Human Resources/ Employment
Business process management involves constant review and rebalancing of resources needed to provision the enterprise and its customers.
Reskilling and Rebalancing
Human resources need constant evaluation and rebalancing. On an annual basis, IBM normally fires about 1% of its workforce that cannot be redeployed to emerging customer needs. Failure to rebalance and “reskill” the workforce make the enterprise fall behind its competitors, whose focus on a niche make them more nimble.
Retained Employees as Drivers of Shareholder Value
Human resource management therefore requires dedication to making the enterprise an “employer of excellence” where employees are empowered to generate shareholder value. HR metrics for successful outsourcing depend on how retained employees are better able to deliver value to customers and shareholders, both today and tomorrow. Successful outsourcing therefore needs to measure the impact of the proposed sourcing strategy upon human capital and human capital development.
In-Scope Employees with New Career Paths
It also means enabling those employees whose jobs are not adding value the opportunity to work for an employer that values their skills and can use them across a suite of many clients.
Legal Limitations
Finally, human resources issues play a key role in enabling or limiting the benefits of any proposed outsourcing. Legal issues need to be considered in all cases, particulalry since they affect the financial viability of the sourcing strategy.
Business process management involves constant review and rebalancing of resources needed to provision the enterprise and its customers.