本文選題：人力資源　切入點(diǎn)：核心競(jìng)爭(zhēng)力　出處：《華中師范大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：本文通過對(duì)人力資源外包相關(guān)理論的形成和發(fā)展,國(guó)際及國(guó)內(nèi)人力資源外包的現(xiàn)狀,人力資源外包和勞務(wù)派遣的區(qū)別等問題的探析,提出實(shí)施人力資源外包可以幫助企業(yè)降低運(yùn)營(yíng)成本,減輕基礎(chǔ)性工作從而提高核心競(jìng)爭(zhēng)力,改善人力資源管理質(zhì)量,共享專業(yè)人力資源服務(wù)與流程整合,拓寬用工的空間。但同時(shí)人力資源外包也存在著服務(wù)商選擇方面的風(fēng)險(xiǎn),文化差異的風(fēng)險(xiǎn),磨合期風(fēng)險(xiǎn),經(jīng)營(yíng)安全和商業(yè)秘密方面的風(fēng)險(xiǎn),來自發(fā)包企業(yè)自己?jiǎn)T工方面的風(fēng)險(xiǎn),與自身人力資源管理職能相關(guān)的風(fēng)險(xiǎn),來自于合同協(xié)議方面的風(fēng)險(xiǎn),以及其他方面難以事先預(yù)見的風(fēng)險(xiǎn),提出企業(yè)不能濫用人力資源外包,企業(yè)在選定外包服務(wù)商前要進(jìn)行盡職調(diào)查,對(duì)外包服務(wù)商的信譽(yù)度、實(shí)力、專業(yè)水平、對(duì)商業(yè)秘密和知識(shí)產(chǎn)權(quán)的保護(hù)等多方面進(jìn)行綜合評(píng)估,發(fā)掘出最適合自己的外包服務(wù)。本文認(rèn)為人力資源外包是未來企業(yè)在人力資源管理方面的發(fā)展方向,其在我國(guó)將會(huì)高速發(fā)展,且有極大的發(fā)展空間,但在法律法規(guī)缺失的情況下,完善人力資源外包法律法規(guī)刻不容緩。本文最后對(duì)企業(yè)如何實(shí)施人力資源外包給出了建議,建議企業(yè)實(shí)施人力資源外包應(yīng)著重戰(zhàn)略發(fā)展和提高核心競(jìng)爭(zhēng)力,不可濫用人力資源外包,要和成熟且有實(shí)力的外包服務(wù)商合作,要轉(zhuǎn)變傳統(tǒng)觀念,要敢于打破既得者利益,要著力改善和提高人力資源管理者的素質(zhì)和水平,要簽訂嚴(yán)格人力資源外包合同并進(jìn)行評(píng)估分析,要加強(qiáng)對(duì)人力資源服務(wù)商的監(jiān)督。本文對(duì)企業(yè)實(shí)施人力資源外包,積極推進(jìn)企業(yè)實(shí)施人力資源外包,具有一定的現(xiàn)實(shí)意義,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.
【學(xué)位授予單位】：華中師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92

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