What skills and competencies should HR functions have in an outsourced environment?
As companies explore outsourcing their HR functions to help control costs and lower headcount, does this signal the end of a strategic in-house HR function. More importantly, what are the desired skills and competencies that the in-house HR function need/should have in their new outsourced environment. I am asking this question as part of my research for a series of articles I am putting together for my company’s business journal, so please note that some or all of your answers/comments may be published in articles.
