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Dissertations / Theses on the topic 'Outsourcing the human resource function'

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Published: 8 September 2021

Last updated: 29 July 2025

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1

Lewis, Alison Jacqueline. "Human resource outsourcing and the HR function : opportunity or threat?" Thesis, University of Leeds, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.574518.

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Outsourcing is a growing phenomenon and the human resource (HR) function is not immune to its tentacle reach. HR outsourcing is driven by a continual push for those working within the HR function to prove their worth and demonstrate their added- value. Proponents of outsourcing HR provision believe it enables the HR function to focus on delivery improvement, enhancing its role within the business and increasing the credibility of the HR function overall. This thesis tests these assumptions. Through a survey of 315 respondents, semi-structured interviews and access to three case study organisat

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2

Ostrowski, Romuald, and n/a. "Outsourcing the human resource development function in the Australian Public Service." University of Canberra. Professional & Community Education, 1999. http://erl.canberra.edu.au./public/adt-AUC20060823.170859.

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The Howard Government has made public its agenda to significantly reform the Australian Public Service (APS). It has presented its vision for a highly efficient APS which is globally competitive by being customer focused, and by benchmarking best practice in organisation management. Outsourcing of a range of internal functions is but one of the strategies Commonwealth agency Chief Executive Officers are applying or considering to apply in achieving the Government's vision for a reformed APS. When examining functions to be outsourced within Commonwealth agencies it seems that many senior manage

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3

Szierbowski-Seibel, Klaas [Verfasser]. "The development of the human resource function towards a strategic role - four essays in human resource management focusing on strategic human resource management involvement, human resource outsourcing and human resources mangement and the relationship with organizational performance / Klaas Szierbowski-Seibel." Paderborn : Universitätsbibliothek, 2019. http://d-nb.info/1186785934/34.

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4

Duran, Ximena. "Outsourcing the human resources function, an exploratory study of the Canadian high-technology sector." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ32415.pdf.

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5

Reed, Kevin E. "How Outsourcing Influences the Human Resource Functions in the Federal Government| An Exploratory Multiple Case Study." Thesis, Northcentral University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10974137.

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<p> Outsourcing provides organizations the opportunity for cost-saving and increased opportunities to build a competitive advantage, while better utilizing limited resources and focusing efforts on their strategic goals. There was a risk associated with deciding to outsource human resources (HR) functions in the federal government, which can influence management’s ability to make informed decisions and affect an organization’s effectiveness. Social groups inside an organization can influence knowledge, innovation, and productivity. Research has shown nothing emerges from a social

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6

Starfield, Marc. "Human resource business process outsourcing." Diss., University of Pretoria, 2006. http://hdl.handle.net/2263/23687.

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This research was undertaken to explore the potential application of Human Resource (HR) Business Process Outsourcing (BPO) as an appropriate service delivery mechanism. The investigation included the identification of the primary internal drivers and external factors affecting HR departments, to craft the framework within which to consider HR BPO. Then the processes that could be delivered by HR BPO were identified. The study concluded with the identification of the critical success factors for implementing HR BPO and the expected benefits. The research was conducted by means of 26 in-depth,

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7

Bullock, Michael L. "Successful Human Resource Outsourcing Strategies." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6181.

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Human resource outsourcing (HRO) is a strategic choice that managers implement because of a variety of anticipated benefits. The purpose of this qualitative case study was to identify HRO strategies managers used to reduce operating costs while maintaining human resource (HR) effectiveness. Data were collected from semistructured interviews using open-ended questions and a review of company documents. Study participants represented 3 midwestern firms with 50 or more employees. The participants drawn from the population consisted of a minimum of 2 participants per organization who had increased

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8

Loan, Richard W. "Outsourcing: short term costs and human resource issues." Monterey, California. Naval Postgraduate School, 1997. http://hdl.handle.net/10945/8795.

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Approved for public release; distribution is unlimited<br>OMB Circular A-76 provides guidance for estimating the cost of commercial activities that are candidates for outsourcing. The benefits of outsourcing these activities are greater efficiency, better service, and reduced costs. However, outsourcing has experienced very lifetime success. This is in large part due to DOD's reluctance to rely on inorganic assets, resistance from Congress and the executive branch, public-employee union's criticism, improper incentives for Base Commanders, prohibitive short term costs and the cumbersome A-76 r

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9

Woolcock, Peter Howard. "IS/IT competences under outsourcing." Thesis, Henley Business School, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.480899.

