1 加第三章理论部分5000字
2.第五章用实证研究代替案例，我写的是案例 不对 要用实证分析替换
我国企业人力资源外包风险评估与控制策略研究
摘 要
我国企业的人力资源管理外包的发展历史还很短，由于我国的市场环境和西方国家相比有着很大的差异，这也就意味着，我国企业的人力资源管理外包的发展模式会不同于西方发达国家的模式。但是在经济全球化发展的今天，不同国家和地区间的经济往来日益频繁，学习别人先进的管理经验是我国企业目前提高和完善企业经营管理模式的在一种主要手段。本文通过对比中国和美国市场上企业人力资源管理外包的发展状态，找出了我国企业在人力资源管理外包中存在的问题和差异，为我国企业未来的人力资源管理外包的发展，提出了一些具有实践参考价值的意见和建议。
本文的研究按照“人力资源外包风险现状、提出问题，分析问题，处理问题”的过程组织结构，首先重点分析了当前企业人力资源外包业务的现状和取得的业绩，其次介绍了当前企业在取得成绩的同时，还存在的显著问题，并且分析存在这些问题的深层原因，接着借助定量与定性方法对企业实施人力资源外包业务的整个流程中风险和影响因素进行建模分析，最后给出了解决企业人力资源外包业务风险问题的合理化对策，这样做能够帮助我国人力资源外包服务企业和机构规避和应对各种风险。
关键词：人力资源外包，建模分析，风险博弈，对策研究
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ENTERPRISEHUMANRESOURCESOUTSOURCING RISKASSESSMENTANDCONTROLSTRATEGYRESEARCH
ABSTRACT
The history of the development of the company's human resource management outsourcing is still very short， because our country has a very different market environment compared to western countries， which means that the development model of the company's human resource management outsourcing will be different from the West patterns in developed countries. However， in today's economic globalizationprocess， the economic exchanges among different countries and regions have become increasingly frequent， learning advanced management experience from others is currently a major resort to enhance and improve business management model in China's enterprises. This paper compares the development of the state on the Chinese and American markets human resource management outsourcing， identify the problems and differences in human resource management outsourcing existing in Chinese enterprises for the future development of our human resource management outsourcing， and this paper has made a number of practical reference valuable comments and suggestions.
This study in accordance with the organizational process of \resources outsourcing risk， questions rising， problems analyzing， problem solving\， first this paper analyzes the current status quo of human resource outsourcing and performance achieved， followed by the introduction of the current enterprise achievements at the same time， and the existing significant problem， and then analyzes the underlying causes of these problems by means of quantitative and qualitative methods for enterprises to implement the entire process of human resources outsourcing and risk factors for modeling analysis. Finally， to solve rationalization measures of business HR outsourcing risks， which could help our human resources outsourcing companies and organizations to avoid and deal with various risks.
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KEY WORDS：human resources outside, modeling and analysis, Risk Game.
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目 录
第一章绪论 ........................................................................................................................... 1
1.1研究背景和意义.......................................................................................................................... 1
1.1.1研究背景........................................................................................................................... 1 1.1.2研究意义........................................................................................................................... 2 1.2国内外研究现状.......................................................................................................................... 3
1.2.1人力资源管理外包的研究 ............................................................................................... 3 1.2.2人力资源管理外包中的风险研究 ................................................................................... 4 1.3研究方法、内容及技术路线 ...................................................................................................... 5
1.3.1研究方法........................................................................................................................... 5 1.3.2研究的主要内容 ............................................................................................................... 6
第二章我国人力资源外包发展现状及存在问题 ............................................................... 7
2.1我国人力资源外包的发展现状 .................................................................................................. 7 2.2 我国企业人力资源外包调查数据分析 ..................................................................................... 9
2.2.1样本调查背景 ................................................................................................................... 9 2.2.2样本容量........................................................................................................................... 9 2.2.3企业人力资源管理调查 ................................................................................................. 10 2.2.4企业人力资源外包情况调查 ......................................................................................... 16 2.2.5其他相关数据 ................................................................................................................. 20 2.3我国人力资源外包问题分析 .................................................................................................... 20
第三章人力资源外包相关理论及风险研究 ..................................................................... 23
3.1 人力资源外包相关理论 ........................................................................................................... 23
3.1.1人力资源外包的内涵 ..................................................................................................... 23 3.1.2人力资源的外包和企业的发展战略 ............................................................................. 25 3.1.4人力资源外包与战略性人力资源管理 ......................................................................... 28 3.2人力资源外包中的风险 ............................................................................................................ 30
3.2.1 风险 ............................................................................................................................... 30 3.2.2人力资源外包风险分类 ................................................................................................. 31 3.2.3人力资源外包风险的驱动因素 ..................................................................................... 33
第四章人力资源外包风险定性与定量建模评估 ............................................................. 38
4.1 人力资源管理外包风险细分 ................................................................................................... 38
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