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Leading Offshore Recruitment Process Outsourcing (oRPO) Provider, OS2i Expands Reseller/Partner Programs into the US, Canada and Europe

As the inventors of offshore Recruitment Process Outsourcing (oRPO), OS2i has successfully been integrating their oRPO services into some of the most complex US and European recruitment processes for over four years. To expand their hybrid onshore-offshore RPO model they are looking to grow their affiliate and reseller programs to carefully selected Individuals, Organizations, or Associations serving the Recruitment or Human Resourcers industry.

London, UK & New York, USA (PRWeb) March 30, 2007 -- OS2i, the world's largest provider of offshore Recruitment Process Outsourcing (oRPO) services to the US and UK recruitment industry, today announced its Reseller and Affiliate programs. Designed to enhance partners revenue streams and broadens their own current offerings by reselling or referring OS2i to their customers. The partner program is particularly well-suited to US & UK individuals, organizations or associations serving Recruitment or the Human Resourcing industry.

Affiliate & Reseller Partners will be fully supported by a dedicated US or UK sales manager, a research team, marketing collateral, CRM access, web and email leads and the commitment to make the partnership excel. Remuneration compounds month on month to make the financial benefits extremely lucrative.

About OS2i
OS2i was the first company in the world to pioneer the concept of offshore Recruitment Process Outsourcing (oRPO). After four years the concept has turned into a business model which is fundamentally changing the way the world recruits.

As well as their experience in the offshore Recruitment Process Outsourcing (oRPO) space, OS2i is working with over 300 US & UK Staffing Companies and boasts many of the top 100 within their client portfolio.

Operating a hybrid onshore-offshore business model, OS2i's offshore RRO facility is based in India and boasts onshore offices in both the UK and USA. This dual-shore model allows OS2i to deliver outsourced resourcing and recruitment administration services at offshore rates while guaranteeing onshore quality and accountability.

While there are many benefits to outsourcing elements of the recruitment process offshore, cost saving is usually the paramount consideration. When comparing the total cost of employing a onshore Recruiter, Sourcer or an Administrator, using OS2i, clients see savings of 60% to 75%.

Typical Outsourced oRPO Services:

Candidate Generation: Job Board Resume Database Searching, Advertising response, ATS Searching, Talent Pool development, Advanced Online Passive Candidate identification, Intelligent Online Advertising, candidate networking & referrals (email & telephone)

Candidate Screening: Email screening & qualification, telephone screening & qualification, online testing

Recruitment Administration: Interview Co-ordination, Resume Formatting & Processes, Time sheet administration

If you are interested in finding out more about becoming a reseller please contact the Sales Director of OS2i, Robert Drake at 646 429 0905 (US) 08454 666600 (within the UK) or Company website www.OS2i.com and www.os2i.com/us/resellers.php

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Labels: hr, hr-canada, hr-europe, hr-usa, recruitment, recruitment-canada, recruitment-europe, recruitment-usa, rpo

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ACS Wins Renewed Defined Contribution Outsourcing Contract With Public Employee Retirement System of Idaho

DALLAS, March 27 -- Affiliated Computer Services, Inc. (NYSE: ACS) , a premier provider of business process outsourcing and information technology solutions, announced today that it has been awarded a renewal of its defined contribution outsourcing contract with the Public Employee Retirement System of Idaho (PERSI), a multi-billion dollar retirement plan providing long-term benefits for more than 100,000 members who have had careers in public service. The three-year contract is valued at $4.7 million, with a two-year renewal option.

ACS has been providing participant recordkeeping, communications, and compliance services for PERSI members of their supplemental 401(k) plan since 2001. These services will continue under the terms of the renewed agreement, with ACS enhancing its communications services to include consulting services that will promote PERSI's defined contribution plan, which ACS supports. ACS will also manage a state-of-the-art participant website on behalf of PERSI.

ACS won the business despite strong competition, underscoring its successful track record with PERSI, as well as a history of delivering exceptional service in the defined contribution plan arena. The contract is one of a number of recent renewals for ACS in the human resource outsourcing (HRO) and the total benefits outsourcing lines of business.

