基于核心竞争力提升的人力资源管理外包决策及其评价体系  

A STUDY ON THE COMPETITIVENESS IMPROVEMENT OF HUMAN RESOURCES OUTSOURCING DECISION-MAKING AND EVALUATION:TAKING AN EXAMPLE OF COMPANY A

作　　者：郑兴山[1] 赵晓琪[1] 刘益[1] 

机构地区：[1]上海交通大学安泰经济与管理学院,上海200052

出　　处：《上海管理科学》2015年第2期23-29,共7页Shanghai Management Science

基　　金："长江学者和创新团队发展计划"资助(项目编号:IRT13030;项目负责人刘益)

摘　　要：随着市场环境的不断变化,低效的传统人力资源管理模式已经不能满足企业日益增长的追求核心竞争力提升的需求。为了提高管理效率、降低管理成本、提升人力资源管理的战略价值,越来越多的企业选择进行人力资源管理外包。人力资源管理是一个包括多个职能、多个管理项目的复杂系统。面对众多的管理项目,如何选择应该进行人力资源管理外包的项目并确定外包项目的优先顺序,这是保证人力资源管理外包决策成功的重要问题。本文在对人力资源管理外包的基础理论进行回顾和总结后,探讨了如何运用熵值组合赋权模型和灰色关联度分析判别模型相结合的方法进行人力资源管理外包项目的选择和排序,并结合某A公司的人力资源管理外包决策进行了应用分析。Facing the changing market environment, inefficient traditional human resource management models have been unable to meet growing demands of enterprises that are constantly pursuing the improvement on the core competitiveness. In order to improve management efficiency, reduce management costs and enhance the strategic value of human resources management, more and more companies are choosing to outsource human resource management. Human resource management is a complex system that comprises a plurality of functions and projects. Facing of numerous management projects, questions like how to choose projects that should be outsourced and how to determine priorities have become the major concerns on a human resource management outsourcing decision-making. In this paper, on the basis of human resource management outsourcing theories, we discussed how to use the combination of multi empowerment model and grey relational analysis model to select and rank human resource management outsourcing projects. Also, the human resource management outsourcing decisions was empirically analyzed with a case of A Company.

关 键 词：竞争力 人力资源管理外包 熵值组合赋权 灰色关联分析 

分 类 号：C939[经济管理—管理学]