When can state-owned enterprises eliminate dispatch workers and outsourced workers?

Don’t listen to some answers and analyze that sooner or later, state-owned enterprises will cancel the labor dispatch and business outsourcing system, because this system has been said to be a temporary transitional policy since its establishment. Practice has proved that this model has a chaotic trend, has lost its original intention, and has been distorted by crooked monks.

Some answers only think from the design of the employment model, not from the original intention of "protecting workers" when it was established. They think it is good for the company and the boss, but have you ever thought about it? Today's labor dispatch and business outsourcing are going in the opposite direction, violating the original intention of protecting workers at that time, and becoming tools that harm the interests of workers. First, the source of labor dispatch and business outsourcing.

In the past, employment in state-owned enterprises was based on the "national identity" of state cadres and state workers. After 1992, the company became a contract employee and began to receive social security benefits. Employees of state-owned enterprises also have a fixed number of employees, fixed positions, fixed wages and fixed wages. That is, the number of employees and total wages paid by the company is determined by the superiors. Around 2000, state-owned enterprises were developing rapidly and needed to increase employees. Superiors did not provide quotas and wages, but introduced a labor dispatch model to make a transition and solve the enterprise's employment problem.

The original intention is to protect workers and allow companies to increase their employees in a small amount, but they must implement equal pay for equal work, but the quota and wages do not account for the quota of state-owned enterprises. As a result, state-owned enterprises recruited a large number of labor workers and abused this policy, causing the proportion of labor workers to greatly exceed the standard. The national regulation is that it cannot exceed 10%. Many companies use 90%, seriously damaging the interests of labor workers.

In 2016, the state discovered that the proportion of labor workers exceeded the standard and the contradiction between unequal pay for equal work was very prominent, and it began to make rectifications. The proportion of labor workers is required to be 10% and can only be used for three-gender positions. The excess labor workers must be converted into formal contract workers. As a result, companies did not want to seek benefits for labor workers, so they created a business outsourcing model, which turned the original contractor into a contractor for the workload, and the status of business outsourcers further declined. Second, let’s look at the root cause.

In the employment of state-owned enterprises, the state encourages the use of contract workers. If you sign a short-term contract for a short term, you will sign a long-term contract for a long term. However, the starting point is to use the labor contract law to protect the rights and interests of workers. Therefore, it is stipulated that enterprises cannot use more than 10% of their total labor force. The fundamental purpose is to require companies to use contract employees as much as possible.

To take a step back, labor workers also sign labor contracts with labor service companies and are also contract employees of labor service companies. No matter what, workers must sign a labor contract after all. Why not sign it with a state-owned enterprise but with a labor service company? There is something fishy here. The purpose is that state-owned enterprises want to lower wages and reduce management troubles. That is to say, state-owned enterprises want to employ people to work, but they do not want to be responsible for them.

This sentence, is it true? Don't talk about the flexible employment mechanism. If state-owned enterprises can only wait for a short time to employ people, what's wrong with state-owned enterprises signing short-term labor contracts? Third, when will state-owned enterprises abolish their labor service and outsourcing models?

When rectifying the labor dispatch market in 2016, the state said that this was a transitional policy. The ultimate goal is to guide companies to use contract employees, because in this way, workers' rights and interests can be protected to the greatest extent.

At present, the labor dispatch system and business outsourcing system are obviously tools to bully workers. As people's awareness further increases and the country's determination further strengthens, sooner or later these two models will be cancelled. This possibility is almost non-existent!

There are several main reasons. 1. Objective economic development has given rise to new forms of employment.

With the continuous development of the economy, the original form of enterprise employment can no longer meet the needs. Especially some temporary short-term jobs objectively require a new employment system, so the labor dispatch system came into being.

Because this form of employment is very flexible, business management is relatively easy, and it can avoid paying financial compensation and save training fees before employees take up their posts, so it is very popular among enterprises. As a large number of private enterprises adopt this kind of employment, labor costs are saved, which has also led to many state-owned enterprises to join in. 2. The economic burden on enterprises is heavy and they need new forms of employment.

Not long ago, a representative of the National Congress proposed that in order to reduce the economic pressure on enterprises, it was recommended to reduce the economic compensation (compensation) when companies lay off employees. It is said that our country’s economic compensation standards have exceeded foreign standards. , although the proposal was not ultimately realized, it can be seen that the problem of overburdening enterprises has attracted the attention of relevant people.

