Remember the comedy series Fawlty Towers?
It told the story of husband-and-wife team Basil and Cybil Fawlty and their escapades running their hotel in Torquay, England.
Whatever job needed doing, Basil was often the person who did it. Whether it was running the front desk or serving breakfast, pouring drinks or attaching a moose’s head to the reception wall – Basil was your person.
Sometimes the results were good. Sometimes bad.
Invariably chaotic. Never consistent.
I often think of the ‘Fawlty Towers’ way of operating when reviewing how many companies manage their HR.
HR, much like ‘running a hotel’ has many components to it, each with their own unique skill requirement.
Within HR there are eight core subsets, that each and every business needs. But, just as you’re unlikely to be the best breakfast waiter and a stellar housekeeper, no HR person is ever going to excel at all eight subsets of HR. At best they’ll be competent – but since when has competent been an aspiration?
The alternative to the ‘Fawlty Towers’ approach, of course, would be to bring in specialists for each job.
Today, an increasing number of companies are taking this approach to more and more aspects of their operation; bringing in expert talent when they need it, rather than trying the DIY approach.
HR is no exception – and HR outsourcing has a number of key benefits, for both your business and your people, including:
Ultimately, HR should be an enabler for your business. It should provide you with a strategy showing how your people are going to help you deliver on your business plan, and set solid foundations from which to develop your company and your culture.
It should ensure your rock-solid systems and processes are bringing out the best in your people, and it should ensure things are done in a consistent and deliberate way.
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