Freelancersand contracts offer a way to increase the capacity and capabilities of thecompany’s workforce, not the need to hire new people permanently. This isparticularly relevant for projects and contracts and expertise, but is unlikelyto be invited into a routine part of the company’s requirements. However,outsourced employees present new challenges in securing internal standards andrequirements. Do they maintain qualifications or body members of the industry?Has standard induction training been submitted to the company? You may need toknow this type of information at some time in the future, including and doesnot seem relevant. It gives the same form that registers the details of apermanent business, and essential to more information about entrepreneurs,consultants and third-party functionaries. The ideal human resources system isthe one that allows to keep records of temporary staff clearly identified tofacilitate a recovery in case of future dispute.
Anoutsourcing of human resources reduces the number of managers of civilservants. Co enterprises de-resources human to make effective. And because yourtalent and infrastructure is in place. As small economic enterprises, it givestwo embryonic frameworks of HR. You have signed contracts with insurancecompanies and your company, in order to be a permanent consumer of money.
Thisis particularly relevant for the projects that are necessary to become part ofthe company’s requirement designations. Small companies are more susceptible toobtaining other human resources resource.However,outsourced employees present new challenges in their efforts to ensurecompliance with internal standards and requirements. Are they professionallyqualified or organized? Do they participate in the standard training of thecompany? You may need to be aware of this information at some point, althoughit does not seem particularly relevant at the beginning of the contract. In thesame way that long-term employment data of officials are recorded, the sameinformation must be kept by contractors, consultants and subcontractors.
Yourideal HR system should keep your temporary worker records ready for futureconflicts. Or just to send the same people to the convenience of the future.Patel hospital:Outsourcing methodsHousekeepingdept.
is out sourced and without management of hospital, HR can’t say anyhousekeeping staff because they are not a Patel Payroll.Outsourcehousekeeping stuff are not following labor law.Recommendation:Patelshould hire housekeeping stuff rather than outsource because outsourced stuffare not following proper rule and regulation.1. TECHNOLGYINNOVATIONInrecent years, teams and interpersonal relationships are becoming increasinglyimportant HR factors for the organizational effectiveness of technologicalinnovations, conducting in-depth case analysis on informal contacts andperformance in innovation teams.
They addressed the effects of friendlyrelationships between members of performance innovation teams. In their study,the effects of nonworking relationships on team performance were examined withfull network data on nonworking relationships among a sample of innovationteams to provide empirical evidence of how “friendly and friendlynetworks” the performance of innovation teams. The results showed that thefrequency of friendly ties had positive and negative consequences on theperformance of the team, while the frequency of friendship was positivelyrelated to team performance. This interpersonal relationship factor could bestrengthened through an organizational strategy emphasizing the interaction,participation and development of culture.Thethree-person organization adjustment model provides an overall framework fortechnological innovation and HRM, three new trends have strengthened theintegration and holistic nature of strategies. In particular, there are threeareas of new developments that require more research and empiricalapplications: globally distributed engineering and international technologicalentrepreneurship, innovation in information technology and approaches to HRdevelopment, professional service and management modeling of customerrelations. The second new trend is innovation in information technology and thepopularity of e-HR development. The process is defined as a system modelingprocess in which system design options emerge as a problem-solving process:identifying constraints, finding ideal values ??and better design options,defining the information interface between engineers, exchanging theircontributions to the system model based on four levels of abstraction anddecision theory, facilitating the development of an information environment fordistributed virtual enterprise engineering collaboration.
In general, in orderto address these new challenges of globally distributed technologicalinnovation, the age of information and the development of services, a holisticapproach is needed to integrate key strategies to achieve sustainabledevelopment through technological innovation and human Resources. Furtherresearch is expected to create a strategic and holistic human resourcedevelopment model to effectively integrate culture, organizational change andhigh technology.