How many people are in state-owned enterprises, but they are not formal workers and belong to labor dispatch. Tell me about your situation?

Many students around me did not become regular workers when they entered state-owned enterprises because of their academic qualifications, and they belonged to labor dispatch. But most of the students insisted on going in and didn't quit. After all, they think this job is hard-won.

Why do state-owned enterprises use labor dispatch now?

Employees of state-owned enterprises are divided into three categories, one is career establishment, the other is contract workers, and the last is labor dispatch.

The reason why state-owned enterprises want to send labor services mainly considers two aspects.

First, the impact on financial statements is different, and the impact of labor dispatch employees on corporate financial statements is relatively low.

Second, the labor cost of labor dispatch personnel is low. For example, to make an image metaphor, why do enterprises use university interns? Because interns are cheap.

Personal future of labor dispatch workers;

I asked a classmate who stayed in a state-owned enterprise. He told me that although he was a labor dispatcher, he had moved on because it was very difficult to change from a labor dispatcher to a regular worker.

He believes that staying in state-owned enterprises still has several advantages:

1. Parents at home are very satisfied. Parents feel that even if they are not regular employees, they can stay in state-owned enterprises and have a good reputation. His parents told others about it, and his face hardened.

2. From the perspective of work, state-owned enterprises are also better than many jobs in all aspects. For example, my friends who stay in state-owned enterprises can hardly find better jobs than they are now.

3. Although the welfare benefits are not as good as those of regular workers, they are still acceptable.

4, closer to home, no need to run around.

5, it is convenient to find a good other half! For example, many of their colleagues and the other half are also state-owned enterprises. The husband and wife have such a stable job, and their ability to resist risks will become stronger in the future.

Summary:

Whether staying in a state-owned enterprise is a formal job or not, we must analyze it in light of our own situation. If you think even the labor dispatch is OK, then you can stay well. If you are unwilling because it is a labor dispatch, you can work hard and see if you can find a better job instead.

Well, that's my opinion on this issue, and I hope it will inspire you.

How many workers are there in state-owned enterprises, especially central enterprises? If you say it, it will probably scare you. For example, in an oil company, among the 300,000 oil workers, 270,000 are labor dispatch employees, which means that the labor dispatch employees account for 90%. For another example, among the 300,000 tellers in a large state-owned bank, 290,000 are workers, accounting for more than 90%.

But some people may not know that these state-owned enterprises have violated the rules. Most people think that enterprises can recruit as many laborers as they want.

All wet.

In 20 16, the superior issued a notice on rectifying and standardizing the employment mode of labor dispatch, requiring that the rectification be completed in 20 17. There are two core requirements: First, the proportion of workers cannot exceed 10% of the number of enterprises. Second, workers can only be used for auxiliary, alternative and temporary positions, and cannot be used for main positions.

How to rectify?

The surplus labor force is required to be converted into formal contract workers, and the workers in the main positions should also be converted into formal workers.

However, various state-owned enterprises have different ways of rectification. Many enterprises have crooked mouths and crooked classics, and have not really rectified them. They turned laborers into regular workers and began to play with their ideas.

It is some humanized state-owned banks that turn labor tellers into formal contract workers.

But most state-owned enterprises have taken the "alternative road".

For example, the above-mentioned oil companies should turn 270,000 workers into regular workers. So, how much labor cost will it increase? How much management burden has been added? Instead of rectification, they changed.

Thus, a word worse than labor dispatch was born, called: business outsourcing.

What do you mean?

In the past, labor dispatch was "employees". Business outsourcing, contracting is "business". After workers become outsourcers, personnel have nothing to do with state-owned enterprises, and they have become "business packages" from employees.

For example:

At a gas station, there are 65,438+00 oilers and 65,438+00 workers. Although the laborer signed a labor contract with the labor service company and was sent to work at the gas station. However, labor dispatch is "human" after all.

The superior requires that these 10 workers be converted into formal contract workers. However, enterprises do not want to increase costs. As a result, all the business of the gas station was packaged and outsourced to a business outsourcing company. State-owned enterprises sign business outsourcing agreements with outsourcing companies, that is, the management fees, salaries and repair fees of gas stations are packaged into 4 million yuan and contracted to outsourcing companies.

State-owned enterprises have no "personnel" relationship with this 10 outsourcing worker. This 10 person is only a part of a business package, all of which are outsourced to outsourcing companies, and have nothing to do with state-owned enterprises.

Many people only know that central enterprises and state-owned enterprises use labor dispatchers, and it is not clear why they choose labor dispatchers. Is it really bad for labor costs?

The relationship between total wages and labor dispatch

1, the source of total wages

At the end of each year, according to the income, profit, labor productivity, the average number of employees and other indicators of this year, combined with the work plan for the next year, the enterprise formulates the total wage budget. Then report the total salary budget to the superior unit, and the total salary for the next year shall be subject to the approval of the superior unit.

2. The total salary is an important performance indicator for the superior to evaluate the enterprise executives.

3. The increase or decrease of total wages determines whether the average wage of enterprise employees will rise or fall this year.

