2023-02-10 16:22:52
Human resource dispatchFrom its inception until now, after decades of development, even under strict national bans, labor dispatch has remained resilient and continuously expanded. We believe that labor dispatch will continue to exist and grow in China for a long time. On one hand, the Labor Contract Law has already recognized the legal status of human resource dispatch.
On the other hand, policies such as the "Interim Provisions on Human Resource Dispatch" will strictly control these measures to avoid negative impacts. Let's explore together which labor issues human resource dispatch can address in enterprises.
1. Human resource dispatch can help companies address flexible employment issues
The essence of human resource dispatch is to meet the flexible employment needs of enterprises. As companies' labor costs increase, risks increase, and mall changes too quickly, to address issues such as seasonal employment, non-core positions, and temporary changes in malls, companies add flexible labor dispatch beyond fixed employment methods.
Flexible employment compensates for fixed employment and is also a trend in the context of an uncertain economic environment. Besides flexible employment like human resource dispatch, there are also various forms of flexible employment such as hourly workers, temporary workers, part-time employment, interns, retirement rehiring, and part-time employment. However, human resource dispatch is one of the relatively standard forms of flexible employment (since employment involves issues such as labor ties, salaries, individual income tax, insurance, invoices, etc., Human resource dispatch can handle invoice issues through differential tax payments, and other employment issues through labor contracts, salary distribution, individual income tax payment, social insurance payments, and other methods.
2. Human resource dispatch can help companies address staffing shortages
In central enterprises, state-owned enterprises, and foreign enterprises, there are strict staffing restrictions. These companies have work tasks but no available staffing, so they can only adopt human resource dispatch or job outsourcing methods. Labor dispatch can effectively handle staffing and employee management issues.
3. Human resource dispatch can help companies handle bulk recruitment issues
The Spring Festival has just ended, and all companies have entered busy recruitment work, while labor service companies have entered a tense recruitment season. Recruitment has always been a hard requirement for clients adopting dispatch work, especially for production professions. Whether there is talent for recruitment is the primary goal when choosing a human resources dispatch company for production professionals.
4. Human resource dispatch can help companies address labor cost issues
In the early days, HR dispatch mostly handled employee recruitment issues, but in the past two years, I have encountered more of the labor cost issues handled through HR dispatch. For companies, labor costs are increasing year by year, especially with increasing pressure from social security and housing fund costs and personal income tax costs. How to reduce labor costs through dispatch companies has become a hard demand for choosing a human resources dispatch company. There are two ways to reduce labor costs through dispatch work:
One is to transfer social security to a local area with a lower share and base. In some cities in China, to attract investment, the share of social security in a single city is lower than in most cities, reducing social security costs by more than 50%. This kind of preferential policy is very attractive to low-end enterprises employing in bulk.
The other is to change employment methods by adding flexible positions, such as hourly workers, temporary workers, and part-time workers. One employee can work for multiple units and pay social insurance themselves, directly reducing the company's social security cost. At most, employees can purchase one social insurance policy for work injury and commercial accident insurance.
5. Human resource dispatch can help companies address hiring risks
In the past two years, many companies have sought to use human resources dispatch to address employment hazards. For example, risks of work injuries, double wages without signing labor contracts, risks of individual income tax base, risks of social insurance contributions, and risks of government supervision.
Dispatch agencies are not insurance companies, but HR agencies have extensive experience handling employment risks. Through professional legal knowledge, strict legal texts, and lawful employment methods, we can help clients minimize employment risks to the greatest extent.
