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研究生：	潘美佐 Kris Pan
論文名稱：	A Study on the Roles and Competencies of Human Resource Professionals The Consequence of Human Resource Outsourcing
指導教授：	蔡錫濤
學位類別：	碩士 Master
系所名稱：	國際人力資源發展研究所 Graduate Institute of International Human Resource Developmemt
論文出版年：	2005
畢業學年度：	94
語文別：	英文
中文關鍵詞：	HR Outsourcing 、Roles of HR 、Competencies of HR 、Human Resource
論文種類：	學術論文
相關次數：	點閱：311 下載：7
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Many companies in Taiwan, both multinational and local, outsource their HR activities to different levels according to different needs, such as saving cost or receiving professional aid. While the employers are planning greater emphasis on business acumen and outsourcing many administrative functions, HR professionals are forced to demonstrate new skills and competencies, and compete for new, sometimes unfamiliar roles.
The main purpose of this study is to explore the issues of HR outsourcing, including the functions being outsourced, reason for outsourcing, roles and competencies of human resource professionals under the impact of HR outsourcing.
When an organization makes a decision on whether or not, or what parts of HR, to outsource, it must consider what benefits or values outsourcing can offer. Outsourcing decisions should be based on an evaluation of needs and capabilities of the specific company, as well as the availability of outside resources. The decision to outsource all or a portion of HR function is another significant choice to make. Subsequently, like all other strategies, implementation is just as critical as making the decision.
As HR functions are being outsourced, their roles are becoming even more strategic. As many fear that the future of HR professionals is becoming increasingly ambiguous, largely due to downsizing and outsourcing, it is essential to redefine the values of HR professionals by fully understand the new roles and competencies that may result as a consequence of HR outsourcing.

CHAPTER I  INTRODUCTION    1
Background of the study    1
Purpose of the Study    3
Statement of Questions:    3
Significance of the Study    4
Delimitations and Limitations    4
Delimitations    4
Limitations    5
Research Methodology    5
Definition of terms    6
Chapter II  LITERATURE REVIEW    7
Roles of Human Resource Professionals    7
Definition of Roles    7
Roles of Human Resource Professionals    7
Movement towards a More Strategic HR    9
A Multiple-Role Model for Human Resources Management    11
Competencies of Human Resource Professionals    14
Definition of Competency    14
Categorizations of Competencies    15
Competencies Needed by HR Professionals    18
Human Resources Outsourcing    22
Definition of Outsourcing    22
The Trend towards HR Outsourcing    23
Driving Forces of Outsourcing Human Resources    24
Consequences of Outsourcing HR    25
CHAPTER III  RESEARCH METHODOLOGY    27
Design of the Study    27
Population and Sampling    30
Population    30
Sampling    31
Data Collection and Analysis    32
Data Collection Method    32
Interview Components    34
Data Analysis    35
Validity    35
CHAPTER IV   RESEARCH FINDINGS    37
Overview on the Implementation of HR Outsourcing    37
HR Functions Being Outsourced    38
Reasons and Factors Affecting Outsourcing HR Decisions    40
Criteria in Selecting Vendors    42
Results of HR Outsourcing    44
Collaboration and Coordination with HR Outsourcing Service Providers    45
Recruiting and Selection    45
Training and Development    48
Compensation and Benefits    50
Performance Management    53
Labor Relations    55
Problems Encountered in Outsourcing HR and Coping Methods    57
The New Roles and Competencies of HR Professionals Under HR Outsourcing    59
The New Roles of HR Under Outsourcing    59
New Competencies of HR Under Outsourcing    62
CHAPTER V   CONCLUSIONS AND RECOMMENDATIONS    66
Conclusions    66
Overview on the Implementation of HR Outsourcing    69
Collaboration and Coordination in HR Outsourcing    72
New Roles of HR Under Outsourcing    75
New Competencies of HR Under Outsourcing    75
Recommendations    76
Future Studies    76
For Businesses in Defining HR Outsourcing Strategy    77
For Internal HR Professionals    78
Reference    80
Appendix A    85
                                

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