The job market has been going through profound changes around the world, and one of the most common clashes is about staff training vs. outsourcing. In some countries, laws are more flexible in relation to the outsourcing of labor; however, there are still people who believe that outsourcing is always a bad deal for the company and for the employee.
If you are facing this dilemma, don’t worry: this article will look at the pros and cons of each option. Let’s go!
Staff training vs. outsourcing: Setting a goal
In many companies, there is a trend of outsourcing jobs that are not tied to their core activity. That way, resources are saved and management focuses on the work of those professionals who are key parts of the business.
However, following a trend may not be ideal for all businesses. Before doing so, the entrepreneur needs to define the purpose of each job in relation to the business processes. Then, it is possible to contextualize the advantages and disadvantages of each decision.
This is the work model characterized by the hiring of another company that provides services.
As mentioned in the previous topic, reduction of expenses and focus on the main work processes are the undeniable advantages of outsourcing.
Another important point is the agility in hiring professionals and reducing bureaucracy in labor or contractual matters, after all, the service provider is responsible for these.
The problem with having someone who is not part of your business is that there is usually a lack of synergy between the outsourced workers and the professionals hired by the company. Depending on the business, this can be an issue.
Because of this, the contracted company can make mistakes that damage the contractor’s image, and in that respect, the customer has no way to know which professionals are outsourced.
In addition, costs can be higher depending on the degree of qualification of the outsourced worker, directly impacting the financial results of a project.
This is a project developed by companies to train employees, making them more qualified – in constant evolution – in a type of task.
The qualification of a professional who is already integrated to the company, has knowledge about the projects that he develops, and is in accordance with the company’s goals, is considered as the main advantage.
Also, the professional feels valued when he receives investment in his qualification, and this feeling impacts his productivity and contributes to a pleasant work environment.
In addition, the time needed to integrate external professionals to a project is saved. Lastly, investment in training is done only once.
This model is not recommended for very specific activities or for activities that will not be developed frequently. Another negative point is that the employee will not be covering his position during training, impacting his productivity.
It is worth remembering that there is a high cost involved in hiring a company to train – or educate – a professional to teach colleagues. Therefore, the training must be performed to meet the company’s real demands.
Now that you have understood more about the differences between staff training and outsourcing, you can rethink the role each employee plays in developing the company’s goals. After all, hiring a person is an investment.
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