Outsourcing is one of the ways in which HR objectives can be delivered. Some of the functions, such as payroll administration, employee welfare, and occupational health and safety activities, can be outsourced to other firms. The primary objectives of such an action are that it can allow HR staff to focus on more significant functions, such as recruitment and training for team members. In addition, it is possible to suggest that if HR managers have fewer responsibilities, they are more likely to perform their tasks more effectively. The possible primary disadvantage of outsourcing is that such an approach can require large expenses from the organisation because it is necessary to delegate tasks, which could be performed by the existing team. In addition, as outside agencies may not know the processes within the company well, they may perform their functions poorly compared to the firm’s departments. At the same time, an organisation can provide educational training for outsourcing teams to ensure that they understand the values and goals of the firm, the purpose of the delegated activities, and the expected outcomes.
The involvement of human resource business partners (HRBPs) can also be a method of delivering HR objectives. They can be perceived as individuals helping the companies’ leadership staff to develop the HR agenda and support the firm’s objectives. The primary benefit of HRBPs may be that they can provide higher quality advice by having a fresh perspective on the company’s operations. The possible disadvantage may be that they may encounter difficulties in communicating their vision to the other members of the team.