Instead of forcing your enterprise to bear the burden of selecting and purchasing new software solutions and then attempting to win over and train your HR staff, TAAS takes that entire piece off your plate.

A significant shift in focus is taking place now in human resource outsourcing: The previous emphasis on labor issues and cost reduction is giving way to a fresh focus on business outcomes and worker performance. Because of the need for agility in responding to shifting timelines and short-term specialty knowledge areas, outsourced talent has become a standard component of today’s business planning.

The evolution of outsourcing poses new challenges to HR departments. How do you handle the need to draw on wider human capital resources than you have in-house? These tasks are now most easily handled by TAAS, (“Team” or “Talent” as a Service) which consists of a consulting partner in conjunction with a cloud-based HR solution. Here’s why:

HR Benefits of Team as a Service

The stand-out benefit of TAAS is transformational speed and agility. Team as a Service offers so much more rapid adaptation than traditional outsourcing that it ends up providing substantial cost savings. It also presents fewer obstacles for HR, since the logistics of hiring outsourced workers are removed from the slate of HR tasks. It’s simply easier.

Competitiveness is all about agility, and the heart of agility is simplicity. Additional benefits that accrue from TAAS include greater employee engagement, superior talent acquisition and multi-channel savings due to increased efficiency.

Why Traditional HRO Is Fading

Throughout the past two decades, HRO (human resource outsourcing) has primarily meant acquiring HR software platforms and then teaching your ongoing staff to use the new system. One big problem with this is that instead of cost savings, what happens is cost-shifting: While total payroll outlay does decrease, more money ends up being spent on technology. Platforms have to be procured, and the learning curve has to be dealt with.User design issues can create confusion, and HR employees often become frustrated, leading to a drastically increased pull on IT staff time. Furthermore, the unique professional skill of HR staff is devalued in this approach, as the technical aspects of HCM (human capital management) software become the purview only of IT.

If your support people don’t have HR knowledge, they won’t be able to implement a truly effective HR solution and your business outcomes will suffer.

The Evolution Offered by TAAS

Instead of forcing your enterprise to bear the burden of selecting and purchasing new software solutions and then attempting to win over and train your HR staff, TAAS takes that entire piece off your plate. You are no longer faced with the job of creating a digital business transformation from scratch. Your TAAS provider discusses with you the outcomes that you want. As a result of these discussions, the consultant aligns with the guidelines of your business processes and leverages your current technology, and then identifies, supports and manages an appropriate software solution.

This end-to-end solution provides a number of extras that your organization can benefit from without having to build them from the ground up. These extras include such things as tool-kits for employee engagement as well as management of data and documents. TAAS solutions also typically include workflow status information, service reporting and even analytics on trends.

How Implementation Works

TAAS professionals understand the dimensions of introducing digital strategy changes into an enterprise. These skilled change agents find their success by listening to your strategists and managers, both at the C-suite level and in the HR department. They identify where your company is right now, and they pay attention to the future outcomes you seek to achieve. Their inquiries extend far beyond the classic human resource topics of financial limits and worker numbers. Instead, they seek to understand the entire scenario that you envision for your company overall. Then your TAAS provider will respond to that vision with a multi-faceted user-friendly solution for hiring.

A TAAS Solution for HR Doesn’t Mean Eliminating Your HR Department

The virtue of TAAS is that it is evolutionary, rather than disruptive. Major disruptions can be problematic with respect to the overall morale of your employees. TAAS offers a menu of flexible options that allow for you to select the solution that best fits with your people’s needs. An example of processes that can be integrated into a new solution include: recruiting and the related marketing tasks, employee performance goals, training opportunities and status, compensation structure and payroll. Since the TAAS provider is an expert in cloud HCM infrastructure, they make sure that you only have what you need.

The Role of Predictive Analytics

One advantage of bringing a TAAS provider on board is that they are able to make use of every function of software that you invest in, including its analytic capabilities. Predictive Analytics has already established its usefulness in sales, marketing, IT, customer service, finance and more.

Using predictive analytics in HR is tied to real outcomes that are meaningful to the business: employee performance and turnover rate. Interim metrics such as employee engagement, amount of skills training and other items are helpful in indicating strategies, but it’s important to remember that, in themselves, these are not business outcomes. The real benefit of predictive analytics is their ability to track the actual outcomes that businesses want.

In the end, HR is only about people. Your organization will never experience success if you attempt to turn over all the operations to automated modules. The ideal HR combination consists of the efficiency of self-service cloud-based HRM infrastructure together with professional support via direct human interactions. In this way, the human resource professionals on your staff have the opportunity to guide your organization to achieving all your future business goals.