewed and also their interpretations on the research area are considered to derive the solution.

In general the HR outsourcing will include different tasks and all the tasks should be critically evaluated where the scope for assumptions like in the case of positivism and realism is not possible and thus always interpretative is the best suited research philosophy in this context. Different areas of HR outsourcing like staffing, employee welfare and payroll should be analyzed and these aspects are gathered from the different managers and employees and their opinion towards the HR outsourcing should be interpreted to proceed with this research. 

Different research approaches 

In general research approaches are used to proceed with the research and the approach implemented in this context plays an important role in estimating the quality of the research done. There are different types of research and key among them are inductive and deductive and they are explained as below 

Inductive research approach 

A set of observations are used for the inductive research and these observations plays the role of input for the inductive research and in general a bottom up approach is followed in this context. This inductive approach is composed of four important steps and these steps when implemented in a sequence it will form the basic structure to the inductive research and they are as listed below 

• Observation
• Pattern
• Tentative hypothesis
• Theory

These four steps should be followed to form the inductive research approach and in general each and every step has a significant role in proceeding with the research. The core foundations to the inductive approach are formed with the qualitative research methodology and all the important aspects involved in the qualitative approach are covered across this inductive research approach.

A simple case study can be chosen to derive the hypothesis for the inductive research approach and thus the qualitative methodology issues are well dealt with the inductive research approach. The required information is gathered from different sources like interviews, questionnaires and semi structure interviews with the inductive approach and this information is analyzed further to derive the facts that resembles the solution for the research problem considered.

Few observations are derived from the data gathered from different sources and based on these observations the required research patterns are obtained which in turn acts as the input for tentative hypothesis and finally the desired theory is proposed based on the analysis done from the considered hypothesis and with this the inductive research approach can be concluded. 

Deductive research approach 

The basis of the deductive research approach depends on the theory which is quite opposite to the inductive research approach. A specific research point is considered and it is proved against the theory considered and this approach involves lot of theoretical content and a simple top down approach is implemented across the deductive research approach. If the research process involves a large sample size then this deductive research approach is chosen and this is similar to the quantitative research methodology and the required source of information is collected from conducting the surveys against the large sample size.

If a general theory required some testing aspects then the deductive research is implemented and based on the large set of data gathered the required empirical investigation is done to prove the theory considered. A complete reverse direction is followed in terms of the four stages of the inductive approach where the first step in the deductive research is theory and the last step is observations based on the theory.

Required hypothesis is done once the theory is built and later the required research patterns are developed and from these patterns the observations are concluded across the deductive approach. Few statistical analysis is done to prove the theory considered against the observations and thus in all the cases the deductive approaches is not suited expect the theoretical sciences. 

Questionnaire to HR managers

• What are the main reasons to opt the HR outsourcing for your bank?
• What make you outsource the HR activities when you have a separate HR division in your bank?
• Does your employee turnover ever affected with HR outsourcing and if so does it in positive or negative aspect?
• What is your vision in outsourcing the HR across the bank?
• What are the key HR activities you outsource in your bank?
• How the HR outsourcing does help in improving the skills of employees at your bank?
• What level of training and development services are offered by the HR outsourcing vendor to your employees?
• What is the impact of HR outsourcing on your overall payroll system and have you observed any benefits in this regard?
• What are the different employee assistance programs offered by the HR outsourcing partner?
• How do you track the employee performance against the training and development given by the HR outsourcing partner?
• Have you observed any changes in the quality of service provided by the HR outsourcing partner during the contract period and if so what are those changes?
• How do you manage the relationship with the HR outsourcing vendor during the contract period?
• What is the overall impact on the human capital management due to outsourcing the HR activities?
• What other HR activities you are planning to outsource down the two years?
• How the overall organization performance does depends on HR outsourcing and what level of positive or negative results you have observed in this context?