If the labor contract law is strictly followed, many companies will find it difficult to survive and develop due to excessive economic pressure. Therefore, in order to reduce the economic pressure and payment costs of companies, companies have made extensive use of labor dispatch. labor and labor outsourcing. Third, the state's standardized management of the labor market shows that it will not be abolished.

Later, in order to standardize and manage this labor system, the State Council's "Interim Regulations on Labor Dispatch" clearly stipulated that the proportion of dispatched workers by an enterprise cannot exceed 10% of the total number. In fact, many enterprises, including state-owned enterprises, are using labor dispatch The proportion of workers far exceeds this ratio.

However, the state has strengthened the management of this form of employment and requires companies to reduce the proportion of dispatched workers within two years. Therefore, dispatched workers in these state-owned enterprises will have the opportunity to be converted into regular employees.

Special emphasis: Strictly speaking, labor outsourcing is not used by state-owned enterprises, but by labor outsourcing companies, and state-owned enterprises only package the corresponding work content to some labor outsourcing companies. Therefore, labor outsourcing workers are actually working for outsourcing companies, and they should have no relationship with state-owned enterprises.

If these people are terminated from their labor relations, they will not have anything to do with the state-owned enterprises, and the state-owned enterprises will not pay them any economic compensation, which will greatly reduce the company's labor costs. It is precisely because the use of labor dispatch and labor outsourcing can facilitate enterprise management and reduce labor payment costs that they are deeply loved by enterprises.

Under such circumstances, it is actually impossible for state-owned enterprises to abolish this labor system. If the proportion of labor dispatch workers can be implemented according to regulations, it will be very good. If you want to cancel at any time, then don't think about it. It's best to find a way to become a permanent employee or resign and change jobs. Okay, I will briefly analyze it here, I hope my answer can help you.

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According to the current situation, it is impossible to cancel the form of labor dispatch in the short term. There are three reasons:

First, the main entities using labor dispatch are government agencies, institutions and state-owned enterprises. As a vane and leader of social dynamics, as long as government agencies and institutions do not stop using labor dispatch personnel and make great efforts to eliminate and rectify the labor dispatch market, this system will not disappear. On the contrary, not only will it not disappear, but its use may increase. This has been confirmed by the fact that in the past two years, government agencies and institutions have increasingly used labor dispatch personnel in public welfare positions and temporary employment positions. This is true for government agencies and institutions, let alone state-owned enterprises.

Second, objectively speaking, labor dispatch effectively solves several long-standing problems in employment in government agencies and institutions. The first is staffing. At present, government agencies and institutions are basically at full or even overstaffed. However, the general situation across the country is to control downsizing. Taking the staffing number in 2014 as the base, staffing quota management is implemented. In principle, it cannot exceed the total number. limit. On the one hand, we cannot recruit people casually in the control department. On the other hand, with the improvement of requirements and the refinement of work, the workload is increasing, requiring more personnel investment, and the contradiction between supply and demand has become unbalanced. The emergence of labor dispatch method is just right. It meets the needs of the people and reduces the tedious application preparation process for government agencies and institutions. The second is funding. Government agencies and institutions are now streamlining administration and delegating power, building a frugal government, and using less money to do the same thing. This is the basic principle of the work of agencies and institutions. The relatively low cost of labor dispatch is also in line with the employment of institutions and institutions. original intention. It not only saves establishment and cost, but also creates employment opportunities and solves the employment problems of some people in need. It serves multiple purposes with one stone. From the standpoint of government agencies, institutions and state-owned enterprises, there is no need to cancel it.

Third, the original intention of labor dispatch is good, but it has been used in a wrong direction by some intermediaries. Labor dispatch is an imported product. When this method of employment was introduced, the main purpose was to reduce the trouble for employers and laborers. The original intention was good. Later, due to the profit-seeking labor agencies, which gradually squeezed the salary space of labor workers, the current situation of unanimous condemnation emerged.

The Labor Contract Law has always emphasized equal pay for equal work. Judging from the current actual effects of the employment method of labor dispatch, many aspects are contrary to the spirit of the Labor Contract Law. It is necessary to correct and rectify it so that it can gradually get on the right track or even be cancelled. This is beneficial to the labor force. However, according to the current situation, this demand is more like a castle in the air and elusive. It's too early to talk about cancellation.