"ACS delivers expert knowledge of complex issues and a consistent commitment to technical excellence that translates into efficient, accurate, and customer-focused servicing for our members," said Diane Kaiser, Choice Plan 401(k) Manager of PERSI. "With ACS' help, we have measurably enhanced our member services in the 401(k) plan, and at the same time, improved and streamlined efficiencies. We value ACS' partnership approach and flexibility, especially in the somewhat unique environment of a governmental 401(k) plan, which allows us to work closely together to effectively meet the diverse needs of our members."

"Total benefits outsourcing is a core competency of ACS' HRO business," said David Bywater, ACS Senior Managing Director, HRO Solutions. "Paired with our industry-leading consulting capabilities, ACS has distinguished itself globally as a top HRO provider -- offering comprehensive solutions and best-in-class service and results that help our clients improve their overall performance in human resources. We're extremely pleased about continuing to support PERSI and its members under this renewed agreement."

ACS and PERSI support 680 public employers within the PERSI supplemental defined contribution program, including 63,000 active members, 26,000 retirees, and 18,000 inactive members.

ACS offers a full range of integrated, end-to-end HRO services, and is renowned for its pioneering initiatives that have opened a complete spectrum of customized HRO solutions to large-scale clients around the world. ACS provides HRO services for more than three million people around the globe, delivering services from more than 80 locations in more than 60 countries and supporting 20 languages. ACS' comprehensive suite of HRO capabilities includes total benefits outsourcing -- complete employee services and benefits administration -- as well as strategy and consulting to engineer and improve human resources operations and services.

PERSI is a multi-billion dollar retirement plan designed to provide secure, long-term pension benefits for employees who choose careers in public service. The plan provides defined benefit and supplemental defined contribution retirement plans, disability retirement, survivor, and account withdrawal benefits, with some 63,000 active members, 18,000 inactive members and 26,000 retirees or annuitants receiving benefits. Learn more at http://www.persi.state.id.us/.

ACS, a global FORTUNE 500 company with 58,000 people supporting client operations reaching more than 100 countries, provides business process outsourcing and information technology solutions to world-class commercial and government clients. The Company's Class A common stock trades on the New York Stock Exchange under the symbol "ACS." ACS makes technology work. Visit ACS on the Internet at http://www.acs-inc.com/.

The statements in this news release that do not directly relate to historical facts constitute "forward-looking statements" within the meaning of the Private Securities Litigation Reform Act of 1995. These statements are subject to numerous risks and uncertainties, many of which are outside the Company's control. As such, no assurance can be given that the actual events and results will not be materially different than the anticipated results described in the forward-looking statements. Factors could cause actual results to differ materially from such forward-looking statements. For a description of these factors, see the Company's prior filings with the Securities and Exchange Commission, including our most recent filing. ACS disclaims any intention or obligation to revise any forward-looking statements, whether as a result of new information, future event, or otherwise.

Website: http://www.acs-inc.com/
Website: http://www.persi.state.id.us/

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Labels: benefits-administration, benefits-administration-usa, government-usa, hr, hr-it, hr-usa, it-finance-usa, retirement-benefits, retirement-benefits-usa

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ExcellerateHRO Signs Outsourcing Contracts With KLA-Tencor, GameStop for Relocation and Assignment Services

Press release

New agreements provide services in the U.S. and internationally

Press release

PLANO, Texas, April 5 - ExcellerateHRO today announced it has signed contracts to provide Relocation and Assignment Services to KLA-Tencor Corp., the world leader in yield management and process control solutions for semiconductor manufacturing, and GameStop Corp., the world's largest video game and entertainment software retailer. Financial terms of the agreements were not disclosed.

"ExcellerateHRO Relocation and Assignment teams are dedicated to managing the complexities of transitioning employees to new locations in the U.S. and around the world," said Randy Griffith, ExcellerateHRO client executive. "These outsourcing agreements ensure that KLA-Tencor and GameStop will see enhanced services, lower costs and minimized tax liabilities."