Questionnaire to Business development manager

• What is the impact of HR outsourcing on the overall business value of your organization?
• How do the direct and indirect costs are reduced with outsourcing the HR activities?
• To what level the capital costs are reduced with outsourcing the HR activities?
• What are the key HR activities that will save the operational costs at your bank?
• Does HR outsourcing have ever created any new business opportunities in your bank?
• How do you gain the market access and business shares against the HR outsourcing practices?
• What are the important financial operations outsourced along with HR activities?
• What level of return on investment (ROI) is achieved against HR outsourcing in the bank?
• How do you track the financial benefits with HR outsourcing?
• What are your future cost saving measures with respect to HR outsourcing?

Questionnaire to Employees

• What level of knowledge you have regarding HR operations in your bank?
• How do you feel when a third party like HR outsourcing vendor takes the control over your issues?
• Are you satisfied with the training and development program conducted by HR outsourcing vendor?
• What unique benefits you observe with outsourcing the HR activities of your bank?
• What level of freedom you have with your HR outsourcing vendor while sharing your personal and workplace issues?
• Are you satisfied with the employee welfare activities offered by the HR outsourcing vendor?
• Does your HR outsourcing vendor consider your pay related issues?
• Are you provided with flexible working hours by your HR outsourcing vendor?
• Do you feel HR outsourcing can improve your career graph?
• Could you please share your feedback with respect to HR outsourcing practices implemented in your organization. 

Limitations and Future work 

A detailed analysis on the HR outsourcing is done in this research and apart from the work done there is some scope to improve the research in future and there are few limitations across this research and they are as listed below 

• More concentration is given towards noncore HR administration tasks in this research and in future the idea of outsourcing the core HR administration tasks can also be explored
• Only the managers and employees of RBS are interviewed to understand the impact of HR outsourcing on cost reduction and improving the efficiency of the organization and in future the vendor side research can also be done to understand the detailed level of pros and corns of HR outsourcing
• More number of employees and managers can be interviewed using a survey based research approach and empirical investigation can be done in future.

Recommendations 

There are few recommendations to be considered in this research and they are as listed below 

• Royal Bank of Scotland (RBS) has implemented the noncore HR administration activities towards HR outsourcing and among these personal management is not given the top priority and if it could manage this issue as well in future to achieve optimal results in HR outsourcing
• Employee issues are solved to the maximum extent across the HR outsourcing and RBS need to consider the individual level issues of the employee to accomplish the HR outsourcing in a successful way.
• HR outsourcing activities like leave management and document management are not outsourced across the bank as of now and it can be implemented in future to reduce the cost and time.

Conclusion and Recommendations

With the increase in core competition across the markets all the organizations are striving a lot to gain the competitive advantage. In general an organization is composed of different departments and sections where each and every department has its own roles and responsibilities and in this context each and every department should deliver the desired outputs to make the performance of the organization enhanced. Among all the departments Human resource management has the top priority and in this context the HR department has the key role to play in enhancing the human resource capital and solves all the issues such that the organization performance is enhanced. The business conditions are ever changing and also the requirements to concentrate on the core business value has enhanced a lot these days and for this purpose most of the organizations are implementing the strategy of outsourcing the noncore administration activities to the third parties and thus they are getting some breathing time to concentrate on the core business values.

Among the noncore administration activities that were outsourced HR tasks has a special attention and most of the organizations are outsourcing all the noncore HR administration tasks and also few core HR administration tasks. With outsourcing the HR, now the organizations are free enough to concentrate on their core business value and thus the overall business and organization performance is improved a lot. Among the noncore HR administration tasks that were outsourced payroll, leave management, training and development, staffing, recruitment, employee benefit schemes and employee welfare activities has the major share and most of the organizations prefer to outsource these activities to the Hr outsourcing vendors.

If a perfect HR outsourcing there are many advantages which include reduction in cost in terms of both direct and indirect cost and also the overall efficiency of the organization is enhanced as there is scope to improve the business operations leaving the HR issues to the vendor. In this context few research questions are identified in this research and quantitative research methodology is followed to gather the required information. Interpretivism is used as the research philosophy as few interpretations need to be done in gathering the primary source of information and Inductive research approach is followed in this context, where the actual theory of the research is derived from the observations with respect to the research problem considered.

