Connotation and extension of human resource management outsourcing

Simply put, human resource management outsourcing means that the company entrusts a third-party human resource management outsourcing service agency to handle part of the company's human resources work on its behalf. Due to the differences in company scale, human resource demand and long-term strategic planning, the actual development degree of human resource outsourcing varies greatly among companies. For enterprises in the Asia-Pacific region, the outsourcing management of human resources functions is mainly to reduce costs and focus on core competitiveness.

The practice of many companies shows that outsourcing business needs to follow a principle to serve the company's business to the maximum extent: the company's core business, that is, matters related to corporate culture construction, institutional setup and core decision-making, cannot be outsourced; As long as it is routine transactional work, it can be outsourced.

This provides a considerable expansion space for human resource outsourcing. Human resource management involves many contents and complicated processes. If an enterprise asks a consulting company to evaluate its professional skills and capabilities and redesign the whole content of human resource management, this is the concept of "big outsourcing". Generally speaking, it is divided into five parts: staffing, training and development, salary and welfare, performance appraisal, enterprise structure and post setting.

Usually, after completing the design of many human resource management systems, enterprises still need to hire professional outsourcing companies to carry out daily tedious operations and management, such as salary and welfare management, salary and welfare data collection, ability evaluation, personnel training and development, etc. This is the general concept of "small outsourcing".

In this way, the enterprise will outsource some repetitive, tedious and transactional work, such as skills training, high-level talent recruitment, social welfare management and so on, to professional institutions, while other functions involving enterprise secrets will still be managed by the HR department within the enterprise. The internal and external division of labor is clear and reasonable, and there is no possibility of "unemployment of human resources workers".