The following is a paper on the risk prevention countermeasures of human resource outsourcing. Welcome to reading.

Enterprise human resource outsourcing, as its name implies, means that enterprises choose suitable human resource management service providers and outsource their human resource management work in order to maximize benefits and meet the needs of enterprise development. [1-2] human resource management outsourcing has many advantages, such as reducing the cost of human resource management, transferring the risk of labor litigation, and enhancing the core competitiveness of enterprises. But at the same time, there are many shortcomings in this process. Enterprises must recognize the risks in human resource outsourcing and formulate corresponding preventive measures.

First, the risks of human resource outsourcing.

(A) the risk management capabilities of enterprises

Whether an enterprise has the ability of human resource outsourcing management is an important factor that determines the success or failure of outsourcing management. [3-4] This requires enterprises to have the decision-making ability of human resources outsourcing. At the same time, enterprises should also have the ability to adapt to the changes brought about by outsourcing services, as well as the ability to negotiate and manage outsourcing contracts and the ability to monitor outsourcing service providers. Many enterprises lack management ability, which leads to out-of-control supervision of outsourcing work and increased risks.

(B) can not correctly estimate the risk of outsourcing costs

The basic starting point of enterprise outsourcing human resources is to reduce the cost of human resources management and maximize the benefits of enterprises with the help of professional and large-scale management of outsourcing service providers. Therefore, enterprises should make correct cost estimates before making outsourcing decisions. At this time, the cost estimation mainly includes two aspects, namely, explicit cost and implicit cost. Explicit costs are mainly wages and hardware costs, while hidden costs are mainly the maintenance of the relationship with outsourcers and the favorable rate of employees for the completion of outsourcing work. Many enterprises often only pay attention to the explicit cost and ignore the implicit cost, which leads to the risk of outsourcing decision.

(C) outsourcing service provider selection risk

The key work of human resource outsourcing is the choice of outsourcing service providers. With the increasing demand for human resource outsourcing management and the low entry status of the industry, various human resource consulting companies and headhunting companies have emerged, but the management level of outsourcing service companies is not the same. There are two main problems in the selection of outsourcing companies: first, enterprises lack understanding of the operation, background and finance of outsourcing service providers; Second, the decision-making level lacks the direct responsible person's detailed understanding of outsourcing service providers, which leads to greater subjectivity in decision-making. This will affect the quality of outsourcing and reduce the efficiency of enterprises.

(d) Lack of supervision risk for outsourced service providers

Only by strengthening the monitoring of the service process of outsourcing service providers can the service quality of outsourcing work be guaranteed. In the process of monitoring, the enterprise should first stipulate the service standard and service target of the service provider in the contract, and then monitor the service process according to the contract standard, so as to urge the service provider to complete the specified workload in time according to the specified procedures and standards.

Second, human resources outsourcing risk prevention measures

(A) clear outsourcing work content and service objectives

In order to achieve the predetermined outsourcing goal, we must first make clear the content of human resources outsourcing and distinguish which jobs meet the outsourcing requirements. Content that involves business secrets of enterprises or that service providers cannot provide good services should not be outsourced. However, routine work such as employee introduction, training management and salary distribution can be outsourced.

(B) the establishment of an effective outsourcing risk prevention mechanism

Before outsourcing human resources, enterprises should set up special institutions or organizations to make overall management of outsourcing decisions, choices and plans. At the same time, on the basis of a clear understanding of the enterprise's own situation, it is necessary to analyze the possible sources of risks and the probability of risks in outsourcing work, evaluate the possible impact and harm of risks, clarify the management responsibilities in outsourcing work, and effectively control the risks in outsourcing work and reduce the risk loss of outsourcing by formulating the outsourcing risk prevention mechanism.

(c) Establishing confidentiality clauses in outsourcing contracts

Some information provided by enterprises to outsourcing service providers involves business secrets and concerns the interests of enterprises. In the outsourcing service work, it is necessary to ensure that this information will not be leaked to the third party. Therefore, when concluding an outsourcing contract, it is necessary to write a special information confidentiality clause to limit the use of confidential information by outsourcing service providers and reduce the risk of trade secrets disclosure.

(4) Systematic analysis of outsourcing and outsourcing planning.

In human resource management, there are management risks in different functional areas, so when outsourcing, we should study the availability of outsourcing service providers on the basis of analyzing the management ability of enterprises themselves, and also analyze the cost-effectiveness of outsourcing work. The choice of outsourcing service providers determines whether the outsourcing work can be cost-effective and achieve the goal of enterprise benefit. Therefore, the market survey of outsourcing service providers is the premise of selecting service providers. In order to give full play to the advantages of enterprises and outsourcing service providers, comprehensive research and analysis and outsourcing planning are important guarantees for outsourcing work.

(V) Establish outsourcing incentive mechanism and supervision mechanism.

After signing the human resource outsourcing contract, moral hazard is the main risk in management. Moral hazard is that when the human resource management environment changes after the signing of the contract between the principal and the agent, the agent may take actions that are harmful to the principal's interests because the principal lacks direct supervision over the agent's behavior. In order to prevent the occurrence of moral hazard, enterprises should not only know the service reputation of outsourcing service providers in detail, but also formulate corresponding outsourcing incentives and penalties, and establish a monitoring mechanism for the whole service process to achieve the outsourcing goal.

Third, the conclusion

As an innovative management form in enterprise human resource management, human resource outsourcing shows its advantages in reducing enterprise costs and maximizing benefits, but the risks and problems existing in outsourcing services can not be ignored. When making outsourcing service decisions, enterprises should analyze possible risks and formulate corresponding preventive measures to reduce or avoid losses caused by risks.

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