Is there any difference between government departments and units recruiting through labor dispatch of human resources companies and government employees?

Government departments and units recruit labor dispatch contract workers through labor dispatch of human resources companies, and government employees are temporary workers.

Labor dispatch workers are better, have social security and work is more stable. If they are fired, they must pay financial compensation.

Temporary workers, with nothing and low wages, can be dismissed by the government at any time without paying any compensation.

The employment mode of labor dispatch has many advantages for enterprises and institutions, which are mainly reflected in:

Implement labor dispatch management, change the difficult situation of dismissal and reasonable reduction of employees by employers, and achieve the purpose of convenient and professional personnel management.

That is to help enterprises establish a flexible talent flow mechanism, enliven the employment system, break the ownership of personnel units and departments, dilute "identity management", strengthen "post management", and establish an employment mechanism of "being able to enter and exit" and "being able to go up and down". The employing unit may, according to its own business needs, increase or decrease personnel or replace dispatched employees.

Reduce the risk of employment in enterprises and institutions, and reduce personnel (labor) disputes in employers.

Employers "choose people regardless" and "ensure the return and replacement of talents", adopting the flexible employment mode of labor dispatch, can increase or decrease the number of employees or replace the dispatched employees according to their own business changes, and reduce unnecessary personnel disputes;

There is a paid use relationship between the employer and the dispatched employees. If the dispatched employees have differences on the daily assessment of the employing unit, they can be handled by the dispatching company to avoid unnecessary personnel disputes directly with the dispatched employees.

Labor dispatch can improve the efficiency of human resources departments in enterprises and institutions.

Labor dispatch reduces the daily work of personnel departments in enterprises and institutions.

The mode of labor dispatch makes the human resources department of enterprises and institutions get rid of the traditional tedious personnel management affairs, reduces the time and energy for the human resources department to manage non-long-term employees, and enables the management of enterprises and institutions to focus more on the management of core personnel.

Implement labor dispatch management to reduce management costs.

The adoption of labor dispatch in enterprises and institutions can reduce the labor cost of enterprises and institutions, which is mainly reflected in:

Before labor dispatch: the employer needs to set up a special organization to be responsible for the tedious daily personnel management of this part of employees, resulting in the waste of people, money and materials and increasing management costs.

After labor dispatch; The dispatching company is fully responsible for the daily personnel management of the dispatched employees; After the labor contract of dispatched employees expires, the company will be responsible for terminating or renewing the contract of dispatched employees according to the needs of the employer.

Nine reasons why employers use labor dispatch.

Labor dispatch is regarded as a means to avoid open-ended contracts and correct the employment mechanism.

Measures to control the total wages and establishment.

Reducing labor costs, including wages and social security contributions, is different from direct employment.

Some listed companies artificially improve per capita productivity. By using dispatched workers, the denominator can be reduced, the per capita productivity can be improved, the company's performance can be beautified, and borrowing capacity can be enhanced.

Some listed companies and large foreign-funded enterprises need to establish a "good" external image. Avoid frequent dismissal of employees and the impact of labor disputes.

Get professional services, reduce routine work and reduce the risk of handling labor relations.

Reduce recruitment and employment risks. Using labor dispatch to extend the time of employee inspection and selection and reduce the legal risk of blind employment. The essence is to extend the "probation period".

Solve the problem of cross-regional development of enterprises.

It has solved the problem of difficult recruitment for some enterprises.