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Research Proposal写作范例-人力资源外包的竞争优势。本文是一篇留学生研究计划书写作参问，主要内容讲述在组织外部完成人力资源职能的组织称为人力资源外包。在人力资源外包的帮助下，组织将其人力资源问题交给第三方解决，第三方负责解决与人力资源相关的所有问题。通过外包，公司可以在一定程度上避免其内部成本，并将以低成本获得更好的服务，因为第三方顾问拥有高素质的人力资源专业人员。若该组织试图雇佣这些人，那个将是非常昂贵的。人力资源外包以最低成本为这些专业人员提供服务，从而使组织获得更好的解决方案。下面就一起来看一下这篇Research Proposal格式范文的具体内容。 
Organizations getting their human resource function done out side the organization is known as HR outsourcing. With the help of HR outsourcing an organization hands over its human resource issues to be resolved by the third party and the third solves all issues related to human resource. Through outsourcing a company can avoid its internal cost to some extent and it will get better services at low cost because third party consultant holds highly competent HR professionals with them. If organization tries to hire those people it would be very costly for it. HR outsourcing gives access to those professionals at minimum cost and organizations get better solution.
Now days, organization are trying to move towards HR outsourcing. Many of the organizations now adopt this concept and because of outsourcing, they are performing better. In my research I have tried to find out whether adopting HR outsourcing gives an edge to the organization or not. I set our initial hypothesis that organization gets competitive advantage if they go for HR outsourcing. In order to get results I have conducted a small scale research and on the basis of this research I concluded my findings.
如今，公司正努力走向人力资源外包。许多组织现在都采用了这一概念，因为外包，他们的表现更好。在我的研究中，我试图找出采用人力资源外包是否会给组织带来优势。我设定了我们的初始假设，即如果企业进行人力资源外包，就会获得竞争优势。为了得到结果，我进行了一项小规模的研究，并根据这项研究得出了我的结论。
RESEARCH QUESTION 研究问题
Does an organization gain competitive advantage through HR outsourcing? 组织是否通过人力资源外包获得竞争优势？
RESEARCH OBJECTIVES 研究目标
HR outsourcing is gaining immense importance in the current era. Most of the organizations are now adopting HR outsourcing. It gives organizations double benefit, firstly they can avail services of key human resource professionals without hiring them and secondly organizations can get these benefits incurring very low cost. The basic objective of conducting this research is to find out the impact of HR outsourcing on organizational performance. In this research I have tried to find that organizations gain competitive advantage through HR outsourcing. What positive things they achieve through HR outsourcing. I have collected data from key HR personnel working in leading organizations. This research will assist almost every organization that is working at broader level. By analyzing the findings of this research organizations can get the idea whether they should adopt HR outsourcing or not. This research will also be helpful for those organizations that are considering HR outsourcing. I have also discovered that what benefits organizations achieve through HR outsourcing and what are other possibilities to gain other different benefits.
人力资源外包在当今时代变得越来越重要。大多数组织现在都在采用人力资源外包。它给组织带来了双重好处，首先，他们可以在不雇佣关键人力资源专业人员的情况下获得服务，其次，组织可以以非常低的成本获得这些好处。开展这项研究的基本目标是找出人力资源外包对组织绩效的影响。在这项研究中，我试图发现组织通过人力资源外包获得竞争优势。他们通过人力资源外包实现了哪些积极的事情。我从主要组织的关键人力资源人员那里收集了数据。这项研究将帮助几乎所有在更广泛层面上工作的组织。通过分析这项研究的结果，组织可以了解他们是否应该采用人力资源外包。这项研究也将有助于那些正在考虑人力资源外包的组织。我还发现，组织通过人力资源外包获得了哪些好处，以及获得其他不同好处的其他可能性。
LITERATURE REVIEW 文献综述
In the presence of theoretical model an organization identifies environmental and organizational characteristics that affect the performance of human resource in the organization. Particularly we address the issue according to the circumstance which contributes value for organization by the analysis of environmental and organizational characteristics that affect HR performance and relationship outsourcing mediates. We propose that supplier competition in HR is directly proportion to the HR depth performance.
Uncertain situation of the environment like primary, competitive and supplier give the indications to develop the relationship between the performance of HR and amount of HR outsourcing and also between supplier competition and amount of outsourcing for asset specify the latest version of the paper was presented in Houston, Texas, March, 2003 at the Southwest Academy of Management meeting and received the paper award.