ExcellerateHRO Relocation and Assignment Services assumes management responsibility for an organization's worldwide relocation operations using a high-touch, high-tech approach. Certified relocation professionals act as a single point-of-care for optimum personal interaction. Real-time integration between back-office systems and a Web-based Customer Center provides around- the-clock access to secure and personalized functionality. ExcellerateHRO's experienced relocation consultants, best-in-class suppliers, state-of-the-art technology systems and proven processes take the burden of relocating employees off of HR staff, minimize costs and tax liabilities, and ensure that transferees' lifestyles are preserved.

About ExcellerateHRO

ExcellerateHRO is the jointly owned HR Outsourcing business of EDS (NYSE: EDS) and Towers Perrin, combining the outsourcing experience of EDS with Towers Perrin's HR domain expertise. ExcellerateHRO offers a flexible portfolio of HR Outsourcing services on a global basis to mid-size and large employer organizations. The company provides HR Outsourcing, Benefits Administration, Payroll, and Relocation and Assignment services to more than 400 clients in North America, Europe, Latin America and Asia Pacific, serving more than 34 million participants from its client organizations. Learn more at http://www.excelleratehro.com/.

CONTACT:
Helen Leflar - ExcellerateHRO
972 605 8232
helen [dot] leflar [at] excelleratehro [dot] com

Website: http://www.excelleratehro.com/
Website: http://www.eds.com/

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Labels: eds, games, hr, hr-usa, relocation, retail, retail-usa

HRO Hits Rough Waters, but Most Buyers Are Staying the Course, According to EquaTerra’s HRO Buyer Pulse Survey

March 21, 2007, Press Release from EquaTerra

HOUSTON--(BUSINESS WIRE)--Responses to EquaTerra’s recently completed HR Outsourcing (HRO) Buyer Pulse Survey showed that buyers are only experiencing moderate benefits from their HRO agreements. But while HRO hasn’t borne out to be the panacea some had hoped for, many buyers believe improvements can be made to help them and their service providers still meet their original individual and mutual objectives.

The study was conducted in the second half of 2006. It included an online survey and interviews with more than 50 North American and Western European organizations that had undertaken multi-process HRO, some for over 10 years. The study yielded the following key findings:

Top-ranking benefits sought by HRO buyers: cost reduction, (ranked highest), followed closely by access to external skills and knowledge, process improvements, and ability to internally focus on more strategic activities
Only average success to date: on a one to five scale, with five being “benefits full achieved” and one being “benefits not at all achieved”, most anticipated benefits received rankings of between 2.5 and 3.0
Responsibility for HRO successes and problems: buyers tended to note that they share both success and problem responsibility with service providers, although they more often gave success credit to their own organization and placed blame on their provider
Recompetes, terminations and renewals: 31 percent plan to renew with their current key HRO provider; 31 percent are uncertain of their future course on renewals; 17 percent plan to recompete with similar scope; 10 percent plan to terminate and bring work back in-house; 10 percent plan to recompete with expanded scope; and eight percent of respondents plan to recompete their contract with reduced scope; These percentages signal that even with dissatisfaction, most buyers will continue with some form of HRO
Said Stan Lepeak, EquaTerra’s Managing Director of Research, “The results from this study and other ongoing EquaTerra research clearly shows that both HRO buyers and service providers can take steps to more consistently achieve common HRO goals. For example, they should focus on building realistic business cases with quantifiable and attainable benefits, not overly fixate on unrealistic cost cutting goals that result in poor service levels and unsustainably low or non-existent service provider profits, adequately invest in governance people, process and systems, and learn from their mistakes and experiences and then collaboratively work to restructure deals and relationships as needed.”

