论文部分内容阅读
所谓的人力资源外包是企业各种业务外包中的一种,它随着人力资源部门由行政性角色向战略性角色的转变应运而生。简单而言,是指公司那些重复的,事务性的工作,如员工招聘,培训与教育,福利,由人力资源管理信息系统等部门或全部人力资源工作委托第三方人力资源管理外包服务机构代为处理,而企业支付给外包公司酬金的一种交易方式,以实现企业资源效率的最大化。随着经济的不断发展和对外开放的深入,企业间的竞争也越来越激烈,企业要想在激烈的市场竞争中立于不败之地,获得更多的利润,应该根据自身情况,将自己不熟悉和不擅长的人力资源业务外包出去,以获得时间和成本上的竞争优势。当然人力资源外包对于企业来说,存在一定的风险,怎么确定合理的外包模式,规避风险,充分发挥其作用是本文重点探讨内容。
The so-called HR outsourcing is one of the various types of business outsourcing in the enterprise. It has emerged as the human resources department changes from an administrative role to a strategic one. In simple terms, refers to the company that those who repeat the affairs of the work, such as staff recruitment, training and education, welfare, by human resources management information systems department or all human resources work entrusted third-party human resources management outsourcing service agency to handle , And companies pay a fee to the outsourcing company a transaction, in order to achieve maximum efficiency of enterprise resources. With the continuous economic development and opening up to the outside world, the competition among enterprises is also becoming fiercer and fiercer. Enterprises that want to be invincible and gain more profits in the fierce market competition should, depending on their own circumstances, Outsourcing and unfamiliar human resources businesses are outsourced to gain time and cost competitive advantage. Of course, human resources outsourcing for enterprises, there is a certain risk, how to determine a reasonable pattern of outsourcing, to avoid risks and give full play to its role is the focus of this article to explore.