[http://knowledgeinfusion.typepad.com/.shared/image.html?/photos/uncategorized/ki2.jpg]The outsourcing of functions within the HR organization have been around as long as HR departments have.  We had the opportunity to work with a client this week that was considering HR outsourcing; and in their eyes; it was equivalent to death.   

Before thinking that HR outsourcing is the end of the world (which even if the whole department and function was outsourced, the strategic component of managing people would still be required); you should ask yourself a few questions:

• Are we doing well in this given function today?

• Do people see this given function as one that drives organizational goals and behaviors?

• Will the organization lose revenue, customers, students if this function is outsourced?

• What area of HR could I focus on if I had more time?

• Are we outsourcing the function, the technology or both?

We often see clients become emotional over outsourcing and not realize that it does serve value in most organizations.  Whether it is outsourcing payroll, outsourcing benefits or outsourcing IT, each of these may be the right decision based on your organization and your existing infrastructure.

Outsourcing isn't the end of the world and can many times allow HR to reach its goals around becoming strategic in a shorter time than building an infrastructure internally that is already built elsewhere.