Chinese Government Human Resource Management Outsourcing

Government sectors undertake responsibilities of providing public facilities and public services as well as maintaining public order.Secondly,from the end of last century to the beginning of the century,the theory of new public management prevails,gradually forming a growing demand of entrepreneurial government.On the one hand,Chinese government is required to shorten market response time and improve the overall service quality of public sectors;on the other hand,it is requested that the governmental management cost should be reduced.Lastly,government must truly transform its functions,deeper the reform of administrative system,innovation administrative management mode,as well as set up a law-based and service-oriented government.In this context,enterprise management theories,methods and practical techniques are widely applied to solve challenges that the government is facing.Human resource being one of the most important resources in present world,human resource management has been the core of modern management,among which,human resource management becomes an important foundation for the development of social productivity.Therefore,more and more emphases are laid on human resource management in government sectors of different countries.At present,the reform of human resource management system has been carried out in many government sectors.In this case,t he introduction of enterprise human resource management outsourcing(hereinafter referred to as HRMO)is one of the decisive measures.HRMO mode has been adopted by many government sectors,such as recruitment outsourcing in Jingjiang,Jiangsu,performance assessment outsourcing in Wuhan,Hubei and compensation & benefit outsourcing in Shenzhen.However,in general,due to the particularity of government sectors,the application of HRMO mode should be expanded and explored widely and deeply.Based on existing HRMO theories,the implication of HRMO and HRMO adopted in government sectors are introduced in the thesis;major theoretic al foundations and international relations of those theories,Meanwhile,major motivations of government sectors conducting HRMO and the threats are also mentioned.Secondly,with regard to main functions of human resource management,namely,recruitment outsourcing,training outsourcing,performance assessment outsourcing as well as compensation & benefit outsourcing,the author organized major contents of HRMO mode in government sectors.Thirdly,from the two dimensions of internal cause and external caus e,an in-depth analysis of the bottlenecks of HRMO in Chinese government sectors is conducted to deeply explore main modules of HRMO,screening of suppliers,legal system as well as human resource system,so as to underlay a practical foundation for the countermeasures to break through bottlenecks which will be proposed in the next chapter.Lastly,in view of particularity of Chinese government,it is suggested that HRMO experience learnt from foreign governments should be localized firstly.Then corresponding countermeasures to apply HRMO mode in Chinese government are brought forward.