As open-ended survey questions enable respondents to anonymously provide positive or negative color commentary, following are a variety of actual survey responses:

What are the greatest achievements HRO has delivered to your organization? 1) "Access to specialized systems that we did not have the justification to build for ourselves”; 2) “Gaining access to knowledge experts and solid/consistent processes (claims management) through external vendors”; and 3) “Move from fixed overhead to variable costs (based on employee numbers)”
What has been your biggest disappointment with your HR outsourcing efforts? 1) “Lack of continuous process improvement as well as innovation from the service provider"; 2) “Limited flexibility with dealing with unique company issues and preferences”; and 3; “Cost containment”
Based on your experiences, do you feel the HRO industry/HRO service providers are mature/experienced enough to meet your HR outsourcing needs and deliver the benefits you seek? 1) ‘I believe that for individual processes, yes. However, I do not feel that the industry has proven that whole house outsourcing has demonstrated the savings and value promised”; 2) “I believe the HRO experience has enough traction to gain lessons learned”; 3) “No – they lack the flexibility and cannot move quickly enough to meet the needs of the business. Additionally, although they handle norms well, they have difficulty dealing with exceptions and providing the required attention”
An analysis of the results of EquaTerra’s HRO Buyer Pulse Survey will be presented during a webcast on April 26 in conjunction with the results from EquaTerra’s regularly scheduled 1Q07 Advisor and Service Provider Pulse Survey. This portion of the webcast will reveal in-the-field insights into ITO and BPO activity during January through March 2007. To register for the webcast, please contact: allison.norman@equaterra.com. A report detailing the survey findings will be available at the end of April 2007 by sending an e-mail to: research@equaterra.com.

EquaTerra’s Pulse Surveys cover a wide range of topics including challenges to deal consummation, the impact of compliance, levels of offshore outsourcing and demand breakdown by process and sub-process, horizontal and vertical industry trends, and demand predictions for the following quarter and half year.

About EquaTerra

EquaTerra advisors help clients achieve sustainable value in their business processes. With an average of more than 20 years of industry experience in over 600 global transformation and outsourcing projects, our advisors offer unmatched industry expertise. EquaTerra has deep functional knowledge in Finance and Accounting, HR, IT, Procurement and other critical business processes with advisors throughout North America, Europe and Asia Pacific. We help clients achieve significant cost savings and process improvement with outsourcing, internal transformation and shared services solutions. For more information on EquaTerra, please contact Lee Ann Moore at +1 713.669.9292, www.equaterra.com

Contacts
For EquaTerra, Houston
Jolie Newman, +1 407-677-8404

BlogOut provides regular, global outsourcing updates for all industries & business functions, in hundreds of categories. See BlogOut Directory for the complete list of categories

Labels: hr, hr-europe, hr-north-america, hr-usa, surveys

Alsbridge Report: More Companies Use Offshore Shared Services to Standardize Business Processes

Cost Savings Not Main Focus

DALLAS, March 12 PRNewswire — A new report released today by Alsbridge finds that offshore shared service centers represent a significant force in the movement to transform the business operations of companies into standardized processes.

Read the full report from here @ Digital 50

BlogOut provides regular, global outsourcing updates for all industries & business functions, in hundreds of categories. See BlogOut Directory for the complete list of categories

Labels: finance, hr, offshore, procurement, shared-services, standardisation

Backing Up - Bringing outsourced HR functions back in-house isn’t easy, but sometimes it’s the best course for an organization, says Eric Krell

To date, few large human resources outsourcing (HRO) agreements—those that involve five or more processes and contract values north of $50 million—have been terminated and brought back in-house.

Bringing outsourced functions back in-house is no laughing matter for HR executives. For HR, understanding what it takes to bring an outsourced function back in-house is essential to ensuring that the process goes smoothly.

Read more from this article at Society for Human Resource Management article, Feb 2007

BlogOut provides regular, global outsourcing updates for all industries & business functions, in hundreds of categories. See BlogOut Directory for the complete list of categories

Labels: analysis, analysis-hr, hr

IBM And Cognos Team Up On IBM's HR BTO Service

(WebWire) 23 Feb 2007

ARMONK, N.Y. & BURLINGTON, Mass. - Business intelligence and performance management solutions leader Cognos and IBM have extended their alliance to deliver a workforce performance management solution through IBM’s world-leading Human Resources Business Transformation Outsourcing (BTO) service.