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10

Benfatto, Maria Chiara. "Human Resource Information Systems and the performance of the Human Resource Function." Doctoral thesis, Luiss Guido Carli, 2010. http://hdl.handle.net/11385/200739.

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Historical overview – From transactional HR to Strategic HR. Benefits and Drawbacks. Empirical studies in HRIS. Elements of current technology in HRM. Trends in the HR technology. Impact of the HR integrated model. HR specialist systems in the back-office. Self-Service and Shared Service Systems. The integrated management of HRIS. Research Model. Rational and Design.

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11

Pace, Kevin K. "Outsourcing human resource competencies| A quantitative study of their influence on operational performance." Thesis, Capella University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10113229.

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<p> The current quantitative study used statistical analysis to determine if a significant relationship existed between outsourced human resource core and non-core competencies (predictor variables) and firm performance (criterion variable). A random sample of 153 human resource professionals were selected from the targeted population of 351 personnel. Cronbach’s alpha reliability statistics were presented for the scales. Spearman rho correlation coefficient tests were conducted to address two research questions. Spearman’s rho indicated a significant association existed betwee

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12

Sriwongwanna, Jaturong. "Understanding the Impact of Outsourcing Human Resource Activities on Employee Attitudes and Behaviours." Thesis, Sriwongwanna, Jaturong (2009) Understanding the Impact of Outsourcing Human Resource Activities on Employee Attitudes and Behaviours. Professional Doctorate thesis, Murdoch University, 2009. https://researchrepository.murdoch.edu.au/id/eprint/2970/.

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This research thesis seeks to identify what factors impact the decision to outsource HR activities, identify what factors affect employee attitudes regarding the outsourcing decision, and discuss how these attitudes impact organisational outcomes. This research thesis employed a modified Delphi technique to assess the impact of outsourcing decisions. Twenty participants, including Managing Directors (MD), Managers, and Human Resource (HR) employees, representing five organisations that either outsource some or the majority of HR related activities or are providers of HR outsourcing services w

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13

Gustavsson, Mikael, and Oscar Lundström. "Strategier vid rekrytering av nyckelroller inom små- och medelstora företag." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-17186.

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Bakgrund: Små- och medelstora företag (SME) är motorn inom den europeiska ekonomin och står idag för 9 av 10 företag. SME är beroende av att deras nyckelroller innehavs av kompetent personal så att företaget kan fortsätta att utvecklas. För att lyckas rekrytera personer med den behövda kompetensen krävs det att företaget använder sig av olika strategier. En interaktion mellan HR och marknadsföring kan leda till en implementering av framgångsrika strategier kring anställning av en nyckelroll till SME. Syfte: Syftet med arbetet är att undersöka hur små- och medelstora företag går tillväga kring

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14

Ritson, Neil Henry. "Strategy, flexibility and human resource management : a study of the outsourcing of maintenance in UK petrochemicals." Thesis, University of Central Lancashire, 2008. http://clok.uclan.ac.uk/7648/.

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The thesis develops themes around eight published works and as such the thesis encompasses a coherent caucus of work within the petrochemicals industry in the UK. The thesis provides evidence which confirms the widespread use of a strategy of flexibility but challenges the conception of strategy as a deliberate formal plan, and the rational economism of Transaction Cost Economics. It also casts doubt on the existence of distinct strategic levels. The multinationals in the industry have been exposed as not using a sophisticated rationale to underpin their strategy, relying instead on institutio

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15

Rich, Tyrone. "The personnel function in the Colleges of Further Education." Thesis, University of South Wales, 1989. https://pure.southwales.ac.uk/en/studentthesis/the-personnel-function-in-the-colleges-of-further-education(6d52e7b3-4c2e-4c34-9958-3d2afd1d6b8c).html.

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The thesis examines the evolution of the approach to staff management in colleges of further education, and the implications of current pressures upon them for the further development of this management function. It recognizes that the traditional approach to the management of staff is based upon the presumption that staff have only to be recruited and selected to ensure that effective management occurs. This approach underplays the importance of personnel management in a labour intensive industry. It seeks to establish the likely directions of future development of the staff management functi

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16

Masinovic, Dinka. "Recruitment process outsourcing and organisational culture, connecting the dots." Thesis, Högskolan Kristianstad, Sektionen för Hälsa och Samhälle, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-7331.

