Does contracting Human Resource Management tasks to consultants or third parties work? For example, having a company that manages the firm’s payroll, having a consultant who performs job analysis and writes job descriptions and job ads to recruit talent; having a third party actively implement and manage a HRIS on your organization’s behalf. Do consultants help or hinder organizations? Where is the best place to contract out HRM tasks – a small/medium business or big corporations? Does it make sense to contract out and why is it important for managers/business owners to care about contracting/divvying up HRM tasks? Pros & Cons of following HRM functions in regards to contracting out HRM: -Training & Development -Payroll/Employee statistics & measurements -Legal compliance/organization policy making -HRM liabilities +mention the implementation of HRIS and employee self-service web applications. How consultants/contracting effects the workplace culture, does it cost more to have an outsider in human capital? Paper must be 8-10 pages, size 12 Times New Roman font, double spaced 7+ references (with a Works Cited page, not included in page count) Citations must be used, MLA style preferred.