Human resource dispatch is currently a relatively popular employment method, mainly involving three parties: dispatchers, employing units, and employing units. Assigning responsibility in disputes can be troublesome, but the well-known domestic human resources dispatch company still has its own advantages.
According to the "Interim Rules on Human Resource Dispatch," which officially came into effect on March 1, 2014, enterprises are given a two-year transition period to adjust the employment ratio for human resource dispatch. Since the transition period ended on February 29, 2016, some local governments have continuously carried out special inspections and rectifications on human resource dispatch. For enterprises that originally employed human resources through dispatch, besides strictly enforcing the Labor Contract Law and the Interim Rules on Human Resource Dispatch and signing labor contracts with employees in conventional positions, more considerations are given to adopting "human resource outsourcing," still separating the link between actual employment and employee labor.
Human resource dispatch and human resource outsourcing are two different concepts, with many differences, such as significant differences in contract nature, settlement standards, roles, and responsibilities.
Enterprises outsource some non-central, temporary, and highly substitutable tasks to human resources. The outsourcing company independently recruits, handles, payrolls, issues bail, and handles labor disputes according to the contracting enterprise's requirements. The contracting enterprise prioritizes its core business to improve performance. Through outsourcing, it can truly reduce staff and increase efficiency, maximizing benefits in exchange for the principle of maximizing benefits.
There is a significant difference between human resource dispatch and outsourcing. Human resource dispatch is a method of employment clearly stipulated by the Labor Contract Law, where the dispatching company signs a labor contract with the employer. The employing unit and the dispatching unit sign a human resources dispatch agreement, with the dispatching unit paying the worker remuneration, and the employing unit handling the worker's work and bearing primary joint responsibilities.
Which is better, human resource dispatch or outsourcing, ultimately depends on the company's own needs. Human resource dispatch is a form of employment, and for employing companies, they can handle employment issues but cannot evade the employer's responsibilities. Human resource outsourcing is quite broad in scale. Contractors can entrust an entire task, a production line, or an order to the human resources outsourcing company to complete the entire process.
