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OUTSTAFFING:

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Annual EB? HR Conference. Slide 2. COLEMAN your corporate or ... Leased employee can be de jure recognized an employee of the Company-user. Consequences ... – PowerPoint PPT presentation

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Title: OUTSTAFFING:


1
OUTSTAFFING a panacea for HR departments OR a
wastage of resources?
Alexey V. Mironov BD Manager Coleman Services Inc.
2
In today's complex business world specialization
is the key!
They say ...
  • If you need something to grow your business that
    you don't have expertise in, you look outside to
    develop a strategic alliance with a company that
    does!
  • What better way is there to manage your exposure
    than making it someone elses problem!
  • Outstaffing specializes in supporting your
    business, leaving you to specialize in growing
    your business!

3
AGENDA
  • What is it?
  • Wording
  • Some history
  • History in RF
  • Current situation
  • How is it used?
  • Types of services
  • Key schemes
  • Legal matters
  • When is it used?
  • Reasons for using
  • Why is it used?
  • Pros Cons
  • Who uses it?
  • Demand in the market
  • Main customers
  • Where to buy it?
  • Key providers
  • Legislation issues
  • How much?
  • Ways of calculating
  • Cost scheme
  • Tax matters
  • What next?
  • Predictions for the future

4
What is it? (WORDING)
  • Staff leasing - selection and further secondment
    of Company-provider staffers to the Client
    company, with the possibility of future transfer
    to the Clients stafflist
  • Staff outsourcing - transfer of personnel from
    the Clients stafflist to Company-providers
    payroll, with following secondment of this
    personnel back to the Client
  • Temporary staffing - secondment of
    Company-providers employees to the Client for an
    established short-term period
  • Outstaffing - secondment of the Clients
    employees to Company-providers stafflist, in
    other words a way to regulate the workforce
    without increasing actual headcount

5
What is it? World History
  • 1960s physicians discovered a leasing scheme as
    a good tax-shelter
  • 1970s IRS questioned the legality of employee
    leasing, which led to numerous disputes in court
    and providers bankruptcies
  • 1980s popularization of Professional Employer
    Organizations (PEOs), treatment of PEOs as a
    benefit to companys overall business
  • 1994 - National Association of Professional
    Employer Organizations (NAPEO) started to promote
    the PEO concept
  • Currently in the USA there are
  • more than 3000 PEOs
  • more than 4 mln. payrolled employees
  • Market revenues - 6.5 bln. in 1993, 45.4 bln.
    in 2002
  • Annual market growth 25-30 PEOs is the
    fastest growing segment of the staffing industry
  • Widely consumed by Fortune 500 companies across
    the world
  • Is currently used in strategic ways to obtain
    fluidity and meet fluctuating business needs

6
Demand for outstaffing in the west
7
What is it? History in RF
  • outstaffing is in fact quite new for the Russian
    market
  • boisterous development starting from 1998
  • economic crisis forced companies to partially
    reduce the head-count, so they preferred
    outstaffing to redistribute HR-expenses
  • growing demand lead to gradual development of
    outstaffing practices
  • many recruitment services providers have
    introduced outstaffing as an additional services
    to key customers
  • Russian companies have started to actively
    consider outstaffing and temping as a highly
    beneficial service
  • TODAY a working group within the State Duma,
    having developed a concept of outstaffing
    legislation, is working hard on a Federal Law on
    Protection of rights of employees, employed by
    private staffing agencies to be further seconded
    to third parties!

8
Current situationDemand for leasing
outsourcing services
  • According to providers data demand for
    outstaffing services increased by 45-50 in 2003
    in comparison with 2002
  • Demand for outstaffing services from Russian
    companies grew thrice during 2003
  • Demand for temporary personnel during 2003
    increased by 55 in comparison with 2002
  • In 2003 leading agencies provided their Clients
    with 1000-2000 temporary employees in average

9
Current Situation

types of services offered
temporary staffing
outstaffing
10
How is it used?Outstaffing scheme, regulated by
staff outsourcing and labor agreements

Physical work
Client
Services cost (salary, taxes, administrative
expenses)
Employee
Civil-law relations, (outsourcing agreement)
Labor relations
Reporting, observing the rules of labor contract
Legal responsibility, taxation, reporting to tax
and other authorities
Payroll, HR filing and document workflow
Provider
State
11
How is it used?Typical Provider-Company
interaction structure under an outstaffing
agreement
Legal responsibility for the employees , staff
hiring dismissal etc.
Company
Payroll calculation, salary payment, bonuses,
compensations taxation, reporting to taxother
state authorities
provider
HR filing handling personal labor record
books, tracking orders, sick and regular leaves.
Administrative work social package (medical
life insurance, cell phone expenses), business
trips
12
When is it used? a few Reasons
  • willingness to concentrate on core business
  • headcount restrictions, limitations on hiring
    permanent staff
  • hiring in regions without opening an office
  • working on special short-term projects (e.g.
    construction)
  • regular and sick leaves of permanent staff
    members
  • participating in exhibitions, advertising
    campaigns
  • willingness to extend probation period
  • seasonality of manufacturing and sales activities