Importance of HR outsourcing and the key pros and corns of it are studied at this research level and the solution to the research problem identified requires proper observations without any assumptions and thus always the inductive research approach is suited for this project. Two HR managers, one business development manager and 10 employees are interviewed to gather the required primary source of information using the questionnaires as attached in the appendix section. From the findings and analysis after the interview process the key observations are given as below based on the opinions and observations from interviewing the respondents involved in the research. 

From the findings it can be observed that when the HR activities like training and development, staffing and payroll are outsourced to a third party the bank can concentrate on the core operations like finance and business activities and also they will get ample time to open new business areas. From the findings it can be observed that when the HR activities like training and development, staffing and payroll are outsourced to a third party the bank can concentrate on the core operations like finance and business activities and also they will get ample time to open new business areas.

The direct and indirect costs are reduced when it comes to the employee welfare programs and also training and developed. As per the findings it can be analyzed that when the HR activities are outsourced to the vendor the cost of operations on the bank side are reduced and even the risk of handling the issues like staffing and training are also reduced and when these risks are reduced the management can now concentrate on their other important business aspects and thus the overall organizational efficiency is also improved.

Organizations are really benefited with HR outsourcing as they can lead to their core business growth by avoiding the HR risks at their sided and in this context the HR outsourcing can be considered as the best option as all the issue raising aspects can be diverted to vendors and the vendor can handle them easily and thus the overall operational costs are reduced. If the organizations outsource the payroll to a vendor, all the related issues are reduced and even the process is defined with a clear structure.

In general employees will always come up with payroll issues and in this context the HR outsourcing vendor can handle them meanwhile reducing the core burden on the organization and if the organizations can outsource the non core HR administrations tasks then they can meet up the expectations of the customers and also set the annual and quarterly targets to the business team as they don’t have the HR risk and thus in this manner both the costs are reduced and also the overall organization performance is enhanced. 

The HR professionals can get ample time to develop the new strategies at their bank as they have already outsourced the HR activities to the vendor and in this context they can pay more attention towards the strategic functions and thus the overall performance of the organization is also improved. In general there are many HR activities that were outsourced and among them the key functions are personal administration, payroll management  employee counseling and assistance, training and management of employees and employee relocation. If these functions are outsourced almost 80% of the HR professional’s job is reduced and thus they can focus more on the key strategic functions of the bank and thus they can introduce new HR strategies and functions across the organization to enhance the employee turnover and also achieve the organizational objectives.

In general the HR professionals are always with the employee issues related to taxes, payroll, salary hikes, relocation and work flexibility and in this context a lot of time and mind power is consumed and they can’t be involved in the core organizational and business activities and thus if these activities are outsourced to the right HR outsourcing vendor all the risks associated with the employee issues are reduced. Once these risks are reduced now the HR professionals can be involved in the core strategic functions of the organizations and they are provided ample freedom to concentrate on the core business and administration issues and thus the overall output and turnover of the organization is improved.

The most common negative aspect identified in this research is that most of the employees are not willing to share their problems with a third party and if this is the case the required employee satisfaction is not achieved and even their performance is affected and thus the overall HR outsourcing is wasted and cost savings is the main reasons considered by the organizations and thus they outsource their key aspects like payroll and training and if they are not handled well by the vendor then the negative impact would be more on the organization and leads to low performance of the organization as well.

There are some chances where the employees are degraded against the job satisfaction and job guarantee where the employees may not feel comfortable in sharing all the issues to the outsourcing vendor and this may lead to confusions among the organizations and the HR outsourcing vendors. Apart from these negative aspects of HR outsourcing the overall organizational performance is improved and cost is reduced a lot with HR outsourcing and even the key issues like personal management and employee welfare are also well executed with outsourcing the HR and thus always HR outsourcing can be considered as the best option to improve the overall efficiency of the organization. 

