中小企业人力资源管理外包的风险与规避

摘　要

人力资源外包是指将原来由企业内人力资源部承担的工作职能，包括人员招聘、工资发放、薪酬方案设计、保险福利管理、员工培训与开发等，通过招标的方式，签约付费委托给专业从事相关服务的外包服务商的做法。人力资源管理外包作为一种新的人力资源管理方式越来越显示出其必要性和重要性，中小企业开展人力资源管理外包更有其重要性与紧迫性。本文对中小企业人力资源管理外包作了专门的研究。

在竞争日益激烈的今天，企业的关注点越来越集中在核心业务上，专业的人力资源外包服务机构利用其资金、硬件技术、人员、网络上的优势，进行专业熟练的操作，形成规模经济效益。人力资源管理外包是当今世界信息科学技术发展和社会分工的产物，是未来人力资源管理的必然趋势。中小企业在我国国民经济中占有十分重要的地位，由于激烈的外部竞争环境和企业自身能力的限制，中小企业不可能在短期内完全靠自己的能力来解决人力资源管理问题。近年来，人力资源管理外包在我国的兴起和迅速发展，为中小企业提供了一条有效解决人力资源管理问题的途径。

本文首先对中小企业进行了界定，介绍了外包与人力资源管理外包和国内外HRM外包发展状态与研究现状，以及我国中小企业HRM外包的实施现状，包括取得的成绩和存在的问题。然后重点论述了中小企业开展HRM外包的策略，包括：按照科学的流程实施，确定合适的外包项目，甄选合适的外包服务商，签订详细周密的外包合同，与外包商及内部员工进行有效沟通，控制与规避外包风险等。

关键词：中小企业，人力资源管理，外包，外包风险，风险对策

Abstract

After entering the WTO，business is more and more globalized．Thus，the competition that enterprises are facing is much stronger than before，esp．for the small and medium-sized enterprises．To win competitive advantage，SMEs have to put their main efforts on key business，SO that they can run with their full advantages meanwhile，they build a strategic cooperation relationship with suitable enterprises and leave the non—key business to be finished by cooperative enterprises，which is the SO—called concept of business outsourcing．

Outsourcing of HRM refers to the practice of entrusting the work function which was exercised by the HR Department and including recruiting employees，paying out wages，designing reward project，managing insurance and welfare，as well as training and developing staff, etc，to professional vendors of related services by way of bidding，signing contract and paying for the service．

    The paper firstly introduces the meaning and development of outsourcing collects information about present domestic and overseas research and implement situation of SMEs’HRlVl outsourcing，and discusses the importance and urgency for SMEs to do SO．After that，to reduce risks and carry out outsourcing successfully the paper makes suggestions about process and implementation strategy of SMEs’HRM outsourcing，since HRM outsourcing is a newly emerging thing in china，and it is immature and imperfect to have risks in practice．

On the basis of the above，the paper analyzes the factors influencing outsourcing content decision—making．By analysis of the theory of outsourcing decision—making，the paper builds a decision—making model of enterprises HRlVl outsourcing based on comprehensive analysis of value capability and cost benefit．Then，the paper introduces the ways of selecting outsourcing service providers when carrying out enterprises HRM outsourcing．With qualitative analysis of the factors influencing selecting outsourcing service providers the paper establishes an evaluation model．Finally，the paper analyzes the potential risks in HRM outsourcing，and put forward some preventive measures．

Key words: SMEs，HRM，Outsourcing，Strategy

目录

第1章 引言5

1.1 研究背景5

1.2 研究目的及意义5

1.2.1 研究目的5

1.2.2 研究意义5

1.3 国内外HRM外包研究现状7

1.3.1 国外HRM外包研究现状7

1.3.2 国内HRM外包研究现状7

1.4 研究内容及思路8

第2章  人力资源管理外包概述11

2.1 我国对中小企业的界定11

2.2 人力资源管理外包释义11

2.3 人力资源管理外包的相关理论基础12

2.3.1 资源基础理论12

2.3.2 交易成本理论12

2.3.3 核心竞争力理论12

2.3.4 委托—代理理论13

2.3.5 木桶原理13

2.4  中小企业人力资源外包的形式及一般流程13

2.4.1 中小企业人力资源管理外包的形式13

2.4.2 人力资源管理外包一般流程14

第3章 中小企业HRM外包的必要性和可行性分析17

3.1 中小企业人力资源管理外包的现状17

3.3 中小企业人力资源管理面临的挑战18

3.3 中小企业人力资源外包的可行性分析18

3.3.1 中小企业人力资源管理外包外部条件分析19

3.3.2 中小企业人力资源管理外包的内部条件分析20

第4章 我国中小企业人力资源外包风险分析21

第5章 人力资源外包管理案例分析24

第6章 总结与展望28

6.1 总结28

6.2 展望28

参考文献30