人力资源外包的运作模式及其策略研究（本科毕业论文设计）.doc
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人力资源外包的运作模式及其策略研究（本科毕业论文设计）,人力资源外包的运作模式及其策略研究23000字 29页摘 要外包作为一种新型的管理模式，最初兴起于实践界，由于其为企业带来的巨大的经济价值，近年来也引起了理论界的广泛关注。在欧美等发达国家，人力资源外包得到了长足的发展，企业已经有了比较完善的操作程序来实施这项业务，人力资源外包的运作有章可循。而在我国，“人力资源外包”...
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人力资源外包的运作模式及其策略研究
23000字 29页
摘 要
外包作为一种新型的管理模式，最初兴起于实践界，由于其为企业带来的巨大的经济价值，近年来也引起了理论界的广泛关注。在欧美等发达国家，人力资源外包得到了长足的发展，企业已经有了比较完善的操作程序来实施这项业务，人力资源外包的运作有章可循。而在我国，“人力资源外包”这一概念刚刚引入不久，正处于起步阶段，它的具体实施还有待于研究。在这种情况下，一家企业有没有必要去实施人力资源外包策略，如何实施，采用怎样的外包模式，是我国企业当前面临的重要问题。
本论文从人力资源管理外包理论的研究背景入手，继而分析人力资源管理外包在国内外的研究现状，在此基础上通过对人力资源外包的界定、产生原因及主要内容的分析来更加深入的了解人力资源管理外包。然后对人力资源外包的一般模式进行探讨，并通过模糊评判原理来建立人力资源管理外包模式的选择模型，对企业的人力资源管理外包提出建议。最后通过以x公司为例，做人力资源外包管理的实证分析。
关键词：外包，人力资源管理，模式
ABSTRACT
As a new managing mode, outsourcing was firstly developed from the practical field. The theoretical field also has widely focused on it in recent years, because it has greatly brought the companies economic values. The HRO (Human Resourcing Outsourcing) has developed wider and deeper in developed countries of Europe and United States. Companies there have been able to carry out the business with sounding operational procedures. As a result, the HRO can work according to certain rules. Compared with China, the concept of HRO just was introduced not long ago. It is developing at the first stage, so the details are undertaking to be studied. Under these circumstances, the companies in China have to face some important problems nowadays. For example, is it necessary to use strategies of HRO for a company? How to work? Which kind of mode should be adopted?
This paper will theoretically start with the researching background of HRO. And then it will analyze the researching situations of HRO in China and aboard. HRO can be effectively understood by analyzing some questions. For example, what is it? Why did it emerge? What is it concluded? It will discuss the general mode of HRO. The selective mode of HRO will be established based on Fuzzy eva luation Theory. Afterwards, it will give some advice on the HRO in the companies. At last, it will take X Co. for an example to empirically analyze the HRO.
Keywords: outsource, human resource management , model
目 录
摘要............................................................................................................Ⅰ
ABSTRACT.................................................................................................Ⅱ
目录............................................................................................................Ⅲ
1. 绪论........................................................................................................1
论文的研究背景.......................................................................................1
国内外研究现状综述.................................................................................2
1.2.1国外研究现状............................................................................................2
1.2.2国内研究现状............................................................................................3
1.3论文的主要研究内容......................................................................................5
2.人力资源管理外包的理论综述..............................................................6
2.1概念及产生原因............................................................................................6
2.1.1人力资源外包的定义...................................................................................6
2.1.2人力资源外包产生的原因.............................................................................6
2.2人力资源外包的主要内容................................................................................8
2.3我国人力资源管理外包的发展现状...................................................................10
3.企业人力资源外包的模式选择............................................................12
3.1人力资源管理外包的一般模式.........................................................................12
3.2模糊综合评判原理在外包模式选择中的应用.......................................................14
3.2.1模糊综合评判原理.....................................................................................14
3.2.2模糊综合评判法的基本步骤.........................................................................14
4.案例分析..........................................................................................
23000字 29页
摘 要
外包作为一种新型的管理模式，最初兴起于实践界，由于其为企业带来的巨大的经济价值，近年来也引起了理论界的广泛关注。在欧美等发达国家，人力资源外包得到了长足的发展，企业已经有了比较完善的操作程序来实施这项业务，人力资源外包的运作有章可循。而在我国，“人力资源外包”这一概念刚刚引入不久，正处于起步阶段，它的具体实施还有待于研究。在这种情况下，一家企业有没有必要去实施人力资源外包策略，如何实施，采用怎样的外包模式，是我国企业当前面临的重要问题。
本论文从人力资源管理外包理论的研究背景入手，继而分析人力资源管理外包在国内外的研究现状，在此基础上通过对人力资源外包的界定、产生原因及主要内容的分析来更加深入的了解人力资源管理外包。然后对人力资源外包的一般模式进行探讨，并通过模糊评判原理来建立人力资源管理外包模式的选择模型，对企业的人力资源管理外包提出建议。最后通过以x公司为例，做人力资源外包管理的实证分析。
关键词：外包，人力资源管理，模式
ABSTRACT
As a new managing mode, outsourcing was firstly developed from the practical field. The theoretical field also has widely focused on it in recent years, because it has greatly brought the companies economic values. The HRO (Human Resourcing Outsourcing) has developed wider and deeper in developed countries of Europe and United States. Companies there have been able to carry out the business with sounding operational procedures. As a result, the HRO can work according to certain rules. Compared with China, the concept of HRO just was introduced not long ago. It is developing at the first stage, so the details are undertaking to be studied. Under these circumstances, the companies in China have to face some important problems nowadays. For example, is it necessary to use strategies of HRO for a company? How to work? Which kind of mode should be adopted?
This paper will theoretically start with the researching background of HRO. And then it will analyze the researching situations of HRO in China and aboard. HRO can be effectively understood by analyzing some questions. For example, what is it? Why did it emerge? What is it concluded? It will discuss the general mode of HRO. The selective mode of HRO will be established based on Fuzzy eva luation Theory. Afterwards, it will give some advice on the HRO in the companies. At last, it will take X Co. for an example to empirically analyze the HRO.
Keywords: outsource, human resource management , model
目 录
摘要............................................................................................................Ⅰ
ABSTRACT.................................................................................................Ⅱ
目录............................................................................................................Ⅲ
1. 绪论........................................................................................................1
论文的研究背景.......................................................................................1
国内外研究现状综述.................................................................................2
1.2.1国外研究现状............................................................................................2
1.2.2国内研究现状............................................................................................3
1.3论文的主要研究内容......................................................................................5
2.人力资源管理外包的理论综述..............................................................6
2.1概念及产生原因............................................................................................6
2.1.1人力资源外包的定义...................................................................................6
2.1.2人力资源外包产生的原因.............................................................................6
2.2人力资源外包的主要内容................................................................................8
2.3我国人力资源管理外包的发展现状...................................................................10
3.企业人力资源外包的模式选择............................................................12
3.1人力资源管理外包的一般模式.........................................................................12
3.2模糊综合评判原理在外包模式选择中的应用.......................................................14
3.2.1模糊综合评判原理.....................................................................................14
3.2.2模糊综合评判法的基本步骤.........................................................................14
4.案例分析..........................................................................................
