Traditionally human resource functions are performed in house, but recently the subject on outsourcing human resources is becoming more and more popular. According to an article published in 2004 by the INC. 500 magazine, 18 human resource service providers were chosen to be the most fast growing corporations in the US, in the mean time, the Fortune 500 and Forbes 500 corporations lists both had human resource business process outsourcing firms listed inside. The development of global temporary help service industry has been around for more than fifty years and the growth rate of temporary help industry in each country has been increasing steadily. Meanwhile, the Executive Yuan of Taiwan has chosen this business as one of the most industry among its 12 selected important developing service industries. The competition in temporary help has getting more and more severe than usual, but restricted to its uncompleted legal regulation, there are many staffing vendor didn¡¦t obey the legal regulation, besides the difference between temporary help service and outsourcing is still ambigious. In this study, case study approach and the in-depth interview technique were employed. The main objective is to find out what current difficulties are the temporary help agencies facing and what kind of solution do they use to cope with the business needs. Furthermore, by applying relevant solution to form the suggestions to provide to staffing industry for the operation reference The inference of this study is that Taiwan is more cost oriented compared with other countries in US, Japan and Germany in the consideration of using temporary help service; as for the development of professional temporary help service, there is no clear definition on it, besides, the temporary help service agency in Taiwan is not yet able to provide this service. The temporary help service agencies in Japan expect relevant law in temporary help service can be loosen to develope this industry better, the temporary help service agencies in Taiwan expect a clearer definition between responsibility and obligation in user enterprise and temporary help service agency. The pricing war in this industry in Taiwan would form the barrier of better service due to limited profit while other countries had understood different service level deserves different price. New pension policy implemented in Taiwan in 2004 would encourage more enterprises understand the advantage of using temporary help service, but not definitely boost the promising development of this industry.

The Explorative Research About the Employment System and HR Practice of Employee Dispatching Industry in Taiwan ¡XUse The Related Industries in America as a basic of comparison Abstract How to effectively enhance the competitive competency is the most important goal for companies to accomplish in recent years. Traditional human resources management models have failed to work effectively because of the heightened competition. HR systems have experienced radical changes. In the more and more complex environment, the way to conquer the challenges of human resources management is the key point in making up companies¡¦ competency. To avoid the increasing cost of employment getting heavy, the companies tend to adopt a flexible HRM system to reduce the cost. This tendency gives rise to contingent work force. It also raises the interest of this study to discuss the newly controversial issue of the employee dispatching in Taiwan. However, the scholars always mentioned the related U.S. industries of the U.S. when discussing the local dispatching industry. This study will compare the similarities and dissimilarities between the related industries and the local dispatching industry. We wish to provide suggestions to the developing dispatching industry. Case study will be adopted in this research. We try to sketch the outline of the local dispatching industry through this method and compare the similarities and dissimilarities between the three industries. From this research, we can conclude that: 1.The concept of the employee dispatching is still not prevailing. The complete employee dispatching system has not yet been established. However, all the business owners think that the dispatching industry will keep growing. The growth of dispatching industry would solely appear in the quantity of dispatching. The professional employee dispatching isn¡¦t ready yet. 2.In the discussion of causes, the reasons for the rise of the dispatching industry are not really the same as the related industries of U.S. However, The reasons of using dispatching highly dovetail with those of U.S. and the characteristics of the dispatched workers are similar to those of the related industries. 3.In the discussion of the HR practice, we find that the HR function of the dispatching process is still rough. Most jobs of dispatching are at the simple and basic level and lack of challenge. This is one of the reasons why dispatching industry suffers the high turnover rate. Keywords: employee dispatching, dispatched worker, temporary help service industry, employee leasing industry