Apart from the wide range of benefits available with HR outsourcing there are some hidden flaws in this context and as per the research done in this project they are analyzed in this section. As per the interview with the HR managers, business development manager and few employees there are some negative impacts identified and they are discussed in this section. The most common negative aspect identified in this research is that most of the employees are not willing to share their problems with a third party and if this is the case the required employee satisfaction is not achieved and even their performance is affected and thus the overall HR outsourcing is wasted and this analysis is similar to the opinion of Kular. Cost savings is the main reasons considered by the organizations and thus they outsource their key aspects like payroll and training and if they are not handled well by the vendor then the negative impact would be more on the organization and leads to low performance of the organization as well and this analysis is similar to the opinion of Thoms.

Sometimes the contracts written will also lead to negative impact on the HR outsourcing with the service providers and the contract should be written in a well defined manner. When the HR managers were interviewed in this regard they said there is some changes in the quality of service against the payroll and training issues and few employees are complaining about the quality during the contract period and this will lead to break up the contracts some time and finally the organization may lead to financial crisis and this analysis is similar to the opinion of Ferrinho.

There are some chances where the employees are degraded against the job satisfaction and job guarantee where the employees may not feel comfortable in sharing all the issues to the outsourcing vendor and this may lead to confusions among the organizations and the Hr outsourcing vendors and this opinion is similar to the research done by Lilienthal. Learning capability of the organization is also reduced as all the learning aspects are outsourced and in this context the organization may not be aware of the current trends and technologies to be implemented and this analysis is similar to the opinion of Hamilton. 

In general there are two types of HR administration issues and they are core and non-core and the decision to outsource these functions depends on various factors. Ample research is done in this context and the required analysis is given in this section. The core and non core HR administration functions are divided based on the priority and importance and in general the noncore HR tasks are outsourced as the management can handle the risks even the noncore HR tasks are outsourced. The non-core HR administration tasks like staffing needs which includes resume screening and recruitment, leave management, payroll, training and development are mainly outsourced to the third party as they can be benefited in terms of cost and time and this analysis is similar to the opinion of Kaptein.

In general the outsourcing can be varied based on the organization requirements and the outsourcing can be of two types like selective outsourcing and complete outsourcing and the non core HR administration functions are outsourced completely and the core HR functions are outsourced selectively and the decision of outsourcing mainly depends on the specialization of the vendor who can handle the core and noncore HR administration issues and this analysis is similar to the opinion of Westerman.

In general the organizations will outsource the non core HR administration functions to save the cost and also reduce the risks, where the core administration tasks like taxing and costing are not outsourced as they involve lot of organizational risks and this is the main reason considered to separate the core and noncore administration issues and this analysis is similar to the opinion of Westerman.

All the administration tasks that create and enhance directly the business value of the organizations are considered as the core administrative tasks and which has indirect impact on the business value are considered as the non core HR administrative tasks. In general most of the organizations will pay more attention towards the core HR administration issues as they have direct impact on the organization performance and they outsource the noncore HR administration tasks which has indirect impact on the business value and this analysis is similar to the opinion of Murray. 

Outsourcing key HR activities will provide an option to the HR professionals to concentrate more the strategic functions of the organization and in this context the required research is done and the required analysis is presented in this section. As per the opinion of the HR managers interviewed it is clear that all the HR professionals can get ample time to develop the new strategies at their bank as they have already outsourced the HR activities to the vendor and in this context they can pay more attention towards the strategic functions and thus the overall performance of the organization is also improved and this analysis is similar to the opinion of Bach.

In general there are many HR activities that were outsourced and among them the key functions are personal administration, payroll management  employee counseling and assistance, training and management of employees and employee relocation. If these functions are outsourced almost 80% of the HR professionals job is reduced and thus they can focus more on the key strategic functions of the bank and thus they can introduce new HR strategies and functions across the organization to enhance the employee turnover and also achieve the organizational objectives and this analysis is similar to the opinion of Stovel.

