在面臨競爭壓力下，每一組織皆須充分地關注其有限資源在核心與邊陲活動方面的配置情形。對於人力資源管理者而言，此逐漸地鼓勵渠等宜在雇傭關係的內部化與外部化發展上進行選擇。本文首先討論組織可能採用的各種不同雇傭模式。這意味著人力資本的策略價值乃主導了內部與外部雇傭模式的選擇。儘管如此，從公共與私人官僚體系的差異性觀點而言，本文也審慎地指出過度仰賴外包作為一種策略，所可能衍生的潛在負面影響。

Under pressures of competitiveness, each firm is driven to pay series attention to its limited resources on those acitvities that are critical to its survival and leverage activities that are peripheral. As for human resource managers, this gradually encourages them to make a choice between internalization and externalization of employment. We start our discussion by recognizing that firms rely on a variety of different modes of employment. It implies that the strategic value of human capital is reflected in choice about whether to use internal vs. external employment patterns From the perspective of differences between public and private bureaucracy, however, we also consciously try to highlights the potentially damaging effects a greater reliance on outsourcing as a strategy can have on distinct value system.