13
Why is it used PROS CONS
  • Outstaffing affords to
  • re-allocate budget items (salary - services)
  • pass a major part of legal responsibility towards
    Provider
  • eliminate or diminish costs for staff reduction
  • diminish costs for trainings and social benefits
  • reduce costs incurred on HR filing and document
    workflow
  • eliminate costs for staff recruitment (leasing)
  • cut accounting/taxation and administrative
    workload
  • manage employees without having labor liabilities
  • evaluate new personnel during trial period
    without employment
  • prevent stoppages in work
  • maintain company's image by outsourcing people,
    working on civil-law contracts
  • increase actual amount of employees, preserving
    the status of "small enterprise"

14
Why is it used PROS CONS
  • Unclear legislation
  • Seeming expensiveness in comparison with direct
    employment
  • Moral aspects of staff outsourcing
  • Possible decrease in employees loyalty to the
    Company

15
  • Who uses it?

16
Demand for Outstaffing by Industry and companies
origin - 2004
17
Demand for outstaffing by specialists categories
18
Demand for Temporary Personnel by Staff
Categories administrative staff
19
Demand for Temporary Personnel by Staff
Categories commercial staff
20
Demand for Temporary Personnel by Staff
Categories financial specialities
21
Legislation on Leasing
  • Obstacles on RF Labor Code
  • Article 15 - Labor relations
  • Based on the employer employee agreement
  • Agreement stipulates
  • Personal performing of labor functions (not
    definite work or services)
  • Employee following the rules of internal labor
    regulations, established by the employer
  • Employer providing with work conditions
    according to labor legislation, collective
    agreement, labor agreement
  • Labor function work on definite specialties,
    qualification or position

22
Legislation on Leasing
  • Obstacles on RF Labor Code
  • Article 16 Labor relations arise as a result of
    employees allowance to start working for the
    employer upon its request or with its consent
  • Article 61 Labor agreement comes into force from
    the employees factual working start date in
    full accordance with employers request or with
    its consent
  • Article 67 Labor agreement, not arranged in a
    proper way, is considered to be executed, if the
    employee starts working for the employer upon its
    request or with its consent

23
Legislation on Leasing
  • Legal risks in light of RF Labor Code
  • Leased employee can be de jure recognized an
    employee of the Company-user
  • Consequences
  • Employee lodges a complaint to the State Labor
    Inspection, Office of Public Prosecutor
  • Employee goes to Court
  • Regular checking by State Labor Inspection or Tax
    Authorities

24
Legislation on Leasing
  • Some conclusions
  • Employees secondment to the Client-company from
    the company-provider within RF Labor Code
    (article 166) can be treated as a business trip
  • While outstaffing services have been existing on
    the Russian market for more than 6 years there is
    no appropriate Labor Legislation on it
  • Factual Employers, employees Companies
    services providers have to use their own
    documents, regulating these relationships
    therefore to endure definite risks, interacting
    on these agreements

25
Where to buy it?
26
How much does it cost?Ways of calculating
  • Prices for these services include the following
    parts
  • Direct payment to the employee (total payroll and
    incurred taxes)
  • Providers administrative expenses. Normally, it
    can be a fixed amount or a fixed but negotiable
    percentage of total payroll.
  • VAT

27
Structure of Outstaffing Costs












VAT


18 of




monthly cost








Total
monthly services cost













Providers


Administrative

Fee



of total payroll


(including vacation leaves)









Monthly cost











Unified

Social

Tax

35, 8 of gross


salary







Total payroll






SALARY INCOME Net TAX
(direct monthly 13
payment to the employee)


Gross salary
28
What next?Predictions for the future
  • Changing labour market conditions lead to the
    expansion of outstaffing and hiring temporary
    personnel.
  • Global competition has forced large businesses to
    keep their core workforce at a minimum.
  • As a result many companies are turning to
    alternative solutions such a contingent staffing
    to meet their short- and long-term staffing
    needs.
  • A few years ago the temporary personnel service
    was just knocking at the door of the marketplace.
  • Today, companies have discovered new
    opportunities and new ways of doing business more
    profitably and more efficiently. Outstaffing is
    expected to play an important role in today
    business.

29
Its your choice
30
Thank you!
ALEXEY V. MIRONOV Business Development Manager
?oleman Services Inc. mironov_at_coleman.ru
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