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Outsourcing has been around for over twenty years and is still growing, while outsourcing of recruitment is a relatively new phenomenon. Organisations outsource primarily because of the cost benefit and time saving, since there are also several reasons to outsource, there are also several types of outsourcing. Business process outsourcing is when an organisation outsources a whole business process such as Human Resources, which Recruitment Process Outsourcing is a part of. Recruitment Process Outsourcing is a process used to increase organisation‟s efficiency through managerial time saving, mo

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17

Moravcová, Hana. "HR Outsourcing - využití na současném trhu práce (případ středně velké společnosti)." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-76462.

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This master thesis discusses the possibilities of outsourcing (in Czech also displacement of activities) in a human resources area, it also considers its forms and applications in companies. The main goal is to determine whether and to what extent HR outsourcing is worth to be implemented into small to medium sized companies and what steps are needed to be done to benefit from HR outsourcing. The work is divided into two parts. The first part is based on theoretical foundations. It contains a summary of general information regarding HR outsourcing and its types. It defines advantages and disad

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Van, Heerden Jeanne-Marie. "The impact of the implementation of E-HRM on the human resource management function." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1021239.

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The purpose of the research was to improve the use of electronic human resource management in South African businesses by investigating that there is a positive impact when implementing e-HRM on the human resource management function. The research was carried out within a South African business, whose parent business concern is based overseas and has branches operating within South Africa The research was significant as it shaped the researcher’s concern as to whether electronic human resource would be beneficial to a South African business if the business superiors decide to implement e-HRM w

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19

Dass, Ted K. "Human resource processes and the role of the human resources function during mergers and acquisitions in the electricity industry." Cincinnati, Ohio : University of Cincinnati, 2008. http://rave.ohiolink.edu/etdc/view.cgi?acc_num=ucin1227303612.

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Thesis (Ph.D.)--University of Cincinnati, 2008.<br>Advisor: Ralph Katerberg PhD (Committee Chair), Paula Dubeck PhD (Committee Member), Gail Fairhurst PhD (Committee Member), Joseph Gallo PhD (Committee Member), Suzanne Masterson PhD (Committee Member), Philip Way PhD (Committee Member). Title from electronic thesis title page (viewed Jan. 17, 2009). Keywords: mergers and acquisitions; HR; HR processes; case study; HR function. Includes abstract. Includes bibliographical references.

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20

Grbic, Tea, and Sofia Helling. "Outsourcing av marknadsföringsfunktionen : en fallstudie om varför tjänsteföretag outsourcar och hur det påverkar verksamheten." Thesis, Högskolan i Borås, Institutionen Handels- och IT-högskolan, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-17165.

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En ökad tillväxt inom tjänstesektorn och företagens strävan efter att bli mer konkurrenskraftiga har bidragit till högre användning av ett betydelsefullt verktyg i affärsvärlden: outsourcing. Outsourcing gör det möjligt för företag att köpa in tjänster som saknas internt. Genom att ingå i ett samarbete tillsammans med externa leverantörer kan företaget, genom att köpa externa aktiviteter, stärka delar av sin verksamhet som tidigare varit bristfälliga. Dagens samhälle präglas av företag som ständigt strävar efter att höja sin effektivisering och minska sina kostnader. Det har i sin tur medfört

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21

Schlingemann, Thomas. "The management of human resources on cruise ships : the realities of the roles and relations of the HR function." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/the-management-of-human-resources-on-cruise-ships-the-realities-of-the-roles-and-relations-of-the-hr-function(0c1fdbb9-de5d-4234-9398-7298b7806404).html.

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This thesis aims to contribute to a deeper understanding of human resource management (HRM) within cruise ship organizations. The cruise ship industry is one of the fastest developing sectors within the tourism industry. Therefore, it should come as little surprise that the demand for seafaring human resources has also grown. Assuming that effective management of crew members is key to the effective operation of cruise ships, the specifics and challenges for HRM in this particular organisational context are identified and analysed as well as the realities of the roles and relations of the ship

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22

Mafi, Shirine L. "Testing the appropriateness of the gap service-management model to the human resource development function in organizations." The Ohio State University, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=osu1248456037.

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23

Sá, Catarina Silva Pinto de. "A gestão de talento dos consultores em outsourcing : o caso da KCS iT." Master's thesis, Instituto Superior de Economia e Gestão, 2015. http://hdl.handle.net/10400.5/10682.