IBM selected Cognos 8 Workforce Performance as a standard analytic and reporting solution to be delivered within its full-service Human Capital Management (HCM) outsourcing solutions portfolio. The addition of Cognos 8 Workforce Performance extends IBM services to its clients by teaming their HCM capabilities with analytic insight into workforce trends and influencing factors within the talent management cycle.

Read more from this full press release

BlogOut provides regular, global outsourcing updates for all industries & business functions, in hundreds of categories. See BlogOut Directory for the complete list of categories

Labels: business-intelligence, business-intelligence-hr, business-transformation-outsourcing, hr, hr-it, hr-software, ibm, software-workforce-management, workforce-management

ACS Renews Retirement Plan Outsourcing Contract with Allied Waste

DALLAS, March 7, 2007 /PRNewswire-FirstCall/ -- Affiliated Computer Services, Inc., a premier provider of business process outsourcing and information technology solutions, announced today that it has been awarded a five-year renewal of its retirement plan outsourcing contract with Allied Waste Industries, Inc., a leading provider of waste services. Financial terms were not disclosed.

ACS has been administering retirement benefits for Allied Waste's employees since 1998. Services include record keeping, administration, benefit calculations, actuarial services, and call center support for Allied Waste's 26,000 retirement plan participants. The renewal highlights ACS' proven strength in large-scale benefits administration, part of its broad range of human resources outsourcing (HRO) solutions.

See the full news release here

BlogOut provides regular, global outsourcing updates for all industries & business functions, in hundreds of categories. See BlogOut Directory for the complete list of categories

Labels: benefits-administration, benefits-administration-usa, hr, hr-north-america, hr-sanitation, hr-usa, retirement-benefits, retirement-benefits-usa, sanitation, sanitation-usa

WebApps Increases Reach Into Human Resources Outsourcing Space: Partner Network Expands With Strategy Execution Partners

Press release

WebApps and Strategy Execution Partners form a partnership to offer a highly functional, easy-to-use Time and Labor Management solution to end-users in Chicago and the surrounding areas.

Bridgewater, NJ (PRWEB) February 22, 2007 -- WebApps, Inc., a leading provider of Software as a Service (SaaS), with a major push in Time and Labor Management, has entered into its newest strategic partnership with Human Resources Outsourcing (HRO) firm Strategy Execution Partners, LLC, located in Chicago.

Read the full press release here

BlogOut provides regular, global outsourcing updates for all industries & business functions, in hundreds of categories. See BlogOut Directory for the complete list of categories

Labels: hr, hr-it, hr-software, hr-usa, time-management, workforce-management

Digital Fuel and TPI Showcase How Companies Are Managing HR Services to Deliver Business Value

Illustrates how companies improve Human Resource (HR) services delivery through SLA Management in shared services and/or outsourcing service relationships

February 21, 2007

Digital Fuel today announced that it will co-present a session at The 2nd Annual HR Week West in Santa Clara, CA on February 22nd , entitled "Managing HR Service Relationships for Increased Business Value".

"Despite the increasing investment in human resources outsourcing, many HR departments are not equipped to be proactive in identifying potential issues before problems occur that effect the company," said Tom Schaefer, executive vice president of Digital Fuel. "By leveraging the right software technology to manage service relationships, organizations are able to address any service level issues before they escalate, resolve issues in a collaborative fashion, and ensure that all needs are being met."

Read more from this PR Web report

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Labels: contractual-terms, hr, hr-sla, hr-software, service-levels, sla, software-sla

Recruitments to be next outsourcing wave in India

Prerna K Mishra, Hindustan Times, Mar 2007

Recruitment process outsourcing (RPO) in India is set to be the next crest of the outsourcing wave, says this article.

This new generation of Indian headhunters recruit candidates across the world for clients across the world. They handle the task of finding suitable candidates for different jobs, screening and assessing them, getting them on-board into their clients' companies and orientating them to the work culture of the firm. Human Resources Outsourcing companies (HROs) in contrast mainly handle administrative processes related to wage, salary and benefits for their clients.