4. Good enterprise benefits do not mean that the total wages will increase. The total wages reach the grass-roots units layer by layer. If the total plate is unchanged compared with the previous year, and the total salary of this enterprise rises, then the other one will inevitably fall.

5. The number of employees can directly affect the total wages.

6, the cost of labor dispatch workers are not included in the total wages.

7. State-owned enterprises have always had a large number of redundant and vacant personnel. For a long time, the topic of reducing staff and increasing efficiency has never been broken. Layoff means reducing the total wages of the corresponding personnel.

8. The total number of employees in the enterprise is also an important indicator for the superior to assess the enterprise executives. Living within our means, unless there are major projects, all will be reduced or unchanged.

9. The real scenario is: the number of people in an enterprise at the beginning of the year is 100, the total salary budget in the previous year is 100, and the per capita annual income is 100. By the end of the year, the actual number of enterprises was only 90, but in the annual report of enterprises, the reported number was 100. The purpose of this is that 90 people can pay the total salary of 100 people. In this way, after a few years, the total wages of 50 people will be 100.

Why do enterprises use labor dispatch workers when the benefits are good?

Does good efficiency mean that the total wages can go up? How much money all employees can pay this year was calculated at the end of last year. The poor efficiency of enterprises does not mean that the total wages will not rise. Just like two brothers do housework, parents give 100 money every month. Brother does well, there is not necessarily a reward, and brother does badly, there is not necessarily a deduction. But finding labor services is an accounting cost, not a total salary.

But what if no one can finish the work?

Labor dispatch, because the cost of labor dispatch is the entry cost, does not enter the total salary, and will not affect the income of the original employees of the enterprise.

Why not recruit new people?

On the premise that the total wages remain unchanged, newcomers will reduce the income of the original employees of the enterprise. The bigger the enterprise, the more serious this situation is, which has accumulated for more than ten years.

Now there will be more and more labor dispatch. With the further advancement of institutional reform, both government agencies and enterprises and institutions will increase their efforts to purchase labor services.

For many state-owned enterprises, in order to avoid the limitation of the number of labor dispatch workers in the production line, they may turn to outsourcing workers and contract the production of enterprises to outsourcing companies, thus completely getting rid of the relationship with employees.

Therefore, there will only be fewer and fewer formal employees in state-owned enterprises, which will also become a development trend. For this reason, why are there fewer labor dispatch unions?

1, what is labor dispatch?

Labor dispatch refers to a form of employment in which labor dispatch agencies conclude labor contracts with dispatched workers, and the workers are dispatched to other employing units, and then the employing units pay service fees to the dispatching agencies.

Labor dispatch is also called manpower dispatch, talent leasing, labor dispatch, labor leasing and employee leasing.

The fact of labor payment occurs between the dispatched worker and the dispatched enterprise (the actual employing unit), and the dispatched enterprise shall pay the service fee to the labor dispatch agency, and then the labor dispatch agency shall pay the labor remuneration to the worker.

However, because the Interim Provisions on Labor Dispatch in the State Council gives the employer a two-year transition period, that is, before the implementation of the Interim Provisions, if the number of dispatched workers used by the employer exceeds its total employment 10%, it can be gradually reduced to the prescribed proportion within two years from the date of implementation of the Interim Provisions.

Therefore, many enterprises want to bypass this "10% employment ratio", so they adopt labor outsourcing and directly contract some productive labor services to outsourcing companies.

2. What is labor outsourcing?

Labor outsourcing is generally settled according to the pre-determined labor unit price and the workload completed by the labor outsourcing unit. The subject matter of the contract is generally "things", or in other words, under the outsourcing of labor services, the employer buys "labor services".

The contract law is applicable to labor outsourcing, and the contracting unit and the contractor assume rights and obligations according to the contract of both parties, and the contractor is basically not responsible for the contractor's employees! There is no limit to the number of employees, it is only the contractor's business!

In the process of labor dispatch, if the dispatched workers are damaged, the labor dispatch unit and the employing unit shall bear joint and several liability for compensation according to the Labor Contract Law.

Therefore, if the situation of state-owned enterprise labor dispatch workers is slightly better than that of outsourcing workers, the worst is those outsourcing workers, who may work until the end, even the state-owned enterprises are not exposed, let alone protected!

Relatively speaking, labor dispatch workers are better in government agencies and institutions than in enterprises, with much lower unemployment risk and standardized handling after dismissal!

But it's just labor dispatch. In fact, this kind of work can't be done for a long time and can only be used as a temporary transition. After all, it is difficult for this kind of work to have development prospects, let alone become a full member. It's almost impossible! Ok, I will simply analyze it here. I hope my answer can help you. Share workplace knowledge, happy workplace life, thank you for clicking, commenting, dividing, transferring and receiving!

The situation of labor dispatch does exist in state-owned enterprises, but it has improved a lot in recent years, and some labor dispatch employees have been regularized.

Eight years ago, I worked in a state-owned enterprise. There were 52 employees in the branch, including 47 laborers and 5 regular employees. Five full-time employees, three are company leaders, 1 are drivers (old comrades) and one is me.