Friends, you may have misjudged the employment situation. It can be said that with the development of human resources management becoming more and more perfect, labor dispatch and labor outsourcing will not only not be cancelled, but also labor dispatch and labor outsourcing will not be cancelled. The application scope of outsourcing scenarios will become wider and wider - not only in state-owned enterprises, but also in other systems such as civil servants and public institutions. Enterprises and companies outside the system will also gradually adopt this employment model. 01. The informally established positions within the system are accelerating to be transformed into labor dispatch or outsourcing positions.

About five or six years ago, for almost all civil servants and public institutions, the employer issued announcements, organized assessments, and decided on its own.

Prior to this, many state-owned enterprises had begun to adopt the form of labor outsourcing to solve their own employment problems.

Through the development of employment forms in the past two years, we can see that , not only state-owned enterprises, administrative institutions, and even private enterprises have also begun to gradually adopt the form of service outsourcing.

This shows that the number of dispatched workers and outsourced workers will only increase, not decrease. In this case, state-owned enterprises will naturally not cancel this form of employment. 02. Post labor dispatch is extremely cost-effective for employers.

For units within the system, especially those with formal establishments, the management and management of informal workers is a very troublesome matter - the welfare benefits are not as high as those of formal employees. However, the work done by informal workers is no less than that of formal employees. In some units, formal employees even do much more work than informal workers. This creates a psychological imbalance among informal workers, and also makes it difficult for unit leaders and human resources departments to manage informal workers. In addition, informal workers have higher mobility due to different pay for equal work. situation, resulting in unsmooth business operations for certain positions in the unit.

Post labor dispatch solves this problem perfectly.

Take state-owned enterprises as an example. In the past, some state-owned enterprises would outsource positions with heavy manual labor and recruit some manual workers with lower wages and lower benefits through third-party human resources management companies. .

These employees recruited through third-party labor service companies will not be directly compared with the regular employees of your unit. They know very well that they are really just "temporary workers" and have no direct relationship with the employer. Those who have signed an agreement will have lower levels of psychological imbalance and personnel mobility than those directly recruited by the unit.

For the human resources department of the employer, since it adopts the outsourcing service employment model, it only needs to do daily management and assessment of external employees on a daily basis, saving itself a lot of trouble. I am very willing to put in more manpower and energy, even if it costs a little more money. 03. Post labor dispatch reduces the employer’s employment risks.

This is one of the reasons why units within the system, such as state-owned enterprises, prefer to use dispatched workers.

In the past, if informal employees had any personnel disputes with the unit, such as labor disputes, the unit itself had to coordinate and communicate with the employer, conduct labor arbitration or even file a lawsuit. This is very important to the system. For some units, in addition to being unwilling to spend too much energy on dealing with these matters, they are also worried that public opinion will have some adverse effects on the reporting of labor disputes in their units.

The birth of labor dispatch means that they do not need to worry about labor disputes when employing people - they only need to spend money to purchase services, and as for disputes, they are completely left to the labor dispatch company, and they will face everything .

In this way, you can not only reduce your own employment management costs, but also reduce your own legal risks in employment, which can be said to kill two birds with one stone.

Therefore, not only will dispatch workers and outsourced workers not disappear from state-owned enterprises, but there will also be more and more employers, including non-system employers, who will also become more and more interested in positions that do not require too much loyalty. More and more workers are employed through labor dispatch.

In summary, in one sentence, dispatch workers and outsourced workers will not be cancelled, but will become more and more numerous.

The possibility of canceling labor dispatch workers and labor outsourcing workers is very small. According to the existing system, labor dispatch workers have their own significance. For example, for the National Day, labor dispatch workers and labor outsourced workers are used , which can flexibly employ workers, save labor costs, and solve the problem of insufficient staffing of state-owned enterprises. 1. Labor dispatch workers and labor outsourcing workers

The biggest similarity between labor dispatch workers and labor outsourcing workers is that the workers are working for units other than the legal employer. The biggest difference is the different management rights. In labor dispatch, after the dispatch company provides workers to the employer, it no longer directs the workers or interferes with the production process. The management rights of labor outsourcing are in the hands of the outsourcing company. After the enterprise outsources a certain business to the outsourcing company, it no longer interferes with the specific business operations. The outsourcing company makes its own judgment and operations.

2. Reasons why state-owned enterprises use dispatch workers

I am happy to answer your questions. When will state-owned enterprises cancel labor dispatch and labor outsourcing? Based on my personal understanding, I would like to introduce it to you. I hope it can help you.

Cancellation is unlikely. Labor dispatch or labor outsourcing can allow state-owned enterprises to save a lot of labor costs and reduce management energy, so it should not be canceled in the short term.

