高校人力资源管理外包的研究
发布时间：2018-11-25 17:38
【摘要】：随着当前知识经济的快速发展及竞争的日益加剧，企业的竞争环境日渐复杂和激烈，企业为了提高竞争能力，纷纷采取一系列的管理创新促使人力资源管理的变革，而外包作为一种新型的管理模式，为企业带来了相当大的经济价值，并在理论界引起了广泛的关注。 “人力资源管理外包"是一种新型管理模式，能够帮助组织提高效率、取得竞争优势。近年来，随着事业单位人事制度改革的不断深入推进，人事管理方面已经逐步做到了按需设岗、公开招聘、竞聘上岗、以岗定酬、绩效考核、合同管理，有的部门也在积极探索采用项目聘用、人才派遣等新型用人方式，，搞活用人机制。这就使得事业单位人事管理职能逐步向人力资源开发和管理职能转变，为在高校推行“人力资源管理外包”奠定了基础。 人力资源管理外包这个概念在国外已经非常普遍，而人力资源管理外包业务正在全球范围内迅速发展和蔓延，成为业务流程外包的重要组成部分。那么要想在瞬息万变的市场中谋求更好的发展，对于高校来说就得面临着重大的变革，就需要改变计划经济体制下传统守旧的管理模式，实现精简。因此，人力资源管理外包便成为一种趋势逐渐被高校所吸收。 本文选取了高校人力资源管理外包进行研究，采用比较分析方法，在全面对国内外人力资源管理外包的理论文献梳理的前提下，介绍了高校人力资源管理外包相关概念，通过对高校人力资源管理外包的现状入手，提出了我国高校实行人力资源管理外包的必要性。同时，通过对我国高校人力资源管理外包进行SWOT的可行性分析的基础上，借鉴国外高校人力资源管理外包的经验，从宏观和微观的角度提出了我国高校实行人力资源管理外包的实施方案和政策建议。一是培育高校人力资源管理外包的观念；二是制定和完善相关的法律法规规范外包市场，三是发挥政府引导作用，培育健全的外包市场，四是加强高校与外包服务商之间的沟通和协调，五是选择合适的外包项目和制定合理的外包模式，六是建立监控及预警管理体系。
[Abstract]:With the rapid development of knowledge economy and the intensification of competition, the competitive environment of enterprises is becoming more and more complex and fierce. In order to improve their competitiveness, enterprises have adopted a series of management innovations to promote the reform of human resources management. As a new management mode, outsourcing has brought considerable economic value to enterprises, and has aroused widespread concern in the theoretical circle. Human Resource Management Outsourcing is a new management mode, which can help organizations improve their efficiency and gain competitive advantage. In recent years, with the deepening reform of personnel system in institutions, personnel management has been gradually achieved according to the need to set up posts, open recruitment, competitive employment, to post fixed pay, performance appraisal, contract management, Some departments are also actively exploring the adoption of project employment, personnel dispatch and other new ways of employing, invigorating the employment mechanism. This makes the personnel management function of the institution gradually change to the human resource development and management function, which lays the foundation for carrying out the "human resource management outsourcing" in the university. The concept of human resource management outsourcing (HRM) has become very common in foreign countries, and the HRM outsourcing business is developing and spreading rapidly in the world, which becomes an important part of business process outsourcing (BPO). So in order to seek better development in the ever-changing market, colleges and universities have to face great changes, it is necessary to change the traditional old-fashioned management model under the planned economy system, and to achieve simplification. Therefore, human resource management outsourcing has become a trend gradually absorbed by universities. This article selects the university human resources management outsourcing to carry on the research, adopts the comparative analysis method, under the premise that combs the domestic and foreign human resources management outsourcing theory literature, introduces the university human resources management outsourcing related concept. Based on the current situation of human resource management outsourcing in colleges and universities, this paper puts forward the necessity of implementing human resource management outsourcing in colleges and universities in China. At the same time, on the basis of analyzing the feasibility of SWOT for human resource management outsourcing in colleges and universities in China, the author draws lessons from the experience of foreign universities in human resources management outsourcing. From the macro and micro point of view, this paper puts forward the implementation plan and policy recommendations of human resource management outsourcing in colleges and universities of our country. The first is to cultivate the concept of human resource management outsourcing in colleges and universities; The second is to formulate and improve the relevant laws and regulations to regulate the outsourcing market, the third is to give play to the role of the government in guiding the development of a sound outsourcing market, and the fourth is to strengthen the communication and coordination between colleges and universities and outsourcing service providers. The fifth is to select appropriate outsourcing projects and to establish a reasonable outsourcing mode, and the sixth is to establish a monitoring and early warning management system.
【学位授予单位】：广东海洋大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G647.2
[Abstract]:With the rapid development of knowledge economy and the intensification of competition, the competitive environment of enterprises is becoming more and more complex and fierce. In order to improve their competitiveness, enterprises have adopted a series of management innovations to promote the reform of human resources management. As a new management mode, outsourcing has brought considerable economic value to enterprises, and has aroused widespread concern in the theoretical circle. Human Resource Management Outsourcing is a new management mode, which can help organizations improve their efficiency and gain competitive advantage. In recent years, with the deepening reform of personnel system in institutions, personnel management has been gradually achieved according to the need to set up posts, open recruitment, competitive employment, to post fixed pay, performance appraisal, contract management, Some departments are also actively exploring the adoption of project employment, personnel dispatch and other new ways of employing, invigorating the employment mechanism. This makes the personnel management function of the institution gradually change to the human resource development and management function, which lays the foundation for carrying out the "human resource management outsourcing" in the university. The concept of human resource management outsourcing (HRM) has become very common in foreign countries, and the HRM outsourcing business is developing and spreading rapidly in the world, which becomes an important part of business process outsourcing (BPO). So in order to seek better development in the ever-changing market, colleges and universities have to face great changes, it is necessary to change the traditional old-fashioned management model under the planned economy system, and to achieve simplification. Therefore, human resource management outsourcing has become a trend gradually absorbed by universities. This article selects the university human resources management outsourcing to carry on the research, adopts the comparative analysis method, under the premise that combs the domestic and foreign human resources management outsourcing theory literature, introduces the university human resources management outsourcing related concept. Based on the current situation of human resource management outsourcing in colleges and universities, this paper puts forward the necessity of implementing human resource management outsourcing in colleges and universities in China. At the same time, on the basis of analyzing the feasibility of SWOT for human resource management outsourcing in colleges and universities in China, the author draws lessons from the experience of foreign universities in human resources management outsourcing. From the macro and micro point of view, this paper puts forward the implementation plan and policy recommendations of human resource management outsourcing in colleges and universities of our country. The first is to cultivate the concept of human resource management outsourcing in colleges and universities; The second is to formulate and improve the relevant laws and regulations to regulate the outsourcing market, the third is to give play to the role of the government in guiding the development of a sound outsourcing market, and the fourth is to strengthen the communication and coordination between colleges and universities and outsourcing service providers. The fifth is to select appropriate outsourcing projects and to establish a reasonable outsourcing mode, and the sixth is to establish a monitoring and early warning management system.
【学位授予单位】：广东海洋大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G647.2
【参考文献】
相关期刊论文 前10条
1 毛勇;;浅析国内高校人力资源管理问题与对策[J];出国与就业(就业版);2011年15期
2 王U
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