Drive home the message that employers and TBO providers are there for employees to turn to when making critical decisions about their retirement choices.

We remember the contentious run-up to the 2004 general election like it was yesterday. But with the candidates on 2008 focusing on how to deal with a real war rather than a war about offshoring of a few thousand jobs, the stakes are much different.

If you thought Y2K was expensive, just imagine a change to a postal code structure. Consider these scenarios when employing these system design

n my last column, I wrote about the second phase in the services globalization lifecycle: planning. The next phase in the lifecycle is the sourcing phase, the actual building of the organization’s global operations presence. The difference between a successful global sourcing experience and an unsuccessful one often lies in the planning process or choice of service provider. To make the optimal provider selection, an organization must follow five steps.

This cover story is an HRO Today first, in three ways. No. 1, it features a multinational company which, like hundreds of others, has yet to embark on an HRO initiative, and may never do so. Second, you will never read a profile that more vividly contrasts attitudes on HRO among two direct competitors. And third, this story is an Internet-era chance to give your opinion on what you think our cover subject’s next HR transformation steps should be.

Employers are more willing than ever to outsource all recruitment functions, but only if a world-class recruitment organization comes with the deal. The era of $50 million deals has arrived.

Recruitment process outsourcing, or RPO, is the hottest segment of the HRO market. In talking with dozens of buyers and even more providers, here are four lessons for anyone who touches RPO.

As the ink dries on the contract, buyers must tackle the implementation of HRO and decide on what the retained HR organization will look like after transformation.

Ironies aside, will service quality ever cease to be a point of contention between HRO buyers and their providers?

Survey indicates that transformation is possible, but a gap exists between those who hope to achieve greater focus and those who actually achieve it.