| dc.description.abstract | Human Resource outsourcing is a term used more frequently as increasing numbers of organizations are exploring this as a potential option for some of their practices. It is an accepted management tool that challenges management to build a more flexible organization centered on the core competencies of the business. It involves the delegation of one or more human resource practice( s) to an external provider, who then owns, manages and administers the selected practices based on defined and measurable performance metric. Human Resource outsourcing has grown rapidly in the recent years with most organizations outsourcing major parts of their back office transactional services attributed to tougher competition and tighter margins.
The objective of this research was to study the human resource outsourcing practices among international non governmental organizations based in Nairobi. All the seventy international non-governmental organizations were the targeted population. The research design used was the census description survey and data was collected from sixty of these organizations which represented eight five per cent of the population. The respondents were comprised mostly of qualified human resource professionals with experience in various human resource practices. Questionnaires using semi structured questions were used to collect data. Primary data collected from the respondents was supplemented by secondary data from journals, magazines and supplements and analyzed using descriptive statistics such as frequencies, mean scores, standard deviations and percentages. The findings were presented in form of tables.
The study found that, human resource outsourcing is happening in human resource practices like employeelbenefits administration, recruiting, training _ and development; payroll administration/processing, contracts management, staff development and to a limited extent relocation services. Benefits administration was ranked the most outsourced practice followed by recruiting and training & development. Contract employee management and Staff development were also considered important. Practices that were rated low were human resource information system considered part of the internal information technology unit and relocation services attributed to the presence of larger percentage of local staff within the organizations. | en_US |
