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首页> 外文期刊>Journal of European Industrial Training: A Journal for HRD Specialists >A model for outsourcing HRD
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A model for outsourcing HRD

机译：人力资源开发外包模式

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摘要

Purpose - The purpose of this paper is to provide an overview of approaches to outsourcing HRD in the UK. Design/methodology/approach - This paper employs semi-structured interviews and case studies. The research model was developed from a literature review. Findings - There are many problems associated with outsourcing any or all aspects of the HRD function. Approaches to outsourcing vary between firms, largely because their impetus for taking training outside is likely to differ. There are certain key issues that need to be considered when trying to make an outsourced HRD strategy successful in any organization: making the right decision about what to outsource; engaging the right providers; and putting measures in place to build and maintain a strong, trusting, effective relationship. Research limitations/implications - The model should be further tested, applied and refined as necessary. Practical implications - Organizations wishing to outsource HRD could be guided by the model and findings of this research. Originality/value - A novel and innovative two-part model was developed from a literature review and tested against two large well-known UK organizations. It will be of value to HRD managers and researchers.
机译：目的-本文的目的是概述英国外包人力资源开发的方法。设计/方法/方法-本文采用半结构化访谈和案例研究。该研究模型是根据文献综述开发的。调查结果-将人力资源开发职能的任何或所有方面外包都存在许多问题。公司之间的外包方法各不相同，主要是因为它们接受外部培训的动力可能会有所不同。在任何组织中尝试使外包人力资源开发策略成功时，都需要考虑某些关键问题：就外包内容做出正确决定;聘请合适的提供商;并采取措施建立和维持牢固，信任，有效的关系。研究局限性/含义-应根据需要进一步测试，应用和完善模型。实际意义-希望将HRD外包的组织可以以本研究的模型和结果为指导。原创性/价值-从文献综述中开发出一种新颖且创新的两部分模型，并针对英国的两个大型知名组织进行了测试。这将对HRD管理人员和研究人员具有价值。

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