在理论模型的存在下，组织确定了影响组织人力资源绩效的环境和组织特征。特别是，我们通过分析影响人力资源绩效和关系外包中介的环境和组织特征，根据有助于组织价值的环境来解决这个问题。我们认为，供应商在人力资源方面的竞争与人力资源深度绩效成正比。
主要、竞争和供应商等环境的不确定情况表明，人力资源绩效与人力资源外包量之间的关系以及供应商竞争与资产外包量之间存在关系，2003年在西南管理学院会议上获得论文奖。
It has been observed in different organizations that they are focusing on human resource outsourcing. This trend has been observed for last few years. In a research conducted by well reputed institutions of the world concluded in its findings the views of key HR personnel of different leading organizations that they outsource at least one function from the outside in order to increase productivity. P& G signed an agreement to outsource HR service in 2004 for its operation spread all over the world. HR outsourcing is gaining rapid attention by different organizations, it is strongly recommended that organization should go through all aspects while outsourcing. In different surveys it has been found that it has declined the morale of employees and customer services are also not up to standards.
在不同的组织中观察到，它们正专注于人力资源外包。这一趋势在过去几年中一直被观察到。在一项由世界知名机构进行的研究中，不同领先组织的关键人力资源人员在研究结果中得出结论，他们将至少一项职能外包给外部，以提高生产力。2004年，宝洁公司签署了一项外包人力资源服务的协议，该公司的业务遍布全球。人力资源外包正迅速受到不同组织的关注，强烈建议组织在外包时应全面考虑各个方面。在不同的调查中发现，它降低了员工的士气，客户服务也不达标。
It is still problem for the organizations that before going to outsourcing for the functions that previously did in the organization and decision solely based on cost and benefit analysis. (e.g.,Anderson&Weitz, 1986;Belous, 1989; Greer, Youngblood, & Gray, 1999; Gupta & Gupta, 1992; Kakabadse & Kakabadse, 2002; Lever, 1997), and Vining & Globerman (1999) in a research conducted by government agencies that through HR outsourcing organization saved up to 30% in its operating costs. In spite of that difference other studies suggest that while making decision of outsourcing cost should not be only criteria few other factors should also be taken into consideration. In those considerations it must analyze that organizations are availing services of highly competent professionals and customer satisfaction has also increased. (Barthelemy, 2003; Greer, Youngblood & Gray, 1999; Gupta & Gupta, 1992), by few experts it is said that organizations lose long term advantage (Anderson & Weitz, 1986; Greer, Youngblood & Gray, 1999, Gupta & Gupta, 1992; Lever, 1997). Studies that have been conducted very recently, Adler (2003) pointed few factors that must be considered while making decision for out sourcing, one how dependent you will be, second is spillover risk, and third is reliability of that organization, capability of that organization, long term sustainability and flexibility. The factors that discussed at first, second, third and fourth position are short term and fifth and sixth positions are long term. Even though there is no accurate method that helps us whether outsourcing is most efficient and effective. Few practical examples are available whether to manufacture or purchase from out side for example Leiblein, Reuer, & Dalsace, 2002) findings focus why organization outsource, what are the benefits of outsourcing.
对于组织来说，在外包以前在组织中执行的职能之前，完全基于成本和收益分析进行决策仍然是一个问题。Vining&Globerman在政府机构进行的一项研究中发现，通过人力资源外包组织，其运营成本节省了30%。尽管存在这种差异，但其他研究表明，虽然外包成本的决定不应只是标准，但也应考虑其他因素。考虑到这些因素，我们必须分析组织正在利用高素质专业人员的服务，客户满意度也在提高，很少有专家认为组织会失去长期优势。Adler最近进行的研究指出，在决定外包时必须考虑的几个因素，一是你的依赖程度，二是溢出风险，三是组织的可靠性、组织的能力、长期可持续性和灵活性。在第一、第二、第三和第四位置讨论的因素是短期因素，第五和第六位置是长期因素。尽管没有准确的方法可以帮助我们判断外包是否最有效。无论是从外部制造还是采购，很少有实际的例子可用，研究结果集中于组织为什么外包，外包的好处是什么。
THEORETICAL FRAMEWORK 理论框架
Today’s world of business is very dynamic; every business is striving to sustain its position in the market. HR outsourcing is an emerging concept and gaining an edge with the passage of time. Organizations are moving towards adaptation of this concept. It has been observed that HR outsourcing is beneficial for the organizations. Organizations performance increases with the help of HR outsourcing. Those organizations that have adopted HR outsourcing in their organization are performing better than those that have not focused on HR outsourcing. It shows trend towards HR outsourcing. It is utmost effort of every organization to perform at optimum level and give better result to its stakeholders. Though HR outsourcing organizations avail services of highly competent professionals who assist them to increase their productivity and ultimately this will positively affect the profits of the organizations.
