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March 24, 2018  
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“Insourcing” is in vogue when it comes to human resources
March 9, 2004
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Princeton, N.J.-- Edison, New Jersey-based Checkpoint HR offers a new way for mid-sized companies to manage payroll, benefits and human resources administration.

The term outsourcing has become a double-edged sword. To some it implies a cost-effective solution, and to others it implies a movement of jobs away, often to the detriment of many. In fact, one of the hot issues in the 2004 Presidential Campaign is the claim that when US corporations outsource IT and service jobs overseas, American workers are the victims.

Checkpoint HR is an example of a service company that by conventional wisdom would be defined as providing an outsourcing solution but who actually “insources” its services to mid-market companies that seek a single source solution for payroll, benefits and human resources administration.

Checkpoint HR’s technology allows companies (most with between 50 and 2,000 employees) to utilize an integrated payroll/ human resources information system (HRIS) at a fraction of the cost that larger corporations have had to invest in similar systems.

“Compared to traditional payroll services, our platform is much more powerful. We offer so much more, often for much less. And when compared to a traditional end-to-end enterprise software packages, such as PeopleSoft or SAP, we are much cheaper, much faster to implement (a few weeks compared with many months), and we offer instant return on investment,” says Checkpoint HR CEO Steve Rosenthal.

The trend toward insourcing in this category is growing fast. When it comes to payroll, benefits and HR, could it be that outsourcing is out and insourcing is in?

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