When can state-owned enterprises eliminate dispatched workers and outsourced workers?

Please listen to me tell you about the case of our company:

Our company is a state-owned enterprise with a prefecture-level branch with nearly 700 employees, including more than 70 labor dispatch employees. Accounting for more than one-tenth of the total number of people.

Let’s talk about our unit’s office

There are 17 regular employees and 19 dispatch employees. This does not include those who cook, clean, or perform periodic work outsourcing.

Among them: 8 correspondents, typists, and "Juanjuan" who assist in organizing documents and files; 9 drivers "Xiao Zhang"; and 2 handymen "Laowang".

Right now, the office is still shouting, "We need people!"

Everyone laughs and calls the office the domain of "Juanjuan", "Xiao Zhang" (because most people have names named Juan and Zhang) and "Lao Wang".

Before seven o'clock every day, "Juanjuan" comes to work. They have to tidy up the leader's office before the leader goes to work; send and receive newspapers for each department; print and upload documents; and during inspections by superiors and daily meetings, they have to serve tea and water and arrange receptions. .

Deputy Director Li of the office is responsible for arranging the "Xiao Zhangs". As soon as they get to work every day, "Xiao Zhangs" sit in the driver's office, waiting for the official cars of leaders and departments.

The "Old Kings" are not idle every day. There is a short circuit here, the key to the filing cabinet is lost there, which department needs to move tables and chairs, and even every video conference has to be handled by the "Lao Wang".

This is the daily work of our unit office...

For labor dispatch employees, the labor dispatch company will dispatch qualified employees to the employer based on the needs of the employer, and then the dispatch company will dispatch qualified employees to the employer. A method of employment in which the employer pays service fees to the dispatch company.

For employing units:

1. Separate employment and management to reduce management costs;

2. Optimize human resources and reduce labor costs.

3. There is no need to worry about labor and personnel disputes and avoid employment risks.

For society:

It enhances the mobility of talents and is conducive to the optimal allocation of social talent resources.

In short:

Mu Xi believes that labor dispatch employees and labor outsourcing employees, as a new way of employment, will not be canceled in the short term.

As for the specific time of cancellation, it is even more unpredictable. Maybe it was when it was replaced by a more scientific method of employment.

This policy should gradually disappear, the existing amount will be slowly digested, and there will be no new increments.

We are a large state-owned energy company, and dispatch workers in our units account for about 30%. In recent years, we have not hired dispatch workers.

Large-scale recruitment of dispatched workers took place from 2010 to 2014, mainly to solve the employment problem of employees’ children. Many of them were graduate students from prestigious universities, but due to professional restrictions, they and their families asked to return to the oil field.

The original labor service company was also a company-owned company. I heard that all shareholdings held by the company have been withdrawn. This means that the labor service company has nothing to do with the company and is responsible for its own profits and losses.

During the unit's shareholding period, dispatch workers who meet certain conditions can also be converted into contract employees. Those who have obtained senior professional titles, passed the technician examination, or have made certain contributions have the opportunity to become regular employees. There is no upward channel now.

Nowadays, dispatch workers are employed in many key positions in the company. It is no longer possible for them to be promoted, which is mainly reflected in bonuses.

To be honest, according to relevant laws, dispatch workers can only perform some temporary or auxiliary work. However, there is not much difference between dispatch workers and regular workers in state-owned enterprises. They have equal pay for equal work and the same various welfare systems.

Due to current policy restrictions and the reduction in the total number of employees in the application of information technology year by year, the work that originally required one hundred people can now be completed by twenty people. The demand for labor dispatch workers will gradually decrease in the future.

Therefore, there will be no increase in labor dispatch in the future, but it will take some time to digest the existing stock.

It is impossible for state-owned enterprises to cancel these two employment methods. The main reasons are to control employment costs and facilitate management.

The cost of dispatched labor and outsourced labor is much less than that of a contract labor.

For contract workers, in addition to normal wages and performance, five social insurances and one housing fund are paid according to the actual salary base. In addition to various welfare fees such as holiday condolences, union benefits, annual leave, etc., the employment cost is relatively high.

Dispatch workers are subject to the minimum wage and are required to pay various insurances based on the minimum base.

Therefore, in order to save labor costs, state-owned enterprises will use labor dispatch or outsourcing to do some auxiliary and unskilled work.

Secondly, it is difficult to fire contract workers in state-owned enterprises unless they make a big mistake, which also leads to some people dawdling around, not making mistakes, but not being active. Using labor dispatch workers is relatively easier to manage.