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Some employers opt for outsourced HR solutions as they have little knowledge of HR administration or of the complexities of government compliance issues. Somemore, for some small businesses which are self-funded, they cannot afford to offer their employees competitive salaries or the same benefits that a larger employer can provide in finding top talent. In this case, outsourcing HR is often less-expensive than hiring an internal HR staff. For example, a payroll processing company will handle everything as it applies to payroll, including calculating employment taxes, and issuing pay checks. Utilizing any outsourced HR option can provide a variety of benefits, from cost savings to access to specialised expertise on taxes, payroll, workers’ compensation and more. However, without an understanding of the industry and what a company’s specific needs are, an employer may not get what he / she is paying for. Therefore, before deciding whether to outsource / what to outsource, the following steps need to be considered:

• Conduct a specific needs analysis, in order to determine type of HR service that needed, and whether a more comprehensive approach to HR is needed.
• Ensure that the vendor chosen can meet all needs and requirements that can not be done internally, by asking them specific questions on such individual needs. 
• Do reference check with the existing clients of selected vendor on their service and reputation.
• Commit one internal staff to manage the HR vendor relationship, by communicating with the vendor and hold the vendor accountability for any issues that may arise. Set expectation and time frame for the vendor.
• Ask for demonstration and proof that any past clients’ legal issues have   been correctly and efficiently handled.
• Have an escape clause, that allow the Company to withdraw from the outsourcing for unsatisfactory performance, for example, misses deadlines, avoids communication, causes losses, etc.

If properly planned, outsourced HR solutions can support the Company’s HR needs without the considerable overheads.

It is the Employers’ policy that all employees are entitled to a safe workplace. Employers believe that employees should be informed of their rights and responsibilities under the OSH Act. Employees must also be informed of their rights and duties under Employer’s Safety and Health program. Employers believe that properly informed and trained employees will be safe employees. Employers encourage to be involved in improving workplace safety. Good health and safety practices are the responsibility of each employee.

All employees must use proper health and safety practices. An employee’s specific responsibilities depend on his or her jobs, among the responsibilities are:

• Keep the work area neat and clean to help reduce slipping, tripping, and falling hazards.
• Ensure that office lighting is adequate. Have burned out light bulbs replaced and request additional lighting if necessary.
• Ensure those electrical cords and phone cords do not across walkways or otherwise pose a tripping hazard. If the outlet jacket of a cord is damaged, it may no longer be water-resistant. Exposed wires can shock workers who contact them. The cords should be replaced.
• Immediately report tripping hazards, such as defective tiles, boards, or carpets.
• Arrange office furniture in a way that allows unobstructed areas for movement.
• Follow proper storage procedures, as specified below:

• Store items in approved storage spaces.
• Do not stack boxes too high or too tightly. Do not store boxes, paper, and other materials on top of lockers or file cabinets.
• Store heavy items on lower shelves.
• Try to store materials inside cabinets, files and lockers.
• Do not store materials in passageways.
• Do not obstruct fire equipment, extinguishers, exits, and sprinkler heads.

Talent Management is a business process that enable your talent to achieve their full potential over the course of their employment. It is a process that aligns all your talent hiring, development, retention with your usual key people processes such as performance management, succession planning, learning and development into a strategic framework that enable your business to build competitive advantage and win in the marketplace. It is a long-term process.

Building a talent management system is not about having multiple talent management programs. There are four key elements which need equal attention and focus in order to ensure the system is successfully built. The key elements are:

• Leadership Engagement

HR department will always be seen as the one responsible in carrying out talent management process. However, talent management will only be successful if the leaders in an organisation embrace it and fully role-model it. Developing leaders begins at the top with their engagement in the process. Organisations which are serious about talent management will ensure every leaders spend time developing their direct reports, including the busiest CEO!

• Systems & Structures

Once there is commitment from the leaders, it is also important to ensure that the talent initiatives are incorporated into existing systems and structures in order to get full commitment from each and everyone else in the organisation. For example, it is compulsory for the staff to attend at least two job-related training before getting promotion.     

• Culture

People resist to change. They might comply with the systems and procedures, but do not get the process and objective right. Using the training example above, in order to get promoted, the staff attended two training programs. However, they are not aware that the purpose of the training is to prepare them to be competent in the next level of job, and to transfer the knowledge gained to the other peers. In short, in order to succeed in talent management, it is important to ensure that the talent initiatives become part of the culture of the organisation.

• Program

It is not possible to copy a talent management program from one company to another. A talent management program must be aligned to the business goals and strategic direction, as well as the corporate values of an organisation.

In short, talent management needs to be embraced by all as mentioned above. It is an investment that really needs serious consideration for an organisation that want to be competitive in the 21st century.