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Theory and theme

Ngamboli

Outsourcing refers to the business practice where organizations perform tasks outside of a company (Edmondson, 2021). Here the service provider is known as a third party. The third party can be an individual or a company. To outsource different types of responsibilities companies, need to manage relationships more than service-level agreements. It is a complex theme and maintaining and securing trusted relationships is important here. There are different reasons for outsourcing and the theme is appropriate for reducing costs. It also improves efficiency and provides speed to different activities. They help to get more eligible and talented employees for organizations and provide competitive advantages. Organizations may need the management model for a part of an activity or a whole project (Domingues, 2018). It helps to categorize the themes into different segments such as professional outsourcing, IT outsourcing, manufacturing outsourcing and so on.

Issues in outsourcing as outsourcing reduces the supervision of the managers It can increase different types of issues in organizations. Lack of experience is a common issue in outsourcing. Managers may not familiar with the best practices as a result they can get people with a lack of experience. The managers may not have experience in facing the situation (Barrar and Gervais, 2019). Lack of experience with the outsourced task is another issue in outsourcing. Management may hire those people who have similar expertise but not the same as they need. If organizations need a team for their project and they choose to outsource, they may face different types of cross-cultural issues in outsourcing. In outsourcing, a lack of communication can be seen when the leaders face different types of issues such as poor team management. Effectiveness of the theory

The recruitment model demonstrated some activities for recruitment where outsourcing will be easy for the HR managers and they will able to reduce the issues of outsourcing. Figure 2: The Recruitment Model. Source: (Babin and Hefley, 2019).

The recruitment model demonstrated two activities which are human resource planning and job analysis. Human resource planning will help to identify the number of people for the projects or operations and job analysis will demonstrate the nature of specific jobs. It will help to specify the job responsibilities better (Ahlstrom-Vij, 2018). Then the HR professionals will start the recruitment process where the freelancers will be selected according to their responsibilities. Management can get different types of people for recruitment. The evaluation of freelancers will help to identify experts for specific tasks and will start the selection process. Here the management can work with vendors in the recruitment stage to increase the effectiveness of recruitment and get people from remote with security.

Ahlstrom-Vij, K 2018, ‘Is There a Problem With Cognitive Outsourcing?’, Philosophical Issues, vol. 26, no. 1, pp. 7–24.

Babin, R and Hefley, B 2019, Outsourcing Professionals - Guide to Corporate Responsibility, Van Haren.

Barrar, P and Gervais, R 2019, Global outsourcing strategies : an international reference on effective outsourcing relationships, Routledge.

Domingues, I 2018, ‘Strategies for effective recruitment of individuals at risk for developing psychosis’, Early Intervention in Psychiatry, vol. 5, no. 3, pp. 233–241.

Edmondson, M 2021, ‘Short case studies and research papers that demonstrate best practice in HR’, Strategic HR Review, vol. 9, no. 5.