今天的商业世界充满活力；每个企业都在努力维持自己在市场上的地位。人力资源外包是一个新兴的概念，随着时间的推移，它逐渐占据优势。各组织正在努力适应这一概念。据观察，人力资源外包对组织有益。人力资源外包有助于提高组织绩效。那些在组织中采用人力资源外包的组织比那些没有专注于人力资源外包工作的组织表现更好。它显示出人力资源外包的趋势。每一个组织都尽最大努力，以最佳水平开展工作，并为其利益相关者带来更好的结果。尽管人力资源外包组织利用高素质专业人员的服务，帮助他们提高生产力，最终这将对组织的利润产生积极影响。
RESEARCH DESIGN AND METHODOLOGY 研究设计和方法
In this research, I have used survey methods because this is descriptive research and nature of the situation is uncertain, in which management partially is sure about the problem. Questionnaire was used as data collection tool in which structured and close end questions were asked. Total fourteen questions were designed to ask different opinion from the respondents. In all questions different options were given to the respondent to select his choice. Finally when all questionnaire were got filed then I summarized the result in order to finalize my research findings. Apart from questionnaire literature was reviewed thoroughly. By analyzing both primary data collected through questionnaire and secondary data analyzed in literature review, I have concluded my research findings.
In this research, my sample size was thirty respondents and all were professionals working in different organizations. They participated in this research and on the basis of responses received from them I finally concluded about this research.
在这项研究中，我使用了调查方法，因为这是描述性研究，情况的性质是不确定的，其中管理层对问题有部分把握。问卷被用作数据收集工具，其中提出结构化和封闭式问题。共设计了14个问题，以询问受访者的不同意见。在所有问题中，受访者都有不同的选择。最后，当所有问卷都被归档后，我总结了结果，以最终确定我的研究结果。除问卷调查外，还对文献进行了全面审查。通过分析通过问卷收集的主要数据和文献综述中分析的次要数据，我总结了我的研究结果。
在这项研究中，我的样本量是30名受访者，他们都是在不同组织工作的专业人士。他们参与了这项研究，根据从他们那里得到的答复，我最终得出了关于这项研究的结论。
DATA COLLECTION AND ANALYSIS TECHNIQUES 数据收集和分析技术
In this research, 30 respondents were asked to participate. Out of which 27 questionnaires were received. 3 questionnaires were rejected due to fake or incomplete data, ultimately 24 questionnaires were analyzed. All participants were highly qualified HR professionals that were performing their duties in well reputed and leading organizations. Most of the respondents were in 41 to 50 years age bracket but few of them were 51 to 60 years age bracket. All respondents had been serving in the organization for more than five years.
在这项研究中，30名受访者被要求参与。其中收到27份问卷。3份问卷因数据造假或不完整而被拒绝，最终分析了24份问卷。所有参与者都是高素质的人力资源专业人员，他们在知名和领先的组织中履行职责。大多数受访者年龄在41至50岁之间，但很少有51至60岁的受访者。所有受访者都在该组织任职超过五年。
In the response to a question that HR department plays a vital role for the development of the organization, 83% responded strongly agree, 9% agreed, and only 8% disagrees with this statement. This shows the importance of the HR department in the organization especially in the light of these responses. Organizations which have highly competent HR professional are stronger than those that are lacking them. Majority of the responded agreed with this statement only a small percent of the responded denied this statement.
在回答人力资源部对组织发展起着至关重要作用的问题时，83%的人表示强烈同意，9%的人表示同意，只有8%的人不同意这一说法。这表明了人力资源部在组织中的重要性，特别是考虑到这些回应。拥有高素质人力资源专业人员的组织比那些缺乏人力资源专业人才的组织更强大。大多数受访者同意这一说法，只有一小部分受访者否认这一说法。
HR outsourcing leads organization towards success, in the response to this question 95% agreed this statement and 5% were neutral, they did not respond anything. From the response to this question it can be inferred that it is key success factor of the organization if it adopts HR outsourcing. HR outsourcing doubles the performance of organization, response of this question was not completely positive. 56% respondents were neutral and did comment on it, 23% agreed this statement, 21% of respondents disagreed with this statement. It can be inferred from this statement that most of the HR personnel were not sure about it because no quantitative data was available in front of them, so they reserved their response.
