中小企业人力资源管理外包风险及防范讨论摘 要中国自入世后,市场竞争更加激烈，中小企业的经营环境更加复杂，这就要求中小企业必须尽快提高自身实力并拥有核心竞争优势,以占有、保持和扩大自己产品的市场份额。由于人力资源管理是企业管理中必备的、重要的职能；也是管理成本大、重复程度高的工作.于是，通过企业内外部资源的整合,出现一种新型的人力资源管理模式—人力资源管理外包，这种模式对提高企业经济效益和竞争能力都具有深远的影响。然而，随着人力资源管理外包的进展，其运行过程中出现的问题也越来越多，主要表现在运作程序不法律规范，缺乏科学的人力资源管理外包决策方法,缺乏人力资源管理外包激励机制与风险防范措施等。文章介绍了关于人力资源管理外包的国内外讨论综述,人力资源管理外包的相关理论。同时，在中小企业人力资源管理现状分析的基础之上，根据人力资源管理外包理论和我国中小企业的特性，提出了中小企业在人力资源管理外包中存在的风险;然后,针对性地提出其在人力资源管理外包过程中应对风险所需的措施.关键字：中小企业；人力资源管理；外包风险；风险防范ABSTRACTAfter joining into the WTO， the market competition is becoming more and more drastic. The complex and changeable environment of a competition so as to obtain and keep and the expand the market share。 As the human resource management which costs much and needs to be done repeated is the necessary and crucial function ， a new mode of human resource management-human resource management outsourcing has great significance to improve an enterprise’s competition.On the basis of the theory of HRMO and the analysis of the status of HRM in our country’s small and medium-sized enterprises, this article demonstrates the necessity and the feasibility of HRMO in small and medium—sized enterprises ， and analysis the difference of HRMO between small and medium-sized enterprises ， and large enterprises. According to the theory of HRMO and the characteristic of the small and medium—sized enterprises, the article proposes im...