New roles to the HR professionals can be engaged by the organization if they are free enough and also the management can make them to work on developing the new business plans and estimate the resource requirements against the human capital and thus the core risk of the organization is reduced and more turnover is expected and this analysis is similar to the research done by Imade. Market strategies are rapidly changing and the bank need to face lot of core competition and in this context the management need more HR professionals to concentrate on the core business activities as well and develop the human capital management plan and if they are busy with the core and noncore HR activities it is not at all possible. In this context the HR outsourcing will help the HR professionals to focus more on the core business activities as well and thus the overall organizational business is improved against the performance and can gain more competitive advantage in this context and this analysis is as per the findings of .

In general the HR professionals are always with the employee issues related to taxes, payroll, salary hikes, relocation and work flexibility and in this context a lot of time and mind power is consumed and they can’t be involved in the core organizational and business activities and thus if these activities are outsourced to the right HR outsourcing vendor all the risks associated with the employee issues are reduced. Once these risks are reduced now the HR professionals can be involved in the core strategic functions of the organizations and they are provided ample freedom to concentrate on the core business and administration issues and thus the overall output and turnover of the organization is improved and this analysis is similar to the opinion of Righeimer. 

Research Analysis

The main aim of this chapter is to analyze the findings that were gathered from the interview process and presented in the previous chapter. In this research four research questions are identified and based on the analysis they are answered with reference to the work done in the literature review chapter of this research. All the four questions are answered against the findings from the research done and they are presented in different section across this chapter. A detailed level of analysis is done against the work done in the research and the key findings are discussed to evaluate the quality of research done and they are presented as below 

Research Question: How non-core HR administration outsourcing can increase the organizational efficiency and reduce the cost of operations? 

As discussed in the literature review section and the research findings section outsourcing the noncore HR administration tasks will reduce the cost of operations and also improve the overall efficiency of the organization in many aspects. From the findings it can be observed that when the HR activities like training and development, staffing and payroll are outsourced to a third party the bank can concentrate on the core operations like finance and business activities and also they will get ample time to open new business areas and this analysis is similar to the work done by.

The HR aspects like staffing can be considered as the best option to be outsourced as if the organizations spend lot of amount and time on staffing they may lose important operations to be held at the core level and suppose they are outsourced to HR outsourcing vendor, now the vendor can only concentrate on staffing as it is considered as their core administration activity and thus the overall cost is reduced and also the organization can now concentrate on their core business aspects and this analysis is similar to the research done by. It is also clear from the interview with the business development manager that the direct and indirect costs are reduced when it comes to the employee welfare programs and also training and developed.

As per the findings it can be analyzed that when the HR activities are outsourced to the vendor the cost of operations on the bank side are reduced and even the risk of handling the issues like staffing and training are also reduced and when these risks are reduced the management can now concentrate on their other important business aspects and thus the overall organizational efficiency is also improved and this analysis is similar to the research of . Organizations are really benefited with HR outsourcing as they can lead to their core business growth by avoiding the HR risks at their sided and in this context the HR outsourcing can be considered as the best option as all the issue raising aspects can be diverted to vendors and the vendor can handle them easily and thus the overall operational costs are reduced and this analysis is similar to the findings of .

If the organizations outsource the payroll to a vendor, all the related issues are reduced and even the process is defined with a clear structure. In general employees will always come up with payroll issues and in this context the HR outsourcing vendor can handle them meanwhile reducing the core burden on the organization and this analysis if similar to the opinion of . If the organizations can outsource the non core HR administrations tasks then they can meet up the expectations of the customers and also set the annual and quarterly targets to the business team as they don’t have the HR risk and thus in this manner both the costs are reduced and also the overall organization performance is enhanced and this analysis is similar to the opinion of .

