人力资源管理和外包

Human Resource Management (HRM) is a very important work for a company. At first this work is very simple and easy to complete, but along with the development of the society and economy, it becomes more and more professional and complex. Outsourcing HRM may be a good choice. Outsource of HRM brings many benefits for companies: cost-reduction; improving capability of production; lessen the borne of HR people. Since outsourced is always someone who is professional at the respect of HRM, they can deal with HRM more effective and professional. This article aims at to state the most possible outsourced functions of HRM and its effects through four examples of companies.Example 1:British Group, a UK leading provider of telecommunications, with British Telecom as its former body, serves around 21 million customers in the world. It is a big company with a large number of employees so it is complex for human resource management. The quantity of in-house HRs became bigger and it is costly and time-consuming for the company. The current culture in the company prevent the employees from sharing their knowledge, skills with each other, which is unfavorable for innovation and customer service, the current culture also caused losses of knowledge and decreased productivity or performance. Above situations affected the development and profits of the company1.In order to catch the pace of changing environment, keep progress and increase the value of the company for its shareholders, British Group outsourced part of its transactional HRM functions: from functions of recruitment, training for new fishes, HR business partner, employment data, records and payroll, call center and so on. At first the company outsourced the HRM functions in ASP but subsequently turned to BPO. Besides for reduction of costs and proving productive capacity, there was a important task: to promote the HR employee to focus on strategies of operation of the company and the company’s core businesses. All of these aim at improving capability of competition of the company and gain shares in relevant market. The British Group had sent 1000 of its HRs to a joint venture. The outsourced create a set of solutions which covered the whole proceeding of human resource management but the British Group held the basic functions of HRM, such as strategies, development of the company, basic policies and so on. Through outsourcing its HRM functions, both affairs regarding HRM and number of HR is reduced, thus saved money for the company; besides, the company would have paid more attention to its core business. The case illustrated that implementation of a new model of HRM in a company may be obstructed by employees and employees may lessen trust to the company. On the other hand, new model of HRM may create a new organizational culture. In order to achieve the best result, it is important to reform both the hard system and the soft system by outsourcing HRM functions2.Example 2:Liberty Wines is a small company. In 2009, along with the development of the company, the1Allen, Colin, (2009) ‘HR outsourcing: BT case study’2Accenture (2004) “Accenture HR Services: Client success story: BT”, Accenture, available at URL: http:// number of employees of Liberty Wines grew to 65. Human resources management at respect of payroll was becoming consuming more time as well as becoming complex. Besides, there was no department solely to deal with HRM, HRM was split and done by a number of people in addition to their main duties. The situation made HRM ineffective and fruitless.Therefore the company decided to outsource its human resource management to a professional expertise who was good at this respect. Liberty Wines took a long time to consider which outsourced should be chosen and finally sign an agreement of HRM outsource with plusHR. A special HR outsourcing package was chosen to deal with its daily human resource affairs, meanwhile affairs regarding payroll was fully managed.As a result, employees who engaged in human resource management were released from daily affairs, they had more time to focus their attention on the core business of the company; the outsourced parts and functions of HRM were effectively and sufficiently dealt: payrolls were quickly identified, calculated and paid; all questions and information regarding HRM were accurately answered and obtained without any delay; recruitment was operated timely when the company needed employees, employment contracts were issued; HRM affairs can be easily done on line (some affairs regarding to HRM, such as leaves, timesheets of working and so on, can be completed by employees themselves, while HR managers are able to deal with HRM on line, such as employees information, employment contract and so on); payroll was wholly outsourced and they were paid rapidly.Example 3:Sony is a big multinational company engaging in the produce of electronics. It has 14000 employees in America. It HR managers were spread in 7 different places. Although Sony had developed software to help it to manage HR affairs, it still chase for the best effect of HR management. However, the situation of application of relevant software and disposition of instruments was not so satisfactory. Sony decided to outsource its HRM to transfer its HR functions.The contractor thought that the reform meant a big change to the HRM system which had implemented in Sony for years. The contents included but not limited to the adoption of new technology, improving quality of human resources, simplifying regulations for HRM and changing the daily arrangement of the HR department and further enlarge the achievement of the company. In the new style of cooperation the contractor provided resolution of management and host machine, managing the contents and provided comprehensive customer service center, support of data management and background software service. The outsourcer had fixed the running scheme, enables employees and managers to rapidly and conveniently complete their works, reduced costs and met changeable demands of businesses.After HRM was outsourced, achievements were obtained. The HR department had reduced by around 15 percent of annual costs, when came the fifth year, the annual costs may be reduced averagely by 40 percent. The HRM outsource helped to enlarge economic benefits and reduce costs.Example 4:Procter & Gamble is a large company producing washing products. Along with its development of business, its HR department became larger and spread in the world, which made themanagement of human resource harder, insufficient and ineffective.In 2003 September, Procter & Gamble signed a contract of HRM Outsource with term of 10 years with IBM. The contract of outsource valued at 500 million dollars. 800 employees of HR department from the all of the world of Procter & Gamble joined IBM, provided services of human resources to worldwide employees of Procter & Gamble with original employees of IBM: salaries management; subsidies management; plan for compensation; emigration to foreign countries and relevant service of settlement. IBM also provided management of various kinds of fees, expenses for transportation, and management data of human resources and so on. Besides, IBM made fully utilization of worldwide network of Procter & Gamble and provided corresponding services of development and management.From the outsourcing of human resources management, Procter & Gamble fully integrated their originals sources and made fully utilization of them.ReferenceAllen, Colin, (2009) ‘HR outsourcing: BT case study’ p. 1(10)Accenture (2004) “Accenture HR Services: Client success story: BT”, Accenture, available at URL: http:// Adler P.S. (2003) “Making the HR outsourcing decision”, MIT Sloan Management Review, Autumn, 45, 1, 53-60.Armstrong, M. (2003) A Handbook of Human Resource Management Practice, 9th Edn., Kogan PageBarney J. B. & Wright P. M. (1998) “On becoming a strategic partner: the role of human resource management in gaining com petitive advantage”, Human Resource management, vol. 37, iss. 1; pp.31 – 47Bates S. (2003) “Report: HR Outsourcing Will Explode”, HR Magazine; Dec, Vol. 48, Iss. 12, p38Burnes B. (2000) Managing change : a strategic approach to organisational dynamics. , 3rd edn. , Harlow : Financial Times Prentice HallChaffey D. (2002) E-business and e-commerce management : strategy, implementation and practice, Harlow : Financial Times Prentice HallGunsauley C. (2002) “Employers embrace multiservice HR outsourcing”, Employee Benefit News, 15/06, Vol. 16 Iss. 8, pp. 17-18, 2pPlusHR, ‘HR Outsourcing for Small Companies – Case Study: Liberty Wines’ p. 1(2)。