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Mestrado em Gestão de Recursos Humanos<br>Com o objectivo de consolidar e praticar os conhecimentos assimilados ao longo da parte curricular do mestrado em Gestão de Recursos Humanos, optei pela realização de um estágio como Trabalho Final de Mestrado. Surgiu, assim, a oportunidade de estagiar no Departamento de Recursos Humanos de uma consultora prestadora de serviços no sector das Tecnologias de Informação, chamada KCS iT. Este estágio focou-se nas práticas relacionadas com a Gestão de Talentos da consultora, havendo um enfoque substancial no acompanhamento dos consultores. No que respeit

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Miranda, Ana Lúcia Costa. "Recrutamento e seleção na Adecco." Master's thesis, Instituto Superior de Economia e Gestão, 2017. http://hdl.handle.net/10400.5/14293.

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Mestrado em Gestão de Recursos Humanos<br>Nos últimos anos, as organizações têm vindo a optar pelo outsourcing de algumas das suas atividades. Por este motivo, tem aumentado o número de empresas que oferecem este tipo de serviços. O outsourcing de recursos humanos também tem evoluído e são diversas as atividades que são alvo de outsourcing, nomeadamente o Recrutamento & Seleção. O tema deste Trabalho Final de Mestrado recai sobre o Recrutamento & Seleção na Adecco, mais precisamente na unidade de Outsourcing - Industrial & Logística. Este tem como principal objetivo apresentar as atividades q

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Pflügler, Christoph [Verfasser], Helmut [Akademischer Betreuer] Krcmar, Helmut [Gutachter] Krcmar, and Jason Bennett [Gutachter] Thatcher. "The Project Success of IT Outsourcing Vendors – The Influence of IT Human Resource Management and of the Governance Structure / Christoph Pflügler ; Gutachter: Helmut Krcmar, Jason Bennett Thatcher ; Betreuer: Helmut Krcmar." München : Universitätsbibliothek der TU München, 2020. http://d-nb.info/1220319724/34.

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Pires, Tiago Alexandre Taniças. "O compromisso organizacional como o grande desafio da gestão estratégica de recursos humanos : O caso dos projectos de outsourcing da IBM Portugal." Master's thesis, Universidade de Évora, 2010. http://hdl.handle.net/10174/19233.

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Num contexto empresarial globalizado, a gestão de recursos humanos assume importância crescente. A valorização do capital humano e a preocupação com o compromisso e produtividade das pessoas revelam-se imperativos para a gestão de recursos humanos na contemporaneidade. As políticas e práticas de recursos humanos revelam-se a forma mais eficaz de comprometer as pessoas e, consequentemente, melhorar a performance organizacional. Este trabalho final de mestrado resultou de um estágio realizado num agrupamento complementar de empresa da IBM. Além das actividades desenvolvidas em contexto organizac

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27

Elbe, Jeanette, and Ludvig Eriksson. "Ekonomifunktionens roll för beslutsfattarna : Intern eller extern funktion i förhållande till organisationen?" Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-74956.

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Examensarbete, Civilekonomprogrammet, Ekonomihögskolan vid Linnéuniversitetet, Företagsekonomi, 4FE17E, VT-2018. Författare: Jeanette Elbe och Ludvig Eriksson Handledare: Andreas Jansson Examinator: Karin Jonnergård Titel: Ekonomifunktionens roll för beslutsfattarna - Intern eller extern funktion i förhållande till organisationen? Sökord: Outsourcing, Ekonomisk administration, Kostnadslogiken, Strategiska logiken, Transaction Cost Economics, TCE, Resource-based View, RBV, Ekonomifunktionens roll Bakgrund: Att betala en extern part för att utföra bolagets ekonomiska administration är ett v

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Wallace, Bethany F. "Coyote Spatial and Temporal Use of Recreational Parklands as a Function of Human Activity within the Cuyahoga Valley, Ohio." University of Akron / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=akron1374515496.

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Jabbour, Charbel José Chiappetta. "Contribuições da gestão de recursos humanos para a evolução da gestão ambiental empresarial: survey e estudo de múltiplos casos." Universidade de São Paulo, 2007. http://www.teses.usp.br/teses/disponiveis/18/18140/tde-24032008-092832/.

