声明
TABLE OF CONTENTS
ACKNOWLEDGEMENT
ABSTRACT
摘要
CHAPTER ONE
1．1：Background of Study
1．2 Statement of Purpose
1．3 Aim and Objectives of the study
1．3．1 General Aim
1．4 Study Area
1．5 Methodology
1．6 Population
1．7 Sample Size
1．8 Sampling Technique
1．9 Data Collection Tool
1．10 Data Handling and Analysis
1．11 Significance of the Study
1．12 Operational Definition of Concepts
1．13 Ethical Considerations
1．14 Organization of the Study／Structure of the Study
CHAPTER TWO：LITERATURE REVIEW
2．0：Introduction
2．1．1 The Pluralist versus Unitarist Theories of Industrial Relations
2．1．2 Criticisms against the Unitary Theory of Industrial Relations
2．1．3 Social Network Analysis Theory
2．2：Rumour versus Reality
2．3：Industrial Relations versns Human Resource Outsourcing and Social Networking
2．3．1：Industrial Relations and Human Resource Outsourcing
2．3．2 Difierence between Industrial Relations and Human Resource Management
2．3．3 Industrial Relations and Social Networking
2．3．4 Links the Employee Faces in Their Day to Day Activities
2．4 Transformational Human Resource Management
2．4．1 Human Resource Services
2．5 Social Networking and Social Capital as a Source of Support for Job Finding
2．6 Industrial Relations
2．6．1 Workplace practices as a form of industrial relation practices
2．7 Conclusion
CHAPTER THREE：RESEARCH METHODOLOGY
3．1 Introduction
3．2 Study Design
3．3Conceptual Framework
3．4 Population
3．5 Sample Size
3．6 Sampling Technique
3．7 Data Collection
3．8 Data Handling and Analysis
3．9 Ethical and Legal Considerations
3．10 Area of Study
3．11 Overview of Recruiting Agencies and Client Companies
3．11．1：Recruiting Agency 1
3．11．2：Recruiting Agency 2
3．11．3：Client Company One(1)
3．11．4：Client Company Two(2)
3．11．5：Client Company Three(3)
3．11．6：Client Company Four(4)
3．11．7：Client Company Five(5)
3．11．8：Client Company Six(6)
3．11．9：Client Company Seven(7)
CHAPTER FOUR：QUALITATIVE DATA ANALYSIS
4．1 Introduction
4．2 Qualitative Analysis
4．2．1 Background of the Companies
4．3 Practicing Human Resource Outsourcing
4．3．1 Benefits of Outsourcing to Companies
4．4 Reference to Issues of Social Relations，Networks and Links
4．4．2 Whether employing and utilizing connections，links and interpersonal relationship is good for securing job opportunities in present day corporate sphere
4．4．3 One’s Links Versus Business Relations
4．5 Relationship between the Recruiting Agencies and the Client Companies
4．6 Industrial Relations Practices
4．6．1 Assessment of employees from agency and permanent ones recruited by the client companies if there is any significant difference in way of interacting
4．6．2 Unforeseen challenges in overall industrial relations practices in organization from employing agency workers
4．6．3 Treatment of workers(between permanent and contract staff)
4．6．4 Observation of anomalies in the way contract and permanent workers relate and measures put in place
4．6．5 Observation of lack of commitment and unprofessional attitudes and the procedures and control put in place to prevent it
4．7 Supervision and managing of contract and temporal staff
4．7．1 Direct supervision and control
4．7．2 Checks on Contract Staff Backgrounds Prior to Employing Their Services
4．7．3 Differences in working hours，duties and responsibilities
4．7．4 Contract Staff Given Guidelines and Directions
4．7．5 Provision of Grounds／Forums to Openly Express Displeasures and Grievances
4．7．6 Availability of Union and Its Accessibility to Contract Workers With The Reasons Attached to It
4．8 Challenges the Companies Face
4．8．1 As A Result of Employing Recruiting Agencies and Working for Client Companies
4．8．2 As A Result of Employing Recruiting Agencies and Working for Client Companies
CHAPTER FIVE：QUANTITATIVE DATA ANALYSIS
5．2 Demographic Data of Personnel Respondent
5．3 Experiences with Recruitment Process
5．4 Contract Terms
5．5 Role of Social Relations versus Social Capital
5．6 Source of information concerning recruiting agencies
5．7 Industrial Relations Practices in General
5．7．1 Differential Treatment of Contract or Temporal Workers as to Permanent Staff
5．7．2 Salary and Compensation
5．7．3 Overall Treatment of Workers and Duties Assigned
5．7．4 Need for personal enhancement with regards to personnel
5．7．5 Interest of personnel to the whole outsourcing process
5．7．6 Challenges facing the contract workers in the client company
5．7．7 Personal reviews and performance reviews of contract workers
5．8 Anomalies，Procedures and Measures to Consider
5．8．1 Suggestive measures to resolve the anomalies
5．8．2 Signs of Lack of Commitment and Unprofessional Attitudes In The Organization
5．9 Supervision and Managing of Contract and Temporal Staff
5．9．1 Background and Criminal Checks of Potential Employees or Personnel
5．9．2 Provision of guidelines and directions for contract workers
5．9．3 Differences in Benefits and Compensation to Workers in Client Company
5．9．4 Provision of grounds and forum for contract workers to express their displeasure，grievances and views
5．9．5 Availability of Union and Its Accessibility to contract workers
5．10 Challenges Involved and Faced In General By Contract Workers
5．11 DISCUSSION
5．11．2 Discussion of various challenges faced with regards to these three concepts under study(social networking，industrial relations and human resource outsourcing)
CHAPTER SIX：SUMMARY，CONCLUSION AND RECOMMENDATIONS
6．1 Introduction
6．2 Summary
6．3 Conclusion
6．4 Recommendations
6．4．1 National Policy Implementation(National Level)
6．4．2 Key players involved in the whole process(Organizational Level)
6．4．3 Future Researchers
REFERENCES
APPENDICES