Thus from the overall analysis it is clear that outsourcing the non core HR administration tasks will improve the overall organization efficiency and also reduce the operation costs of the organization in many aspects like it reduces the burden of HR issues and also diverts the direct and indirect costs to the vendor in terms of training and development and staffing aspects. 

When the employees are asked regarding their freedom levels to share their issues with the HR outsourcing vendor most of them replied that they are free enough to share their issues and even a smaller one is given bigger importance. Few employees said that they never tend to share the issues as they have some odd experiences in this regard and from this response from the employees it is clear that HR outsourcing vendor is providing ample freedom to the resources and even there are few issues to be resolved in this context.

A proper guidance and plan of action from the organization would close the issues to the possible extent. When the employees were asked regarding the welfare programs offered by the HR outsourcing vendor few employees said they are satisfied with the welfare programs particularly in terms of health and education allowances, where most of the employees said they are really satisfied and looking forward for more welfare programs in future.

From this reply from the employees it is clear that the interaction of the employees with the HR outsourcing vendor is good in terms of welfare programs and they are excepting more from them and also they are able to communicate this to the officials as well. Most of the employees in general will have issues related to their pay and when the employees are asked regarding the support they get from the vendor towards their issues most of the employees said they are free enough to discuss the pay issues and few employees said that they are not interested in discussion.

From the response from the employees it is clear that most of the employees are really happy with the current HR outsourcing practice with related to the pay issues. When the employees were asked with respect to flexibility in working hours most of the employees said that work flexibility is well provided and they have no issues in this context, where few employees have some issues and they are in the discussion process. It is clear from the response of the employees that they are satisfied with the current work flexibility and even the HR outsourcing vendor is considering their requests in this context.

Almost every employee is keen about their career and when they are asked regarding the role of HR outsourcing against their career most of the employee said they are happy with the current work conditions and these conditions will definitely lead to bright future and few said if the vendor can lead more training programs it will be helpful to us. When the employees are asked regarding the feedback against HR outsourcing at their organizations most of the employees said that they are happy with the current practices and few replied that in future a better management is expected.

Research findings from opinion of employees 

As discussed in the research methodology chapter few employees are identified in the interview process and they are interviewed against their opinion and satisfaction levels across HR outsourcing and the key findings from the interview are provided in this section as below 

Opinion of employees towards basic outsourced HR activities 

Gathering the opinion of employees towards the basic HR activities and considering their feedback is really important to estimate the impact of HR outsourcing on employee performance and in this context few employees are interviewed and their views are provided in this section.

When the employees are asked regarding their knowledge levels on bank HR activities most of them replied like they are aware of the HR operations and the organization and HR outsourcing vendor will update each and every HR aspect with them in the meetings. From their opinion it is clear that the bank is successful in outsourcing all the core HR activities to the vendor and the vendor ensured that all the employees are aware of the current HR activities in the organization. In general employees may develop some type of negative attitude towards the HR outsourcing as they may feel discomfort to be controlled by a third party and in this context, when the employees were asked regarding their feelings towards this, most of the employees said that they never felt any difference in this aspects.

Few employees argued that outsourcing the HR to the third party may be a good practice but sometimes the vendor is not considering their requests. From this mixed opinion of the employees it is clear that always outsourcing the HR will may raise new issues from the employee side as their inner feeling towards the own organization and a third party would differ and to close this gap the vendor and organization should take the right measures all the time. When the employees are asked regarding the their satisfaction levels towards their satisfaction on training and development almost all the employees are happy with the training and development provided by the outsourcing vendor and also they said a detailed level of training is provided by the vendor. 

From this reply from the employees it is clear that most of the employees are satisfied with the training provided by the HR outsourcing vendor. When the employees are asked regarding the benefits they observed with the HR outsourcing few employee said that, they are given more attention towards training and welfare by the vendor and few employees said that they are benefited in terms of workplace issues and working hour’s management with HR outsourcing. From the replies from the employees it is clear that HR outsourcing provide an option to explore the employee issues at the peak levels and thus the overall performance of the organization and employees is improved a lot.