Study On The Problems And Countermeasures Of University Logistics HR-Outsourcing

Accompanying the reform of high education system in China, university logistics had made nearly thirty years of efforts in socialized reform, which had made significant achievements. The socialized reform provided strong support for the rapid development of high education, and promoted the university logistics itself transformation. With the market competition mechanisms being introduced, the management system and operation mechanism being transformed, the scale, structure and management ways of HR of university logistics had gone through profound changes. University logistics began to trying to introduce outsourcing in HR management, using some market means, like labor dispatch, personnel agency, outsourcing part of the personnel business, etc. to alleviate the labor shortage, reduce the risk of employment, and ease the routine HR workload.However, it is unavoidable that the practice of HR outsourcing in domestic university logistics is still at the attempt and starting stage. HR outsourcing in university logistics are facing many problems and contradictions, such as: the application rang is small, the business level is not high, lack of experiences, full of worries. The function of HR outsourcing in promoting the level of HR management of university logistics, improving and optimizing the allocation of resources and enhancing the management performance has not yet fully played an active role.Along with deepening of the socialized reform in university logistics, and the goal of building a “new type of security system of university logistics” established, we need urgently to change the traditional HR management mode, and use a high efficiency market management mode ——HR Outsourcing —to improve the mode of HR management, and to release of the advantages of HR to maximize, to provide intellectual support for the reform. Thus, it is an important part of the socialized reform strategy of university logistics to explore HR outsourcing strategy via advanced theories and experiences.Based on theories about HR outsourcing, this article investigates the major problems of HR outsourcing during the present socialized reform of the domestic university logistics. It also analyzes the causes of the problems in depth, using the HR outsourcing mode of other public sectors and private enterprises of developed countries for reference, and proposes some ideas and suggestions on the improvement of HR outsourcing of university logistics. This article is divided into five chapters. The first chapter is the introduction, in which the background, significance of the study, the present research status home and abroad, and the major research methods are introduced. Chapter 2 offers definitions concerned with HR outsourcing, introduces principal-agent theory, transaction cost theory, core competence theory which are related to HR outsourcing, and analyses their reference significance to HR outsourcing of university logistics in our country. On the basis of the retrospect of the brief history of the socialized reform of university logistics, the third chapter points out its functions of promoting outsourcing, and focuses on analyzing the major problems of HR outsourcing of the logistics that in socialized reform, and explaining the causes. Chapter 4 selects some public sectors and private enterprises HR outsourcing as the objects of study, and summarizing the reference significances of their experiences of HR outsourcing for domestic university logistics. In Chapter 5, this article puts forward the suggestions of HR outsourcing strategy of university logistics in our country from three aspects: external environment, the logistics and HR outsourcing services, who is in the new situation where socialized reform continues to deepen.Research idea: By using relevant theories of HR outsourcing and so on, and starting from the socialized reform of domestic university logistics, this article explores the problems in HR outsourcing during the reform, analyzes the causes, and offers targeted strategies and suggestions in the light of the advanced experiences of developed countries.Research method: The research is carried out by means of document research, empirical analysis(e.g. interviews, field investigation, etc.), and comparative analysis and so on.Main conclusions: First, HR and HR management is one of the important, key factors that is related to the success or failure of the socialized reform of university logistics. Second, HR outsourcing is an effective way to transform HR management mode, reduce costs and risks, focus on core business, and enhance competitive advantage. Third, the HR outsourcing of university logistics is a systematic project, which requires the promotion and joint efforts of the government, university logistics and outsourcing service providers.Innovations of this article: First, the previous studies on HR outsourcing were concentrated on enterprises, while there were few studies on HR outsourcing of university logistics. This article puts attention onHR outsourcing of university logistics, and proposes new perspective and approach to the improvement of HR management mode and management level for university logistics. Second, the socialized reform of university logistics is an important power from inside leading to the HR outsourcing. HR outsourcing had developed with the deepening of the socialized reform, meanwhile, there are some problems and difficulties in HR outsourcing. Putting the HR management and outsourcing of university logistics in the context of socialized reform, this study gives a more in-depth analysis of the problems and causes. Third, going beyond the level of university logistics, this study puts forward countermeasures and suggestions in terms of the government, colleges and universities as well as HR outsourcing enterprises, which makes the suggestions more systematic, comprehensive and operable.Deficiencies: The research method of this study is mainly qualitative while quantitative research is relatively less; due to the limited space, this study needs further in-depth exploration of the establishment of risk mechanism and the design and optimization of outsourcing contracts when carrying out human resource outsourcing in university logistics. These will be investigated in future research.