www.theinternationaljournal.org > RJSSM: Volume: 01, Number: 12, April-2012 Page 55 Abstract— This paper attempts to scrutinise the challenges that the corporate domains in Bangladesh may face and to explore the prospects that these domains can manage to have derive while pursuing an effective HR outsourcing strategy in the management level. The major objectives of this study have therefore been set to examine the likely correlations between the HR outsourcing and networking activities, to identify the types of industry(ies) that is/are very likely to seek the HR outsourcing service as well as to check the length of time of obtaining the outsourcing service. This study observes that networking activities do play a big role in HR outsourcing activities for about a couple of years usually. The findings of this research can be treated very useful in the sense that it can enable strategic apex managers to redesign their work methods towards effective HR outsourcing, resulting in positive effects on their work performances, thus creating a possibility of moving upward on the corporate ladder. Since service sectors are growing fast in Bangladesh, the resulting outcomes of effective HR outsourcing would enable these sectors to overcome inherent lacking in their management skills. This study, thus, can be claimed to be a step forward to fill out the research gap in the area of HR outsourcing and managerial work style in Bangladesh corporate world. Index Terms—Bangladesh corporate world, HR outsourcing, Networking, Strategic apex managers I. INTRODUCTION uman resource (HR) leaders worldwide are being asked to do more with less, to enhance productivity while controlling costs, and to find new ways to increase profitability. At the same time, retaining qualified, motivated employees is as important as ever. Optimize the rate of return (ROI) of human capital is one of the challenges in HR horizons. Maintain a strong connection with employees while focusing on organization's strategic goals instead of time-consuming administrative tasks is never easy [1]. With up to 65 percent of corporate spend related to people costs, it is critical that one should get the most from organizations’ HR strategy, programs/plans and delivery [2]. But it is a natural tendency of employees to leave the job after acquiring the training, development or skills. As a result, organizations are less interested to develop HR from within, rather head-hunt or outsource the HR activities, which, in short run, more costly. In this back- drop, what the corporate world should do to be efficient? General thoughts regarding “self reliant organizations” are the most preferable as they create efficiency in their activities. But that’s not what appears to happen in reality. Organizations usually do the work by their existing own HR or develop the existing HR to do those works, or headhunt from their competitors, or do the HR outsource. HR outsourcing services generally fall into four categories: Professional Employer Organisations - PEOs, Business Process Outsourcings - BPOs, Application Service Providers - ASPs or e-services [3]. The terms are used loosely and widely so a clear definition is needed to know exactly what makes the square. A PEO assumes full responsibility of a company's human resources administration. It becomes a co-employer of that company's workers by taking full legal responsibility of the employees, including having the final say in hiring, firing, and the amount of money employees make. The PEO and business owner become partners, essentially, with the PEO handling all the HR aspects and the business handling all other aspects of the company. By definition, a service is only a PEO when it takes legal responsibility of employees. But take note -- some HR outsourcing services like to use the recognized term "PEO" when they handle the primary aspects of HR like payroll and benefits, yet they do not take this legal partnership. [4] BPO is a broad term referring to outsourcing in all fields, not just HR. BPO differentiates itself by either putting in new technology or applying existing technology in a new way to improve a process. Specifically, in HR, a BPO would make sure a company's HR system is supported by the latest technologies, such as self-access and HR data warehousing. [5] ASPs host software on the Web and rent it to users-some ASPs host HR software. Some are well-known packaged applications (People Soft) while others are customized HR software developed by the vendor. These software programs can manage payroll, benefits, and more. [6] HR Outsourcing for the Management Level Undertakings: An Empirical Study of the Corporate Domain of Bangladesh T. Sharif, ALHOSN University, Abu Dhabi H