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O propósito desta tese é analisar as contribuições da gestão de recursos humanos ao longo dos estágios evolutivos da gestão ambiental empresarial. Para tanto, realizou-se uma fundamentação teórica sobre a evolução da gestão ambiental nas empresas e sobre como as principais dimensões funcionais e competitivas da gestão de recursos humanos podem contribuir com os objetivos de gestão ambiental. Esta fundamentação teórica apoiou o desenvolvimento de uma triangulação da pesquisa empírica, pautada em duas fases complementares. Na primeira delas, dados foram coletados junto a 94 empresas possuidoras

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Lindberg, Mikael, and Ingrid Nielsen. "Det ligger nog i deras arbete att vara problemlösare : En kvalitativ fallstudie om HR-funktionens image och identitet ur ett intraorganisatoriskt perspektiv." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-37029.

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Introduction: HR departments have been developed to take care of the organizations most important resource: the human being. HR as a function has however faced criticism claiming that the function does not entail any value to organizations. The rest of the organization often have a hard time understanding what HR’s daily work means and thereof not having a clear image of the function’s purpose or the function’s role in the organization Aim: The purpose of this study is to describe the relationship between the organization's view of the HR department (image) and the HR department's image of t

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Romano, Luís Filipe Rodrigues. "A descrição e análise de funções: o caso da polícia marítima." Master's thesis, Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais, 2018. http://hdl.handle.net/10400.26/25503.

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Estudo de investigação do Mestrado em Gestão Estratégica de Recursos Humanos<br>O presente projecto surge com o propósito de estudar as funções de um grupo especial da Polícia Marítima, com o propósito de construir a Descrição e Análise de Funções Assim, o projecto desenvolveu-se a partir das perspectivas teóricas desenvolvidas acerca deste tema. Em termos metodológicos, para além da análise documental, foi utilizada outra técnica de recolha de dados, a entrevista, tendo-se recorrido no tratamento de dados à análise de conteúdo. Foram realizadas 8 entrevistas, referentes a 6 funções distinta

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Sampaio, Catarina Gil Ferreira. "Conhecer, compreender e explorar a consultoria de recursos humanos : O caso da SDO." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/11927.

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Mestrado em Gestão de Recursos Humanos<br>Com o objetivo de consolidar e de aplicar os conhecimentos adquiridos ao longo da parte curricular do Mestrado em Gestão de Recursos Humanos (GRH), optei pela realização de um relatório de estágio como Trabalho Final de Mestrado. Surgiu, assim, a oportunidade de estagiar como Consultora Júnior na SDO Consultoria, uma empresa prestadora de serviços na área da Consultoria de GRH. Este estágio possibilitou-me a aquisição e o desenvolvimento de competências alocadas a diversas vertentes da GRH, nomeadamente nas áreas da Formação, da Seleção e Integração d

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Costinha, Filipe Samico. "Entender o comprometimento organizacional hoje : envolvimento da função, perceção do suporte organizacional, satisfação com as recompensas." Master's thesis, Instituto Superior de Economia e Gestão, 2013. http://hdl.handle.net/10400.5/6428.

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Mestrado em Gestão de Recursos Humanos<br>O tipo de comprometimento organizacional (CO) existente entre os colaboradores de uma organização tem reflexos importantes na vida organizacional. Por isso, a gestão de recursos humanos em colaboração com a gestão de topo deve promover políticas de recompensas (SR) concordantes com o comprometimento organizacional dos colaboradores, como também deve, alterar formas de trabalho ou funções (EF) e intervir no desenhar de estratégias mais adequadas de comunicação de suporte organizacional (PSO) entre as chefias e os seus subordinados. Assim, a presente

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Magalhães, Ana Patrícia Pereira. "A perceção dos atores organizacionais sobre a importância da função Gestão de Recursos Humanos: estudo qualitativo em duas empresas." Master's thesis, 2016. http://hdl.handle.net/1822/42787.

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Dissertação de mestrado em Gestão de Recursos Humanos<br>O presente estudo pretende explorar a visão crítica de vários atores organizacionais sobre o departamento de Gestão de Recursos Humanos O ser humano é visto como o recurso mais importante numa empresa - apesar de nem sempre ser tratado como tal - pois é a partir deste que são colocadas em prática ações estratégicas e operacionais que levam ao objetivo de obter lucros e maximizar o capital (Carvalheiro, 2011). Todavia, coloca-se a questão: terão os recursos humanos de uma empresa essa perceção? E o que pensam da Função Gestão de Re

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Starfield, Marcus Otto. "Human resource business process outsourcing." Diss., 2004. http://hdl.handle.net/2263/23687.

