Smes In The Implementation Strategy For Human Resource Management Outsourcing

After entering the WTO, business is more and more globalized. Thus, the competition that enterprises are facing is much stronger than before, esp. for the small and medium-sized enterprises. To win competitive advantage, SMEs have to put their main efforts on key business, so that they can run with their full advantages; meanwhile, they build a strategic cooperation relationship with suitable enterprises, and leave the non-key business to be finished by cooperative enterprises, which is the so-called concept of business outsourcing.Outsourcing of HRM refers to the practice of entrusting the work function, which was exercised by the HR Department and including recruiting employees, paying out wages, designing reward project, managing insurance and welfare, as well as training and developing staff, etc, to professional vendors of related services by way of bidding, signing contract and paying for the service.The paper firstly introduces the meaning and development of outsourcing, collects information about present domestic and overseas research and implement situation of SMEs'HRM outsourcing, and discusses the importance and urgency for SMEs to do so. After that, to reduce risks and carry out outsourcing successfully, the paper makes suggestions about process and implementation strategy of SMEs'HRM outsourcing, since HRM outsourcing is a newly emerging thing in china, and it is immature and imperfect to have risks in practice. On the basis of the above, the paper analyzes the factors influencing outsourcing content decision-making. By analysis of the theory of outsourcing decision-making, the paper builds a decision-making model of enterprises HRM outsourcing based on comprehensive analysis of value, capability and cost benefit. Then, the paper introduces the ways of selecting outsourcing service providers when carrying out enterprises HRM outsourcing. With qualitative analysis of the factors influencing selecting outsourcing service providers, the paper establishes an evaluation model. Finally, the paper analyzes the potential risks in HRM outsourcing, and put forward some preventive measures.