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B:HIVE, Smales Farm, 72 Taharoto Road, Takapuna, Auckland 0622
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info@teesdaleassociates.com
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021 920 323
Outsourced HR services with a personalised approach.
Our HR2GO division sources the people, contractors, tools and support you need to make your business a success. From recruitment of permanent staff to leasing short term contractors and from personal coaching to career transition services, HR2GO provides the solution.
HR2GO FAQs
More or less all services a business may require, can be outsourced. This could be recruitment of permanent staff or leasing of short-term contractors in a variety of disciplines.
In the HR space, a specialist HR firm can provide the full range of services, from trouble shooting in the case of day-to-day issues, to proactive strategies to build collaborative employment relationships, improve business performance and ensure legal compliance. With an external resource you can have the best of both worlds – specialist consultants for every task and the benefit of prompt service from your preferred consultants.
The services most likely to be outsourced are those an internal resource is likely to perform only infrequently. For example, if a union initiates bargaining or an existing collective agreement is to be renegotiated, an internal resource who may only conduct collective bargaining once per year is likely to be less capable than an external consultant who will be armed with skills and strategies tested out by conducting collective bargaining multiple times per year.
A small/medium business may not be able to afford an experienced HR resource, yet HR is an area where a business can get into a lot of trouble if things aren’t correctly handled. It’s important to start with the full suite of policies and comprehensive terms and conditions of employment that enable employee collaboration and contribution whilst at the same time enabling the business to operate flexibly and minimise the legal risks. Management of performance and behaviour is another key area. For example, how to deal with persistent absenteeism, how to deal with conflict between employees, or how to move on a non-performer when all else has failed. Then there are the skills required to reorganise or restructure the business or some part of it. In a small/medium business, all the above can best be provided by an experienced external provider. Even a large business can benefit from the experience an external consultant can bring to the task. For example, an internal resource may only conduct collective bargaining once per year, whereas the external consultant will be armed with skills and strategies tested out by conducting collective bargaining multiple times per year.
The biggest risk is pitching the role at the wrong level. For reasons of cost, many employers seek to employ an HR resource with intermediate level experience. The result is that often the person is either reluctant to act because they recognise they don’t have the high level skills required, or they charge in without the knowledge and experience and create a significant risk for the business. On the other hand, if a highly capable practitioner is hired, the business may not be able to provide them with challenging work. The better option is likely to be hiring a lower level practitioner who can handle the day to day HR responsibilities, and outsource the higher level work as and when required.