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This research was undertaken to explore the potential application of Human Resource (HR) Business Process Outsourcing (BPO) as an appropriate service delivery mechanism. The investigation included the identification of the primary internal drivers and external factors affecting HR departments, to craft the framework within which to consider HR BPO. Then the processes that could be delivered by HR BPO were identified. The study concluded with the identification of the critical success factors for implementing HR BPO and the expected benefits. The research was conducted by means of 26 in-depth,

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Huang, Chin-chung, and 黃進忠. "Human Resource Outsourcing Survey Report (Taiwan 2007)." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/c2q585.

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碩士<br>國立中山大學<br>人力資源管理研究所<br>95<br>In order to face the dramatic changes of global economy and survive under highly competitive environment, a lot of companies put efforts to decrease production costs and improve customer service in recent years. Many organizations, which will concentrate on their core business and outsource the others, are trying to create simple and flexible organization structure to lower costs and improve working efficiency. Those show that outsourcing, which more and more organizations pay attention to, has become an important issue in these years. Based on current human

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Lee, Chih Shiang, and 李志祥. "Business Outsourcing of Human Resource Management Action." Thesis, 1999. http://ndltd.ncl.edu.tw/handle/50041098474016993672.

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碩士<br>國立中興大學<br>企業管理學系<br>87<br>This study mainly probe the following questions: 1.Examines the effect of outsourcing of human resource management activities on strageties,functions,and cost of corporation. 2.Analysis the feasibility and the operating manner of outsourcing of human resource management and development in different industies. 3.Analysis the bright and the dull of outsourcing of human resource management and development for organizational operating and how to cooperate with outsourcing business effectively. 4.Analysis the effect of outs

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Liu, Chia-ling, and 劉家綾. "The Strategic Objectives for Outsourcing Human Resource Activities (Taiwan)." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/65140145240922478766.

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碩士<br>國立中央大學<br>人力資源管理研究所<br>96<br>Outsourcing is considered as the most important managerial arrangement in the twentieth century by Harvard Business Review. It means that the organization relies on outside resource to perform non-core activities. In the dramatic changes of business environment, the competitive advantage from economics of scale is substituted with the flexibility in resource use. In order to become the real strategic partners, Human resource, the core of the value chain, focuses on the activities related to the organizational development strategy by outsourcing the non-core H

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Wu, Meng-fan, and 吳孟範. "The Study of Value Creation Model of Human Resource Outsourcing." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/22629172433787014465.

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碩士<br>國立臺灣科技大學<br>管理研究所<br>98<br>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 thr

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Chen, Li-Ching, and 陳麗靜. "The Effect of Organizational Characteristics on Human Resource Management Outsourcing." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/74152313149262555497.

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碩士<br>國立交通大學<br>管理學院經營管理學程<br>101<br>The purpose of this study is to explore the effect of organizational characteristics on human resource management outsourcing. The study investigates the outsourcing state of eight kinds of human resource management (HRM) practices. Applying the literature, five organizational characteristics are examined: Idiosyncratic HR Practices, HR Strategic Involvement, Demand Uncertainty, Cost Pressure and Organization Size. Collecting data from 570 Taiwanese organizations, we find there are some significant differences of “degree of outsourcing” and “satisfaction o

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Thuy, Nguyen Thi Thanh, and Nguyen Thi Thanh Thuy. "Human Resource Outsourcing: Make a Decision and Develop a Successful Model." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/k74scv.

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博士<br>亞洲大學<br>經營管理學系<br>105<br>There is growing interest in the degree to which human resource outsourcing (HRO) contributes to organizational effectiveness. Yet, limited research attention has been paid to the causal conditions leading to HRO success as well as determinants of HRO decisions. This study explores the antecedents of human resources (HR) outsourcing decisions and how a firm and an HR provider can work together to influence and ensure successful HRO. Using multiple regression analysis, we examine the impacts of strategic involvement of human resources management, cost reduction, a

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Ho, Ching-Ya, and 何清雅. "From Organizational Culture View to Discuss the Relationship between Human Resource Activities Outsourcing and the Effectiveness of Human Resource Management Roles." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/uky73c.

