2023-02-15 17:32:42
Labor dispatch is also known asHuman resource dispatchLabor dispatch refers to a labor method in which a human resources dispatch organization signs a labor contract with dispatched laborers, pays compensation, and assigns the workers to other employing units, which then pay a service fee to the dispatching organization. The fact of labor force payment occurs between the dispatched worker and the sending enterprise (actual employing unit). The sending enterprise pays a service fee to the human resources dispatch organization, and the human resources dispatch organization pays labor remuneration to the worker.
Human resource dispatch is a new employment method recently adopted by talent centers in China, allowing for cross-regional and cross-occupational operations.
1. Human resource dispatch can address the issue of flexible employment
The essence of labor dispatch is to meet enterprises' flexible employment needs. Because labor costs are rising, risks are increasing, and mall changes are too rapid, to address issues such as seasonal employment, non-core positions, and temporary mall employment, companies have added flexible human resource dispatch in addition to fixed employment methods.
Flexible employment is a form of compensation for fixed employment and is also a trend for enterprises in an uncertain economic environment. Besides the flexible employment method like human resource dispatch, there are various flexible employment methods such as hourly workers, temporary workers, part-time employment, interns, retirement rehires, and part-time employment. However, dispatched labor is one of the relatively standardized types of flexible employment (because employment involves issues such as labor ties, salary, personal income tax, insurance, invoices, etc.). Human resource dispatch can handle invoice issues through differential tax payments, and other employment issues can be handled through labor contracts, salary distribution, individual income tax payment, social insurance payments, and other methods.
2. Human resources dispatch can handle client staffing issues
In central enterprises, state-owned enterprises, and foreign enterprises, employment is subject to strict staffing constraints. These companies have work tasks but no available staffing, so they can only adopt human resource dispatch or outsourced positions. Dispatched employment can effectively handle staffing and employee handling issues.
3. Human resource dispatch can handle recruitment issues for companies
The Spring Festival has just ended, and all companies have entered a busy recruitment period, while human resources dispatch companies have entered a tight recruitment season. Recruitment has always been a hard requirement for clients to adopt dispatched workers, especially in production professions. Whether the company has recruitment capabilities is the primary goal for choosing a labor service company for production professions.
4. Human resources dispatch can address labor cost issues
In the early stages, human resources dispatch mostly handled employee recruitment issues, while in the past two years, labor dispatch has been more frequently used to address labor cost issues. For enterprises, 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 human resources dispatch companies has become a hard requirement when choosing labor service companies. There are two ways to reduce labor costs through human resource dispatch:
One is to transfer social security to a local area with a lower share and base. In some Chinese cities, to attract investment, some cities have a lower share of social security than most, reducing social security costs by more than 50%. Such preferential policies are very attractive to low-end enterprises employing in bulk.
The other is changing employment methods by adding flexible positions, such as hourly workers, temporary workers, human resources dispatch workers, and part-time workers. One employee can work for multiple units and pay social insurance themselves, indirectly reducing the company's social security costs. At most, employees can purchase one social insurance policy for work injury and commercial accident insurance.
5. Human resources dispatch can handle employment hazards
It can reduce personnel (labor) conflicts. Under the guidance of relevant laws, regulations, and policies in China, employers and human resources dispatch companies sign employment agreements, and labor service companies sign employment contracts with hired personnel. The employer and hired personnel have a paid relationship, which helps prevent direct conflicts with the hired personnel (labor) personnel.
A staffing agency is not an insurance company, but it has extensive experience handling employment risks. Through professional legal knowledge, strict legal texts, and lawful employment methods, the agency can help clients minimize employment risks to the greatest extent.
Final summary: Labor dispatch as a labor dispatch method will still be welcomed by companies because human resource dispatch can still address many employment issues.
