#hr oursourcing

[bethechangehr]

Be The Change HR Inc. provides the best HR consulting and support for small-to-medium sized businesses from pre-hire to post-term and everything else.

[virtualbuddysblog]

Business owners may concentrate on the most important aspects of their company while a Virtual Assistant handles the rest. For example, if a customer has a large project coming up for a possible business opportunity, the client will not be concentrating on monitoring their Facebook group or updating their blog due to the importance of the possibility. This is a fantastic illustration of how a virtual assistant may assist!  https://www.virtualbuddys.com/

[husysconsulting-blog]

Top Ten Benefits Of Outsourcing Your Payroll To Well Established Brand

Top Ten Benefits Of Outsourcing Your Payroll To Well Established Brand

Payroll processing activity is one of the non-core activities of an Organization, but an important one. Companies often look for cost effective solutions to systematically run it in order to achieve better control and understanding.

In your past it might have triggered in your mind that why should i need to outsource my payroll to some other third party vendors? Isn’t it! Okay, Let’s have a look at top benefits mentioned below, if you have not outsourced your payroll to any other payroll service providers, it will help you to take a right decision now and step forward for better growth.

1. Having your employees use time for other core activities

Payroll is a monthly process and requires one-time fitment and streamlining of Standard Operating Procedures, Policies and Processes. Outsourcing Payroll activities can help an Organization to use their time on more revenue driven functions. Its is about using your time to the fullest and investing it in the right areas, as time is money. As payroll is not one of the core revenue driven functions, many companies are outsourcing this process to well established and well-equipped companies for managing it, resulting in focusing on more revenue driven functions and other important aspects of strategizing and execution.

2. Outsourcing dealing with government entities/officials and other financial institutions

Registration, documentation, taking corrective measures, being aware of the changes in the government policies and processes – is an ongoing process.

As one takes time to get hold and known to these facts and figures it is also time consuming. Why would you as an organization would like to go through this yourself, when you have experts who could serve you better and professionally.

3. Achieving Accuracy through Professional

Outsourcing your payroll activities is not only benefited in terms of using your time for planning, strategizing and executing revenue driven activities, but also getting it absolutely accurate and hassle free.

As you outsource, you also enter into a legal agreement. An agreement which would have deadlines and all other professional aspects. Hence accuracy, efficiency, effectiveness will be demanded.

[foursprout-blog]

This color-coded graph shows which finance jobs are going to be in demand — and where Wall Street is headed

New Post has been published on http://foursprout.com/wealth/this-color-coded-graph-shows-which-finance-jobs-are-going-to-be-in-demand-and-where-wall-street-is-headed/

This color-coded graph shows which finance jobs are going to be in demand — and where Wall Street is headed

Morgan Stanley and Oliver Wyman just published their annual blue paper on wholesale banks and asset managers, highlighting growing pressures on the asset management industry. 

As part of the study, the two firms set out their predictions for compensation spending by role across both wholesale banking and asset management. 

Technologists are going to be in demand, with engineering, tech, quant and analytics staff making up a bigger chunk of bank front office operations, and IT making up a huge portion of the back office. There’s a similar story in asset management.

The report estimates that up to 40% of the asset management workforce “will require fundamental re-training.”

The finance workforce of the future is going to look very different. 

That’s the conclusion of the annual Morgan Stanley/Oliver Wyman blue paper on wholesale banks and asset managers, published Wednesday. The report highlights intensifying cost pressures on asset managers, which will in turn translate into added cost pressures for the wholesale banks that serve them. 

And that dynamic is going to have significant repercussions for those employed in the finance industry. The report said: 

“As banks adopt new technologies and build new businesses, the talent model will need to shift profoundly. In the front office, demand for quants will increase significantly, while technology experts such as user experience (UX) specialists will need to be aligned with business teams to enable agile proposition development. We estimate these two roles will grow to represent 25% of compensation from

“In the back office, IT will make up ~60% of future compensation, driven by higher salaries for more specialized, in-demand technology skill-sets such as user interface (UI) developers.”

The same is true for those working in the asset management industry. The report suggests asset managers could cut costs by 30% as a result of investments and advancements in automation and oursourcing. The report said: 

“We expect headcount to reduce due to automation and externalization of the skill-set. We also estimate that up to 40% of the workforce will require fundamental re-training. This will be most significant in portfolio management and asset administration roles where the use of better data and analytics will transform roles.

“As a result, compensation structures will shift. Investment management will continue to demand the lion’s share of compensation spend. Technology and Data Management’s share of compensation will grow fourfold whereas relative spend on automated back office functions will decrease. The share of Distribution will remain largely flat but we expect this role to shift most fundamentally as data and technology will be increasingly important at the interface to customers.”

To be sure, there are challenges. For one, attracting these skilled technologists to finance can be difficult, with the report saying “wholesale banks will need to evolve their talent models to compete.”

And for asset managers, the retraining of 40% of a workforce isn’t likely to come easy. 

“Overseeing this transition should be a CEO role,” the report said. “The depth and speed of change required far exceeds the traditional change management process handled by HR departments.”

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