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　　Human resource dispatchCan an employee become a regular employee? Human resource dispatch is a new employment method that has emerged in recent years, where HR companies assign employees who have signed labor contracts to work at another organization. For enterprises, it can reduce personnel risks and costs, decrease personnel affairs, and have significant advantages for enterprise development. So, for temporary staff, what concerns them most is whether their benefits differ from those of regular staff. Want to know if it's possible to transition from a dispatched employee to a regular employee? Next, we will explain these two points of concern to us.

　　1. Can human resources dispatch workers become regular employees?

　　Since the labor contract for dispatched human resources workers is signed with the dispatch company, there is truly a labor contract; the connection between the human resources dispatch agency and the dispatched labor is between the agency and the dispatched laborer. whereas wages for dispatched employees are paid by the employer, and there is only a labor relationship with the employer. Therefore, it is not included in the employer's staffing quota. Whether a human resources dispatch worker can specialize in the employer depends on the employee's own abilities. Depending on the employer's situation, it cannot be definitively guaranteed to become a regular employee; everything depends on the employer's situation and the employee's own abilities.

　　2. Differences between human resources dispatch workers and on-the-job contract workers

　　1. Different subjects; The main parties in human resource dispatch are the dispatching company and the employer, while the main party in the labor connection is the employer and the employer;

　　2. Different connections; Human resources dispatch workers are contractually connected;

　　3. Different applicable laws;Human resource dispatchLabor law applies to workers, labor law applies to employees;

　　4. Different legal contracts in legal form. The former signifies a human resource dispatch contract, while the latter signs a labor contract;

　　5. Different post-treatment approaches for gelatinous gel.

　　According to the Labor Contract Law, when a dispatched worker is not working—that is, within the labor contract period—when the dispatch period expires and there is no new dispatched position, the agency must pay monthly remuneration, based on the minimum wage standard set by the local government of the dispatch agency. There are no rules regarding employees in this regard.

　　3. Are welfare benefits for dispatched human resources employees and regular employees the same?

　　I have learned about itHuman resource dispatchWe should have heard of "equal pay for equal work." According to the rules of the Labor Law, wage distribution should follow the principle of distribution according to labor and implement "equal pay for equal work." Equal pay for equal work means that employers who perform the same type of work regardless of gender, age, ethnicity, or region, will receive the same remuneration for the same amount of labor. Therefore, we can be reassured that, according to the equal pay rules for equal work, the welfare benefits for dispatched and regular HR employees are the same.

　　Have we gained a deeper understanding of human resource dispatch through the above? As temporary HR staff, we don't need to worry about our benefits being withheld; they are the same as regular employees. So, I believe there is little difference between being a regular employee or a temporary staff, as long as the benefits are stylish. Therefore, dispatched workers need not worry about whether human resources dispatch workers can become regular employees. This is the question.