酒店业是旅游行业的支柱产业，在扩大内需，刺激国民，拉动经济增长方面 有着突出的贡献。随着经济社会不断发展，人们的消费观念也在不断改变，酒店 为了满足更多客户的需求，其所经营的业务范围也在不断扩大。除了保留为顾客 提供住宿、餐饮等核心业务外，也适当增加了一些增值业务。酒店经营业务范围 不断扩大，酒店的经营成本和人力资源管理成本也随之增加，不少酒店选择了人 力资源外包，外包为酒店减少管理成本、提高市场竞争力提供了一种新思路。SY 酒店在扩展自己经营业务的同时，人力资源外包成为解决人才短缺重要手段。 论文采用问卷调查法、访谈法，对SY酒店人力资源外包风险进行了识别和 评价。根据风险的识别和分析，为SY酒店人力资源管理提供了合理性的对策， 同时为了降低人力资源外包的风险，从各个阶段提出了风险防范的措施。在外包 准备阶段提出要明确外包选择的内容和目标、健全内部沟通机制；在外包商选择 阶段要注重对外包商的各种信息进行收集汇总、与外包商签订的合同要编制详尽； 在外包实施阶段与外包商的沟通协调要频繁、加强对外包商的监管；在外包退出 阶段要注重评价外包商绩效、选择合适外包退出策略。通过验证分析，建议SY 酒店实行人力资源业务外包，提高SY酒店人力资源管理效率，降低人力资源管 理成本，最终提升SY酒店的经营效益。 关键词：人力资源管理；外包风险；风险识别；风险防范 西安建筑科技大学硕士学位论文 StudyontheoutsourcingriskandCountermeasuresof humanresourcemanagementinSYHotel Specialty:BusinessAdministration Name:MiaoRui Instructor:ZhaoErKui Abstract Asthepillarindustryoftourismindustry,hotelindustryhasmadeoutstanding contributionsinexpandingdomesticdemand,stimulatingcitizensandstimulating economicgrowth.Withthecontinuousdevelopmentofeconomyandsociety,people's consumptionconceptisalsoconstantlychanging.Inordertomeettheneedsofmore customers,thehotel'sbusinessscopeisalsoconstantlyexpanding.Inadditionto retainingthecorebusinessofprovidingaccommodationandcateringforcustomers, somevalue-addedserviceshavealsobeenappropriatelyadded.Asthebusinessscope ofthehotelcontinuestoexpand,theoperatingcostandhumanresourcemanagement costofthehotelalsoincreaseaccordingly.Manyhotelschoosehumanresource outsourcing,whichprovidesanewwayofthinkingforthehoteltoreducethe managementcostandimprovethemarketcompetitiveness.WhileSYHotelis expandingitsbusiness,humanresourceoutsourcinghasbecomeanimportantmeansto solvethetalentshortage. Thispaperadoptsquestionnairesurveyandinterviewmethodtoidentifyand evaluatetheriskofSYhotel'shumanresourceoutsourcing.Accordingtotherisk identificationandanalysis,reasonablecountermeasuresareprovidedforSYHotel's HUMANresourcemanagement.Meanwhile,inordertoreducetheriskofhuman resourceoutsourcing,riskpreventionmeasuresareproposedfromvariousstages.In thestageofoutsourcingpreparation,thecontentandobjectivesofoutsourcing selectionshouldbeclarifiedandtheinternalcommunicationmechanismshouldbe improved.Inthestageofchoosingoutsourcer,weshouldpayattentiontocollecting 西安建筑科技大学硕士学位论文 andsummarizingallkindsofinformationofoutsourcerandcompilingthecontract signedwithoutsourcer.Thecommunicationandcoordinationwiththeoutsourcer shouldbefrequentandthesupervisionoftheoutsourcershouldbestrengthened.Inthe outsourcingexitstage,itisnecessarytoevaluatetheperformanceoftheoutsourcerand selecttheappropriateoutsourcingexitstrategy.Throughverificationandanalysis,itis suggestedthatSYHotelimplementhumanresourcebusinessoutsourcing,improvethe efficiencyofHUMANresourcemanagement,reducethecostofhumanresource management,andfinallyimprovetheoperatingefficiencyofSYHotel.Keywords: humanresourcemanagement;outsourcingrisk;riskidentification;riskprevention 西安建筑科技大学硕士学位论文 I 目录 1绪论........................................................................................................................1 1.1研究背景....................................................................................................1 1.2研究意义....................................................................................................2 1.2.1理论意义.........................................................................................2 1.2.2实践意义.........................................................................................2 1.3研究综述....................................................................................................2 1.3.1人力资源管理外包的原因及目的研究.........................................2 1.3.2人力资源管理外包风险的研究.....................................................3 1.3.3研究评述.........................................................................................5 1.4研究方法....................................................................................................5 1.5研究内容与研究框架................................................................................6 1.5.1研究内容.........................................................................................6 1.5.2研究框架.........................................................................................7 2概念界定及理论基础............................................................................................9 2.1概念界定.....................................................................................................9 2.1.1外包及人力资源管理外包.............................................................9 2.1.2酒店人力资源外包.........................................................................9 2.1.3人力资源外包的风险识别与评价................................................10 2.1.4人力资源外包的风险防范...........................................................10 2.2相关理论基础..........................................................................................11 2.2.1委托代理理论...............................................................................11 2.2.2风险管理理论...............................................................................11 2.2.3信息不对称理论...........................................................................11 3SY酒店人力资源管理现状分析........................................................................13 3.1我国企业人力资源外包现状分析..........................................................13 3.1.1我国人力资源外包管理发展历程...............................................13 3.1.2我国企业人力资源外包发展趋势...............................................15 3.2SY酒店简介.............................................................................................17 西安建筑科技大学硕士学位论文 II 3.3SY酒店人力资源管理现状调查分析.....................................................18 3.3.1SY酒店人力资源管理现状问卷调查..........................................18 3.3.2员工访谈.......................................................................................19 3.3.3调查结果数据分析.......................................................................19 3.4SY酒店人力资源管理存在的问题分析.................................................23 3.4.1员工培训不足...............................................................................23 3.4.2现有薪酬福利制度对员工的激励不明显...................................25 3.4.3员工流失严重...............................................................................25 3.4.4员工整体素质不高，人力资源供需关系不平衡.......................25 3.4.5绩效管理指标设置存在问题.......................................................26 3.5本章小结..................................................................................................27 4SY酒店人力资源管理外包必要性和可行性分析............................................29 4.1SY酒店人力资源管理外包的必要性分析.............................................29 4.1.1降低企业的成本...........................................................................29 4.1.2提高工作效率...............................................................................29 4.1.3获得更专业的指导.......................................................................30 4.2SY酒店人力资源管理外包的可行性分析.............................................30 4.2.1SY酒店人力资源外包外部条件可行性分析..............................30 4.2.2SY酒店人力资源外包内部条