人力派遣與外包的危機新思維

The New Thinking on the Human Resource Outsourcing

吳維恭 Wei-Kong Wu

嶺東科技大學 企業管理系

Department of Business Administration

Ling Tung University

摘要

    最近幾年全球職場都面臨人力資源運用與配置上的衝擊，企業組織為了遵行成本的最小化策略，人事固定成本的壓縮往往首當其衝。企業採用人力派遣的方式似乎蔚為風潮，許多企業更是以人力派遣作為下一步人員或業務外包的試金石。有愈來愈多的企業管理者深恐遴聘到不適任或低績效的員工，且在考量組織相關業務的非相對重要性的程度下，人力派遣已是企業主首選的人力資源聘僱方式與趨勢。然而企業中配置越來越多的人力派遣人員來取代編制內的正職員工，是否適當？有無不利於組織的狀況？再者，介於派遣人員與正職員工之間是否會有薪資、工作量、心態關係上和影響組織績效的問題呢？人力派遣與外包是否為企業進行業務外包的人力資源前置作業？何種組織業務的員工較適合運用人力派遣和外包的模式？本文特別就企業管理者的觀點探究以上諸多人力派遣與外包可能引發的問題，期使企業能深切考量其與利弊之間的距離，切莫因人力成本或短期業務考量而貿然實行。即便企業組織已引進人力派遣人員，就整體而言，企業應就雇主、正職員工和派遣人員三方面的人力資源關係建立一套平衡的運作機制，避免非必要的衝突與降低有礙組織績效的情事發生，適時化危機為轉機乃為上上之人力資源管理策略。

關鍵詞 ： 人力派遣、外包、人力資源外包

Abstract

Most business organizations, the cost savings and improving performance were the main consideration in the employment strategies. The purpose of this study was to examine the workplace situations and explored the Human Resource Outsourcing (HRO) in the Taiwanese context, especially for the perceptions of the current employment trends. Most of the possible considerations have been discussed in the article. Seven potential questions and issues on the crisis analyses were advised against acting in the HRO management at present. The study also addressed the relations to the gains and losses among employees, job agents and employers. Some positive ideas were suggested for future research and provided insights into the effects and consequences “HRO” for the employers in the changing organization climates.

 Keywords: Dispatching, Outsourcing, Human Resource Outsourcing