Industry News

　　Human resource dispatchIt is a new product of recent years. Its function is that the employer separates the people and tasks assigned to the dispatch worker department for management, allowing the dispatch company to handle certain matters. The human resources dispatch company acts as the intermediary between workers and the employer, collecting service fees and then collecting profit service fees based on the principle of proportion.

　　This means employers don't want to bear direct responsibility, so they choose to outsource people and tasks. They only need you to do the work, and then you can achieve their expected profit goals. Once there are shortcomings during the process, employers will find faults, often making you work overtime and so on.

　　So how exactly did dispatch companies come about? In the early days of society, human resource dispatch agencies existed to address the mismatch between surplus labor and surplus workload. For example, in hospitals, many positions urgently require medical knowledge, such as front desk staff, back-office staff, and so on. These positions generally have low skill requirements—commonly called 'everyone is capable.' To be more refined, the entry barrier is low and there's little central competitiveness. If these positions require a high capital to recruit medical school students, and there's no need for these positions to be held by these future doctors. As for human resources dispatch companies, they happen to have a group of idle staff who currently have no work to do. They can be assigned to hospitals after some training, and the agency earns some labor fees or wage differences.

　　Just from this perspective, it seems that human resources dispatch agencies are still a very positive presence. Because it enables rational use of resources, realizes the proper allocation of resources, and solves many unemployed and unemployed issues, right?

　　Initially, its purpose was indeed to solve this problem, but now this form of dispatch has changed and has become purely an employer's way to save costs. Employers need people to fill vacancies, and employers don't care whether the position requires skill level. As long as the dispatch company sends people for me, once the salary is negotiated, the agency starts recruiting in the market. Some of the people hired are even better than regular workers at employers and have greater potential, but the compensation is worlds apart. At this point, their mindset is unbalanced and other problems arise.

　　As for improving benefits, the issue is quite complicated. If someone outsources and signs a contract with a staffing agency, if you want a raise, the outsourcing side may not approve, and even if they do, for example, if you want a 2K raise, the outsourcing company might ask the employer for 4K. Since they still want to extract more profit, other aspects of the relationship become even more chaotic. The employer already has a job budget, so if they see your requirements are so high, they definitely won't agree. The difficulty is obvious. So most outsourcing companies are short-term workers and can't retain staff.

　　In contrast, employers pay service fees purely to hire temporary workers during hiring periods, but for profit reasons, this portion of the payment can save the employer a lot of labor costs. Therefore, some positions are still heavily outsourced.

　　Temporary HR workers are in a very disadvantaged position. First, they are exploited in terms of unequal pay for equal work, and second, they are charged service fees by dispatch companies. With these two vampires here, their own slice of the pie is cut quite a bit, and the Weibo income is simply not worth your payment.

　　Finally, perhapsHuman resource dispatchCompanies help better equip the workforce, but the resulting issues are mostly unfair and dark. Weighing the pros and cons, this service should be reduced. Simply abolishing it is not a measure we should take. Outsourcing companies should exist as subsidiaries of employers rather than independent units. This would provide more protection for employed workers, and employers would not need to replace personnel more frequently, which would be satisfying.