Read more from this Hindustan Times report

BlogOut provides regular, global outsourcing updates for all industries & business functions, in hundreds of categories. See BlogOut Directory for the complete list of categories

Labels: hr, hr-india, recruitment, recruitment-india

Project watch: HR BPO in action

27th February 2007

By Patrick O'Brien, Computer Business Review Online

Business process outsourcing is becoming as ubiquitous as IT outsourcing, as companies look to improve efficiency. Patrick O'Brien looks at how three companies dealt with the complex process of moving their human resources functions to a third party.

Companies analysed - Marriott Hotels UK, Unilever, Lloyds TSB UK

See the full analysis here

Labels: banks, banks-europe, consumer-goods, consumer-goods-europe, hotels, hotels-europe, hr, hr-banks, hr-consumer-goods, hr-europe, hr-hotels, hr-uk

HR outsourcing contracts boost profits for services provider Capita Group

06 March 2007

Record levels of new business and high-profile HR outsourcing contracts have helped services provider Capita Group to post strong financial results for 2006.

The company, one of the leading providers of HR ­outsourcing in the UK, recorded pre-tax profits of £200.1m, up from £169.6m in 2005. Turnover increased by 21% to £1,739m.

Read more from this Personnel Today report

Labels: hr, hr-europe, hr-uk

IBM to handle some AMR personnel services in $217M outsourcing deal

DALLAS: AMR Corp., the parent of American Airlines, is hiring International Business Machines Corp. to perform some of its personnel chores in a $217 million (€164 million) deal that will run for 7 1/2 years, the companies said Friday.

Full report here

Labels: airlines, airlines-north-america, hr, hr-airlines, hr-north-america

Adcorp to buy Capital Outsourcing for R238m

February 28, 2007

Johannesburg - Adcorp said would acquire the entire business of Capital Outsourcing Group (COG) for R238 million

Adcorp chief executive Richard Pike said the acquisition of COG would beef up the group's offerings and give it exposure to new markets and a wider geographic reach. Shaun McCormack, COG's joint managing director, said the acquisition would give COG more growth opportunities, especially in the construction industry.

COG supplies staffing, recruitment and human resource solutions to industries such as fast-moving consumer goods, pharmaceuticals, printing and packaging, retail, hospitals, and local and international petrochemicals companies. It has operations in South Africa, Mozambique and Angola.

Read more from this report from Business Report, South Africa

Labels: africa, hr, hr-africa

Outsourcing to save Kelly Services $13.5m?

Signs up with Vanco...

28 February 2007

Recruitment agency Kelly Services is aiming to save $13.5m by centralising and outsourcing its European voice and data network.

Kelly Services signed a $12m deal last summer for virtual network operator (VNO) Vanco to manage a pan-European WAN connecting 310 sites in 16 countries.

More from this Silicon.com report

Labels: computer-networking, computer-networking-europe, hr, hr-europe

Boeing Awards Four-year Outsourcing Contract to Kenexa

February 28, 2007

Kenexa will provide workforce survey services to Boeing. The aerospace company has awarded a four-year outsourcing contract to Kenexa, a talent acquisition and retention solutions provider, to provide workforce survey services to gather valuable employee feedback.

Kenexa will provide various employee surveys and behavior change recommendations and tools.

Labels: aerospace, aerospace-north-america, aerospace-usa, hr, hr-aerospace, hr-north-america, hr-usa

Deutsche Telekom staff reject outsourcing plan

Mar 1, 2007

Staff representatives on Deutsche Telekom's supervisory board Wednesday failed to back plans to outsource at least 45,000 employees to lower paying subsidiaries, the key part of the telecommunications group's restructuring plan.

René Obermann, DT's new chief executive, won the backing of a majority of board votes. But employee representatives had a no vote, backed by Verdi, the powerful services union

Full report from MSNBC

Labels: hr, hr-europe, hr-germany, hr-outsourcing, hr-telecom, telecom, telecom-europe, telecom-germany