人力资源外包导致组织走向成功，在对这个问题的回答中，95%的人同意这一说法，5%的人持中立态度，但他们没有做出任何回应。从对这个问题的回答可以推断，如果组织采用人力资源外包，这是组织成功的关键因素。人力资源外包使组织的绩效翻倍，对此问题的回答并不完全积极。56%的受访者持中立态度，并对此发表了评论，23%的受访者同意此说法，21%的受访者不同意此说法。从这一说法可以推断，大多数人力资源人员对此并不确定，因为他们面前没有定量数据，所以他们保留了自己的回答。
In the responses to this question, organizations are more competitive that are involved in HR outsourcing, 75% responded strongly agreed with this statement, 18% agreed and only 7% responded who disagreed with this statement. In regards to another question, HR outsourcing gives competitive advantage to the organizations, 88% agreed with this statement, 7% were neutral and only 5% responded disagreed with this statement. From the responses of these two questions it can easily be inferred how HR outsourcing contributes to the development of the organization. Organization attains competitive advantage due to HR outsourcing.
在对这个问题的回答中，参与人力资源外包的组织更具竞争力，75%的人强烈同意这一说法，18%的人同意，只有7%的人不同意这一观点。关于另一个问题，人力资源外包给组织带来了竞争优势，88%的人同意这一说法，7%的人持中立态度，只有5%的人不同意这一观点。从这两个问题的回答可以很容易地推断出人力资源外包对组织发展的贡献。由于人力资源外包，组织获得了竞争优势。
Organizations which are involved in HR outsourcing get their HR function done more professionally, 89% of respondents agreed with this statement and only 11% disagreed. HR outsourcing plays vital role in the success of the organization, 53% of the respondents agreed with this statement, 29% were neutral and did choose either side only 8% disagreed with this statement. Though it is emerging concept, most of the HR professionals are not able to differentiate both scenarios.
参与人力资源外包的组织的人力资源职能更加专业化，89%的受访者同意这一说法，只有11%的人不同意。人力资源外包在组织的成功中起着至关重要的作用，53%的受访者同意这一说法，29%的人持中立态度，确实选择了任何一方，只有8%的人不同意这一声明。尽管这是一个新兴的概念，但大多数人力资源专业人员无法区分这两种情况。
Most of the organizations are moving towards HR outsourcing, 83% respondents agreed it means they have realized the value of the HR outsourcing. Really it is beneficial for the organizations and this is the key success factor for the organizations.
大多数组织都在走向人力资源外包，83%的受访者同意这意味着他们已经意识到人力资源外包的价值。这确实对组织有益，这是组织成功的关键因素。
Data Validity and Reliability 数据有效性和可靠性
For the collection of data questionnaire was used which was designed according to hypothesis, and nature of information we wanted to ask. All questions were designed in such direction which gave us proper direction towards hypothesis. Secondly, this questionnaire was initially passed through pilot testing process in which any types of problems or errors and unnecessary things were removed that verified authenticity of that questionnaire. Thirdly, this questionnaire was filled by HR professional and they know very well about related field, they were experts and have extensive ideas regarding this field and they responded to the questions based on their deep knowledge and vast experience. As we discussed earlier in this research those respondents were asked to participate who had been working in the organizations for more than five years and they had captured a leading position in their particular department. They were also working in the world class organization,so scope of these people was very high their participation in this research gave me a clear picture to draw a better conclusion.
为了收集数据，使用了根据假设和我们想要询问的信息的性质设计的问卷。所有问题都是按照这样的方向设计的，这给了我们正确的假设方向。其次，该问卷最初通过了试点测试过程，在该过程中，任何类型的问题或错误以及不必要的东西都被删除，以验证该问卷的真实性。第三，这份问卷是由人力资源专业人员填写的，他们对相关领域非常了解，他们是专家，对该领域有广泛的想法，他们基于深厚的知识和丰富的经验回答问题。正如我们在本研究之前所讨论的那样，这些受访者被要求参与其中，他们在组织中工作了五年以上，并在其特定部门中获得了领导地位。他们也在世界一流的组织工作，所以这些人的范围很广，他们对这项研究的参与给了我一个清晰的图景，让我得出更好的结论。
Ethical Issues 道德问题
Apart from many issues it is also mandatory for the researcher to take care of ethical issues related with that particular research. As questionnaire that were received from the respondents having confidential data that was unethical to disclose because they provided some personal information and it seemed awkward to deliberately convey others and it also seemed unnecessary that it should be told to any one. All the facts and figures provided by the respondents especially most secrete things were kept as secrete only required thing that were mandatory to analyze has been discussed in this research. One more thing that what ever the result of this research, organizations which use the data for their betterment purpose must take care of one thing that they would not harm their employees.
