Problems And Countermeasures Of Chinese Human Resource Management Outsourcing Based On Comparing With American Human Resource Management Outsourcing

With the development of IT and market, the environment of business becomes increasingly complex and uncertain, and forced the companies to supply fast, efficient and perfect service and requires them to have a unique competitive advantage. However, the resources are scarce, it can not have possession of sufficient resources in all business areas. In order to improve business efficiency and gain competitive advantage, many companies complete some business to external forces. Human resource management outsourcing means one or more functions of the human resource management transferred to the management of outsourcing providers via a contract, to reduce costs, improve efficiency and focus its resources on developing core competitiveness.Chinese Human resource management outsourcing is developing rapidly, has more and more companies, the scale of human resource management outsourcing market is also expanding, but it had many problems. T he paper compares the Sino-US human resource management outsourcing, tries to figure out the problems of human resource management outsourcing, and propose appropriate measures with data research methods. The reasons why the paper chooses the object of comparison of the U.S. human resource management outsourcing are following:The United States not only has a lot of practical experience of human resource management outsourcing, the results of theoretical studies on human resource management outsourcing, but also has many Human resource management outsourcing providers representative, such as Hewitt, Manpower and so on.This paper follows five aspects:(1) The introduction introduces the research background, significance, and research methods, and review the literature of human resource management outsourcing.(2) This paper studies the theoretical basis of the human resource management outsourcing. Scholars study the theoretical basis of human resource management outsourcing in a different perspective of the management, economics, in which the representative of the theoretical basis: transaction cost theory, principal-agent theory, the theory of core competitiveness, strategic management theory, barrel theory. (3)This paper compares of Chinese and the United States human resource management outsourcing. This paper collects a large number of data on the companies of China and the United States, using data analysis methods to analyze two angles of outsourcers and Human resource management outsourcing provider. Compared of Chinese and U.S. companies, this paper analyzes seven areas in detail, namely, the pervasiveness of human resource management outsourcing, outsourcing causes the choice of outsourcing functions, standards for choosing to Human resource management outsource providers outsourcing model choice, risk perception, outsourcing and difficult; This paper compares three aspects of Chinese and the United States outsourcing provider, namely the scale of the number of Human resource management outsourcing providers, the services provided by means of quality, the quality of employees. By comparison, China and the United States has the same four points, namely, the Sino-US contract Outsourcing biggest motivation is to get professional skills, are part of human resource management outsourcing model, the greatest risk of outsourcing is fear to not control over the management of human resources outsourcing,the biggest difficulty is not easy to manage outsourcing services. This paper has six different points:human resource management outsourcing penetration is much higher than China; U.S. contracting companies have chosen the high-end outsourcing of functions, while China has chosen the low-end outsourcing of functions; the most important standard which select Human resource management outsourcing providers is the reputation of the Human resource management outsourcing provider while our outsourcers is quality of the Human resource management outsourcing provider; the size of the Human resource management outsourcing provider in the United States, the number is much larger than China; U.S. Human resource management outsourcing providers will use different specialized services, based on different types of enterprises to provide a comprehensive range of strong services outsourcing provider, it is difficult to provide differentiated, personalized service in china; U.S. Human resource management outsourcing provider has a large number of highly qualified personnel, while Chinese Human resource management outsourcing provider has less of senior management personnel.(4) The problems of human resource management outsourcing in China. Comparison of Chinese and the United States human resource management outsourcing, this paper analyzes the existing problems of Chinese outsourcing market in the three angles, which is outsourcers, Human resource management outsourcing providers and market supervisors. There are three problems about Outsourcers:Contracting enterprises in China human resource management outsourcing is low popular;Chinese contracting companies have chosen the functions of a single human resource management outsourcing; Enterprises face greater risk of the quality of human resource management outsourcing services. There are three major problems about Human resource management outsourcing providers:outsourcing provider has low degree of scale, weak competitiveness in China; low professional level; low quality of employees. There are two problems about market supervisor:the lack of a sound human resource management outsourcing market related laws and regulations; the lack of protection for the dispatch of the legitimate rights and interests of the workers who is no uniform standard of service charges.(5) This paper proposes much solution to improve our human resource management outsourcing in China. This papers proposes some solution about outsourcers, Human resource management outsourcing providers and market supervisors. There are four methods that can solve the problems of outsourcers:contracting companies should change the traditional business philosophy, to strengthen the understanding of theoretical knowledge of outsourcing; scientific outsourcing provider selection and evaluation criteria; to identify the risk of human resource management outsourcing, risk management system; strengthen internal and external communication and coordination. There are three countermeasures that can solve the problems of Human resource management outsourcing providers:improve the quality of the Human resource management outsourcing provider’s staff to improve the professional level of service; strengthen the human resource management outsourcing technology introduction, development and innovation, strengthen the construction of information technology; establish a trust relationship with the outsourcers. There are four countermeasures that can solve the problems of market regulators are:relevant laws and regulations and improve human resource management outsourcing industry; the establishment of industry associations and industry self-regulatory mechanism; to establish a reputation in the market mechanism; the implementation of their professional qualifying examination...