Ask FERF about ... outsourcing human-resource services.

• Author: Bendorf, Michael
• Position: Resources, Financial Executives Research Foundation

Increasingly, leading companies in the U.S. see the value in building a strong working partnership between the finance and human resource (HR) functions. This partnership is driven by continuing pressure to streamline internal processes and procedures, as well as by the realization that human capital represents the single greatest cost and asset for many organizations.

Nowhere is this newfound spirit of cooperation more evident than when discussing outsourcing HR services, particularly in the administration and management of payroll and benefits, where HR and finance have traditionally overlapped. For many companies, this administration has distracted attention from higher-value activities. Outsourcing these services allows the functions to focus on areas where finance and HR can collaborate on what really matters to the business.

Based on a recent survey of 375 FEI and WorldatWork members, HR and finance share similar, collaborative views of how to use HR outsourcing to drive value to the business. Conducted in August 2004 by FERF, WorldatWork and Mellon Financial Corp. Human Resources & Investor Solutions, the survey is the first to look at how attitudes contrast between HR and finance professionals on outsourcing HR functions and services.

The data collected in this survey support increased collaboration between HR and finance. Responses were very similar for members of WorldatWork (HR) and FEI across a wide array of outsourcing decision-making and management factors: HR (44 percent) and finance (31 percent) were almost equally seen as champions of pursuing outsourcing; 72 percent of finance respondents believe HR outsourcing should be a joint HR/finance partnership.

Finance and HR agree on the drivers of outsourcing: access to improved information, technology and service levels, and an ability to focus on higher-value activities. Cost reduction and avoidance of capital investment were nearly as important, but dissatisfaction with current HR performance was the least significant factor in pursuing outsourcing.

Benefits administration (401(k), health and welfare, defined-benefit plans) remains the most commonly outsourced set of services within HR, followed closely by payroll and training. HR administration is the area that appears most likely to grow, with nearly one-fifth of companies currently considering it for outsourcing.

Most companies use surveys of employees to measure...