企业实施人力资源外包策略探析

发布时间：2018-03-09 19:07

本文选题：人力资源　切入点：核心竞争力　出处：《华中师范大学》2013年硕士论文　论文类型：学位论文

【摘要】：本文通过对人力资源外包相关理论的形成和发展,国际及国内人力资源外包的现状,人力资源外包和劳务派遣的区别等问题的探析,提出实施人力资源外包可以帮助企业降低运营成本,减轻基础性工作从而提高核心竞争力,改善人力资源管理质量,共享专业人力资源服务与流程整合,拓宽用工的空间。但同时人力资源外包也存在着服务商选择方面的风险,文化差异的风险,磨合期风险,经营安全和商业秘密方面的风险,来自发包企业自己员工方面的风险,与自身人力资源管理职能相关的风险,来自于合同协议方面的风险,以及其他方面难以事先预见的风险,提出企业不能滥用人力资源外包,企业在选定外包服务商前要进行尽职调查,对外包服务商的信誉度、实力、专业水平、对商业秘密和知识产权的保护等多方面进行综合评估,发掘出最适合自己的外包服务。本文认为人力资源外包是未来企业在人力资源管理方面的发展方向,其在我国将会高速发展,且有极大的发展空间,但在法律法规缺失的情况下,完善人力资源外包法律法规刻不容缓。本文最后对企业如何实施人力资源外包给出了建议,建议企业实施人力资源外包应着重战略发展和提高核心竞争力,不可滥用人力资源外包,要和成熟且有实力的外包服务商合作,要转变传统观念,要敢于打破既得者利益,要着力改善和提高人力资源管理者的素质和水平,要签订严格人力资源外包合同并进行评估分析,要加强对人力资源服务商的监督。本文对企业实施人力资源外包,积极推进企业实施人力资源外包,具有一定的现实意义,可以起到一定的操作指引作用。
[Abstract]:This paper analyzes the formation and development of human resource outsourcing theory, the present situation of international and domestic human resource outsourcing, the difference between human resource outsourcing and labor dispatch, etc. It is pointed out that the implementation of human resource outsourcing can help enterprises reduce operating costs, reduce basic work, improve core competitiveness, improve the quality of human resources management, share professional human resources services and process integration. At the same time, there are also risks in the selection of service providers, cultural differences, running-in period risks, operational security and trade secrets, and risks from the employees of the contracting enterprises. The risks associated with their own human resources management functions, from the risks of contractual agreements and other risks that are difficult to foresee in advance, suggest that enterprises should not abuse human resource outsourcing, Enterprises should conduct due diligence before selecting outsourcing service providers, and comprehensively evaluate the reputation, strength, professional level, trade secrets and intellectual property protection of outsourcing service providers. This paper thinks that the outsourcing of human resources is the development direction of the future enterprises in human resource management, which will develop at a high speed in our country, and have a great space for development. However, in the absence of laws and regulations, it is urgent to improve the laws and regulations of human resource outsourcing. It is suggested that the implementation of human resource outsourcing should focus on strategic development and improve core competitiveness, not abuse human resource outsourcing, cooperate with mature and powerful outsourcing service providers, change traditional concepts, and dare to break the vested interests. In order to improve and improve the quality and level of human resource managers, we should sign a strict contract of human resource outsourcing and carry out evaluation and analysis, and strengthen the supervision of human resource service providers. Actively promoting the implementation of human resource outsourcing has certain practical significance and can play a guiding role in operation.
【学位授予单位】：华中师范大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92

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