We all know the old jokes about <insert profession here>. Lawyers, doctors, politicians and yes, HR professionals. Which leads me to the greater question: How many HR professionals does a company need on staff?
The old rule of thumb, as I was taught, was for every 50 employees, you need an HR pro on staff. But, of course, that ratio becomes skewed as the company becomes larger. In other words, a company with 2,000 employees certainly can do without 40 HR pro’s (imagine that labor costs…at an average salary of $50,000, plus taxes, benefits, etc…you are in the range of $2,500,000). Jaw-dropping, I know.
More reasonable would be about 15 for a 2,000 employee group. But how can a company get that number down further? Outsourcing functions to a PEO (professional employer organization), ASO (administrative service organization) or BPO (business process outsourcing) can drastically reduce a company’s overhead in the HR department. We have worked with companies that have anywhere from two to 5,000 employees and have been able to cut their HR department in half, or better, thus saving an average of $62,500 per employee, and set them up with a solution that costs substantially less. Include in the savings an industry leading HR software solution that integrates with critical core business software, and now we are talking about a savings in the millions of dollars.
Sounds great, right? You can save your 2,000 person company $1,000,000 annually with this type of solution. Who’s against it? Why HR pro’s, of course. This means cutting down their little fifedom. Any department within a company does not like to see its numbers erased. But who better to be erased than a non-revenue generating unit like human resources.
The answer to the question: How many HR professionals does it take to change a light bulb?
- One to write up a job description
- One to hire the individual to change the bulb
- One to explain the benefits the new employee is entitled
- One to act as risk manager to be sure that all OSHA rules and regulations are followed and reported
- One to write up the performance evaluation
- One to lay off the employee
- One to inform the employee of their ongoing benefits and access to COBRA, et cetera
- One to manage the unemployment claims
Did I miss anything?
That’s eight (8), and that is only if everything goes right and the employee does not get injured in the process and you need to have another HR manager handle the workers comp claim and another to manage the “back-to-work” program.