The Study of Value Creation Model of Human Resource Outsourcing

• Main Authors: Meng-fan Wu, 吳孟範
• Other Authors: none
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/22629172433787014465

碩士 === 國立臺灣科技大學 === 管理研究所 === 98 === The term “ outsourcing “ has been attracting highly attention under the global trend for the past decade years within the academic circles and industries. To all of the enterprises, it is very important of organization design how to upgrade whose own capabilities and skills to provide customers more valuable service. Resource- based View ( R.B.V.) , Transaction Cost (T.C.) , Agency Theory , Social Exchange Theory, and Institution Theory were the most popular theories have been reviewing for outsourcing strategy. The study also provided the view of supplier through Economies of Scale and The Principle of Comparative Advantage to explain how supplier provides their internal resources to help clients to achieve business goal of HR division. This study adopts qualitative research to interview with MNC who has resourced HR functions to outside supplier and brand name HR outsource provider of Taiwan and Hong-Kong Branch to understand the individual field and market represent. It does discuss several issues related to HR outsourcing which are included the decision factors of company outsource their HR function, which function needs to be outsourced, how to choose the appropriate service provider, the reasons to cause the gap between demander and supplier, and also want to find the way to solve the gaps. This study has inference the value creation model of human resource outsourcing and found four mail reasons to cause the gap between demander and service provider are included the demander side and supplier side can not communicate well, the demander side has internal conflict or communication issue between management level and HR department, supplier is not professional in the field, and information asymmetry. In another side, this study find the way to solve the gaps. The solutions are to build formal and informal communication channel between demander and supplier and supplier side can hire professional staff with deep industry domain know-how to solve the main gap caused.