除了许多问题外，研究人员还必须处理与特定研究相关的伦理问题。作为从受访者那里收到的问卷，他们提供了一些不道德的机密数据，因为他们提供了某些个人信息，故意传达给其他人似乎很尴尬，而且似乎没有必要告诉任何人。调查对象提供的所有事实和数据，尤其是大多数机密信息，都被保留为机密信息。本研究讨论了必须分析的唯一必需信息。还有一件事，无论这项研究的结果如何，使用数据进行改进的组织必须注意一件事：他们不会伤害员工。
Recommendations 建议
In the view of above research it has been recommended to the organizations that HR outsourcing is very important aspect that must be focused. By implementing HR outsourcing most of the organizations availing the benefits of it and others are trying to implement. Few of the organization have not taken any effort to move in this direction. Though the world of business is very dynamic and it is changing rapidly, it has been hard for the most of the organizations to operate in this dynamic world. On each day new products have been introduced in the market and new ideas have been brought in the market. Competition is increasing day by day; every organization is trying to take over other. Businesses are facing very tough competition and it is very hard to respond these daily fluctuations. For the sake of survival, organizations must critically analyze the situation and plan to responds these changes accordingly. If any organization does not take care and it is not worry about what ever is happening in the business world, they may almost go out from the market they do not sustain their competitive positions.
鉴于上述研究，已向各组织建议，人力资源外包是必须重点关注的一个非常重要的方面。通过实施人力资源外包，大多数利用人力资源外包的组织和其他组织都在努力实施。该组织中很少有人没有采取任何努力朝着这个方向前进。虽然商业世界是非常动态的，而且变化很快，但对于大多数组织来说，在这个动态的世界中运作是很困难的。每天都有新的产品被引入市场，新的想法被引入市场。竞争日益加剧；每个组织都试图接管其他组织。企业面临着非常激烈的竞争，很难应对这些每日波动。为了生存，组织必须批判性地分析形势，并计划相应地应对这些变化。如果任何组织不注意，也不担心商业世界中发生的事情，他们可能会几乎退出市场，因为他们无法维持自己的竞争地位。
As we know HR is key asset of any organization, all physical assets are operated by human resource. Human resource does not have only capability to operate physical assets but it can also bring new ideas by using its analytical skills. If any organization has capable and competent human resource it has an edge to other organization because it can respond well. Capability is bestowed by nature; it does not mean if any one is highly qualified he is capable as well. Any organization that has hired talented human resource it can respond well to the changes occurring in the dynamic business world.
正如我们所知，人力资源是任何组织的关键资产，所有有形资产都由人力资源运营。人力资源不仅有能力经营有形资产，而且还可以通过运用其分析技能带来新的想法。如果任何一个组织有能力和胜任的人力资源，那么它就比其他组织更有优势，因为它能够很好地做出反应。能力是天生的；这并不意味着任何人都是高素质的，他也有能力。任何雇佣了人才的组织都能很好地应对动态商业世界中发生的变化。
HR outsourcing is an emerging concept; most of the organizations have adopted this concept in which organizations get their HR functions done externally. It the light of my research it is strongly recommended that organization must focus to bring changes because it assists them to attain competitive advantage. Those organizations which have not yet considered this fact must focus on it. It would not only save the cost of the organization but it also would help to render the services of highly competent HR professional.
As we all know that business world is very dynamic, each day we find new changes in the market. Organizations are striving to introduce innovative and modified products. With the passage of time, necessities of the people have also changed. In order to produce products, offer service according to expectation of customers, organization must hire those people who must be committed and enthusiastic with the organization. So they must go for HR outsourcing for the betterment of their services and to respond the rapidly changes in the market.
人力资源外包是一个新兴概念；大多数组织都采用了这一概念，即组织在外部完成其人力资源职能。根据我的研究，强烈建议组织必须专注于带来变革，因为这有助于他们获得竞争优势。那些尚未考虑这一事实的组织必须将重点放在这一点上。这不仅可以节省组织的成本，而且有助于提供高素质的人力资源专业人员的服务。
众所周知，商业世界是充满活力的，我们每天都会在市场中发现新的变化。各组织正在努力推出创新和改进的产品。随着时间的流逝，人们的必需品也发生了变化。为了生产产品，根据客户的期望提供服务，组织必须雇佣那些对组织忠诚和热情的人。因此，他们必须进行人力资源外包，以改善服务，并应对市场的快速变化。
Conclusion 结论
Organization get their human resource function done out side the organization is known as HR outsourcing. With the help of HR outsourcing organization hand over its human resource issues to be resolved by the third party and that third solves all issues related to human resource.
