Six questions that may help you to determine whether HRO will be a good fit for your payroll and human resources needs.

As you develop business requirements for your payroll processing needs, ask yourself if the following conditions apply to your company. If so, you may want to speak with a potential human resource outsourcing (HRO) partner, like Ceridian. HRO can fulfill your payroll processing needs as well as address complex human resource administration processes for your organization.

1. If your organization looking to direct human resources administrative tasks to a call center, you might want to consider outsourcing payroll and HR functions in an HRO arrangement.
2. If your organization is looking for administration of complex human resource processes, beyond system administration or gross to net payroll processing, you may want to consider HRO.
3. Does your company have business requirements around back-office processing and research support activities that could be addressed by an HRO relationship?
4. Is your organization facing a spin-off, merger, acquisition or other event that may require new systems or increased administrative services in addition to payroll processing? Human resource outsourcing may help you address your complex and changing needs.
5. If your organization already outsources technology or finance functions, you may be well-suited for an HRO arrangement.
6. If your business rrequirements encompass more than payroll processing, to include HR functions like benefits, HRIS, time and attendance, you may want to consider human resource outsourcing.