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碩士<br>國立中央大學<br>人力資源管理研究所<br>94<br>This study uses human resource management roles to measure the effectiveness of human resource management, and to call the effectiveness of human resource management roles. Among the multiple roles and tasks, outsourcing is a good strategy to reduce some cost and burdens, and to focus on the core values. Even though outsourcing can reduce the working load of HR staff, the executive attitude and acceptance for the outsourcing strategy is different between different organizational cultures, and the outsourcing effects will also be different. So this study uses

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Chang, Yuan-Chieh, and 張淵傑. "Interpreting the Motivation and Decision- Making of Human Resource Outsourcing in Taiwan Enterprises." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/38765824481040963996.

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碩士<br>逢甲大學<br>科技管理研究所<br>97<br>High-tech enterprises always create the competitive advantage by continuing reducing production costs. But in recent years, under the condition of rapid change of market and economic climate, it becomes more difficult to control costs, especially in human resource policy. As a result, many enterprises execute the policy of laying off their employees to ease the pressure of high labor cost in hard time. However, layoff is not the only way to reduce human resource cost. Human resource outsourcing which is more flexible and diversified becomes another better solutio

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Chen, Kuan-Hung, and 陳冠宏. "Study on the Relations among the Corporate Culture, the Corporate Competence, the Outsourcing of Human Resource Management, and the Outsourcing Risk." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/57985341273139310164.

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碩士<br>長榮大學<br>國際企業研究所<br>97<br>The outsourcing of human resource management carries out and advances the role change of the department of human resource management from administrative works to strategy implementation. The department gets rid of strenuous administrative works of lower level by outsourcing part of them, and then is dedicated to more important strategic jobs of short/long term, such as staff career programming and construction of corporate culture. To outsource part of functions of human resource management enables a corporation to keep main professional activities which it is mo

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Lee, Tsai-Chun, and 李采純. "Internal and External Factors, Human Resource Function and Innovation Performance." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/82559253105883460166.

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Yen, Te-Sheng, and 顏德盛. "Optimization Model for Human Resource Business Process Outsourcing—An Example of post-sale service company." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/18793473014816012685.

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碩士<br>國立高雄應用科技大學<br>工業工程與管理系<br>98<br>An enterprise can be managed forever by promoting the business competitive power which can be attained by broadening sources of income and reducing expenditure. The employment and management of human resources can decide the competitive power of an enterprise. All of the service trade, the high tech industry as well as the traditional manufacturing company, pay much attention on the management and the development of human resource. Since the staff cost occupies the major proportion of budget for an enterprise, the enterprise gradually outsources the employ

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Kan, Li-Wei, and 甘禮維. "The Study of Designing Organizational Function for Human Resource Development Center." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/52840315456786575810.

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碩士<br>國立中興大學<br>國家政策與公共事務研究所<br>99<br>Coastal patrol missions are crucial to the national security of Taiwan. The missions include coastal security, vessels security inspection, smuggling investigation, illegal immigration and emigration investigation, crimes investigation, rescue and search, ocean resources conservation, and information collection. After the organization reconfiguration of Coast Guard Administration, the missions and duties of Coast Guard Administration will be specific and the capabilities of maritime law enforcement will be enhanced. The organization reconfiguration can hel

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Chien, Heng Ti, and 簡亨棣. "A Study of Relationships between Human Resource Outsourcing and Organizational Performance ─ social capital as a mediator." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/95651582914985093583.

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碩士<br>國立新竹教育大學<br>職業繼續教育研究所<br>98<br>In response to internal and external environment trends in human resources, this study was to explore the human resources outsourcing, organizational performance and social capital of the content and current status, and analysis of different demographic variables on the staff of human resources outsourcing and organizational performance were also investigated. this study were to examine the relationship between human resource outsourcing and organizational performance, and social capital mediating effect of electronics and information industry in Taiwan.

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余吉昌. "Analyzing Key Influencial Factors of Human Resource Outsourcing in Enterprises - An Example of C Telecom Ltd." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/92006908870669348156.

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Sarita, John. "Employee and management attitudes towards the human resource development function / John Sarita." Thesis, 2013. http://hdl.handle.net/10394/14726.

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Human Resource Development (HRD) is a vital part of any organisation, and shapes the future of the organisation. The purpose of this study was to measure and analyse managerial and staff attitudes toward the HRD function in a mining organisation and to investigate whether the HRD Department created an environment of openness and approachability to direct and offer advice to employees, as well as, whether the HRD Department roles are aligned to assist and aid the organisation in achieving its strategic positioning goals within the mining markets. Finally, the objective was to propose measures t

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