组织将其人力资源职能外包给组织，这被称为人力资源外包。在人力资源外包组织的帮助下，将其人力资源问题交由第三方解决，第三方负责解决与人力资源相关的所有问题。
With detailed analysis of this research, I have come to this point that HR outsourcing is mandatory for the organizations and gives competitive advantage to the organizations. Finding of this research confirms that though HR outsourcing organizations attain competitive advantage. In this research, respondents who participated were all professional and performing their duties in the leading organizations. Most of the respondents uttered that human resource department plays a vital role in the development of the organizations and really this is the fact because they are the key assets of any organization. All those organization that captured leading positions in the world market, it was due to their expert human resource.
通过对这项研究的详细分析，我得出了这样的结论：人力资源外包对组织来说是强制性的，并为组织提供了竞争优势。这项研究的结果证实，尽管人力资源外包组织获得了竞争优势。在这项研究中，参与调查的受访者都是专业人士，在领导组织中履行职责。大多数受访者表示，人力资源部门在组织的发展中起着至关重要的作用，这是事实，因为他们是任何组织的关键资产。所有那些在世界市场占据领先地位的组织，都归功于他们的专业人力资源。
In the regard of question whether HR outsourcing is important, many of the respondents positively uttered that it is mandatory and plays most important part in the development of any organization. Because now a days business people know the fact that it is hard to survive in the market until timely actions are not taken. So it can only be possible when they get their HR functions done in professional ways. There would be dual effect of this HR outsourcing, one organization would avail professional guidance at low cost and secondly due to professional capabilities they would try to motivate employees.
关于人力资源外包是否重要的问题，许多受访者积极表示，人力资源外包是强制性的，在任何组织的发展中都发挥着最重要的作用。因为现在商界人士都知道，除非及时采取行动，否则很难在市场上生存。因此，只有当他们以专业的方式完成人力资源职能时，这才可能实现。人力资源外包将产生双重影响，一个组织将以低成本获得专业指导，另一个组织由于专业能力，他们将努力激励员工。
HR outsourcing increases the work efficiently of the organizations. Productivity of the organizations increases, in view of few questions it was stated that due to competent HR organizations gives better results and perform at expected level. Most of the organizations are now moving to HR outsourcing, there can many reasons behind that. One reason among them can be the tough competition in the market due to that organization has to respond to rapidly changing market. Every day new and improved products or services have been introduced, it has become complex to run the businesses if proper attention is not paid, it has also become matter of survival for the organization that’s why efforts are continuously made to bring organization at competition level. Organizations are striving to make changes on daily basis and respond to the external environment accordingly. It is their full effort to pave the way of success. Focus towards HR outsourcing is also one of the parts of this connection.
人力资源外包提高了组织的工作效率。鉴于很少有问题，组织的生产力提高了，有人指出，由于人力资源组织能力强，结果更好，绩效达到预期水平。大多数组织现在都转向人力资源外包，这背后有很多原因。其中一个原因可能是市场竞争激烈，因为该组织必须应对快速变化的市场。每天都有新的和改进的产品或服务推出，如果不给予适当的关注，经营业务变得复杂，这也成为组织的生存问题，这就是为什么不断努力使组织处于竞争水平的原因。组织正在努力每天做出改变，并相应地应对外部环境。他们正全力为成功铺平道路。关注人力资源外包也是这种联系的一部分。
In nut shell, I conclude that organizations attain competitive advantage due to HR outsourcing;they perform better than other organization, and they become successful to attain competitive advantage because they respond the environment quickly if any new change occurs out side the external environment. It increases the productivity of the organizations and they become more efficient. Most of the organizations are now moving towards HR outsourcing because they have realized the importance of HR outsourcing.
Research Proposal得出简洁扼要的结论：组织由于人力资源外包而获得竞争优势；他们比其他组织表现得更好，他们能够成功地获得竞争优势，因为如果外部环境发生任何新的变化，他们能够快速地应对环境。它提高了组织的生产力，使其效率更高。大多数组织现在都在走向人力资源外包，因为他们已经意识到人力资源外包的重要性。本站提供各国各专业Research Proposal写作指导服务，如有需要可咨询本平台。
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