Dear HR folks,

Here is a case where a set of people in an organization are outsourced and on the rolls of other companies. The kind of job they do may be routine/mundane but is definitely as important as any other job is to the business of the company. While the company recognizes outstanding performance of its direct employees and ensures their motivation by way of monthly rewards & recognition, the ones on outsourced rolls are left ignored. I heard one company representative say that they motivated such employees with small gifts like say a parker pen on achieving a certain level of performance while on the other hand, another professional remarked that it's the bother of the outsurcing co. and their only motivation would be to perform better and stake a direct employee position after 6 months or one year.

Can I have the thoughts of members here as to how such a scenario is being managed/could be managed in today's circumstances?

Thank you and good day!

Warm Regards

Divya Kapoor

If they perform well like other regular employees, you may take them into regular rolls, provided your budget provisions permit.

If not, there is nothing wrong in giving suitable rewards to encourage them to continue their services with utmost happiness.

murali

Extend all the statutory benefits to all the employees who are on outsourced rolls.

This may solve your problem to an extent at this juncture.

Prof Tandon

Thanks a lot for bringing this up. It was really required. Yes, absolutely. People on outsourced roles are not given due space and position in the company, not only in the important events but also in the meetings(sorry to say but they are excluded even from the condolence meeting, which is suppose to be for everyone to attend). These are some of the examples where the outsourced staff members feel left out although their work in the organization is equally important.

They should be provided with adequate ID cards of the company that they are working for (as i have noticed that there are no identification cards given to them). The packages of these people, not to mention, are extremely low even in comparison to the "lowest" package given to the permanent worker of the company. In some companies, the position to be permanent, has a time gap of 2 years.

These are some of the unavoidable points which should be noticed. Even while working for a perticular company, these people feel totally lost and insignificant. There are a few cases i have noticed recently in my organization as well.

Kindly come up with more points or suggestions, on how this difference can be removed or improvised on.

Thanks again,

Jigar

Folks,

I do not agree to not maintaining difference between outsourced employees and employee on company's payroll otherwise it does not serve the purpose of outsourcing at all. Rather do not go for outsoursing.