Eight years later, I left. That branch now has 79 employees, and the proportion of regular employees has exceeded 90%. Some of the original dispatched employees left their jobs or became full-time employees, while others could not become full-time employees due to academic qualifications and other reasons. Now they are engaged in some auxiliary jobs in the company (in fact, they are as good as regular employees, but their posts are auxiliary posts).

I think there are several "pain points" for dispatching employees.

First, there is no sense of security in the company and there is a big psychological gap.

Due to the different employment systems, although the dispatched employees are engaged in the same work as regular employees, they have no chance of promotion.

In the company, dispatched employees have a sense of "inferiority" because of their special status. Because there is no promotion opportunity and I don't know how long I can work in the company, I naturally have no sense of security.

Second, wages and benefits are very different from those of regular employees.

The dispatched employee is not a company employee. The contract is signed with a third-party employer and then "dispatched" to work in the company.

Because the dispatched employees are not company employees, the benefits they enjoy are completely different from those of regular employees. Such as provident fund, endowment insurance, etc. The proportion paid by dispatched employees and formula employees is quite different.

Third, suffer unconscious "injury" from colleagues or relatives and friends.

Scheduling system is a sensitive topic.

Sometimes when a company holds a meeting or publicizes policies, it is inevitable that the word "dispatched employees" will appear, which will make the dispatched employees "injured".

These sensitive topics will also appear when relatives and family are together. Although the speaker may have no intention, the listener will inevitably be "hurt".

I have the following suggestions for sending employees.

First, while young, check for leaks and fill vacancies.

If you are still young, then it is recommended to conduct an all-round "missing and filling" for yourself.

For example: education, skills, and so on.

Second, deepen skills and strive to become a full member by strength.

If you are engaged in technical posts, you can deepen your skills, become a post expert and enhance your competitiveness.

Third, job-hopping and job hunting.

If the company's policy is limited and there is no chance of becoming a full member, then it is recommended to leave and find another job.

Write it at the end of the sentence

The labor dispatch system has dealt a great psychological blow to employees, and there is indeed an unfair situation. However, as an auxiliary post, it can also alleviate the employment pressure and provide some jobs.

Share a story around me.

In our hometown power company, my high school classmate Xiao Liang couldn't find a suitable job after graduating from college, and finally worked as a temporary worker in the power supply company and signed a labor dispatch contract. There are many people like Xiao Wang in state-owned enterprises, and more than half of them are labor dispatchers.

Now many third-party human resources companies also go to the campus to recruit employees for state-owned enterprises. But through them, they entered the state-owned enterprises, not the formal employees of state-owned enterprises, but the nature of labor dispatch. Usually this kind of works are still very popular.

On the contrary, a cousin of mine came back from the army this year and was placed by our local government. She was directly placed in a local heating company and a large state-owned enterprise, and became an employee of the state-owned enterprise. State-owned enterprises recruit regular employees, generally through campus recruitment and strict examinations. Or through national resettlement, the retired soldiers will be placed in state-owned enterprises. This is the case with my cousin.

The regulations of state-owned enterprises are relatively strict. The number of formal employees in each state-owned enterprise is not decided by the unit. It usually requires the approval of the higher authorities. Within the approved establishment scope, state-owned enterprises can recruit employees independently, of course, the recruitment method must be strictly in accordance with the regulations. In this respect, state-owned enterprises and government agencies are the same.

The reason why state-owned enterprises recruit so many labor dispatches is also a last resort!

There is no shortage of formal jobs in state-owned enterprises. In order to alleviate the labor shortage, we can only recruit labor dispatch workers continuously.

It's like Ginza Mall. This is a typical provincial state-owned enterprise. In every Ginza, there are many salespeople and cashiers. They are not regular employees of Ginza, but temporary workers. If every salesman is a regular worker, there are hundreds of thousands of regular workers in Ginza Group. This is unrealistic. The real formal employees are management.

In addition, state-owned enterprises have no decision on the recruitment of regular workers, and can only obey the arrangement and deployment of superiors. Labor dispatch is different. State-owned enterprises can decide how much to recruit, how to recruit and how much to pay. State-owned enterprises have absolute right to speak on labor dispatch workers.

State-owned enterprises are also enterprises, and they also pursue the maximization of interests. The cost of labor dispatch and human resources is very low.

The labor cost of regular workers is far greater than that of labor dispatch. The salary of regular workers is much higher than that of labor dispatch, and all kinds of benefits are better than that of labor dispatch. However, the work of labor dispatch is not less than that of formal workers, who dominate labor dispatch. Under the same circumstances, the input-output ratio of labor dispatch work is higher than that of regular workers.

At present, the official wages of our local state-owned enterprises are around 5,000 yuan, while the market price of labor dispatch is only 2,900 yuan. For a labor dispatch, the state-owned enterprise only needs to pay him 4500 yuan, including salary, five insurances and one gold. This is less than 5000 yuan for regular workers. Generally speaking, labor dispatch can save a lot of money.

Therefore, in order to save costs, state-owned enterprises need a lot of labor dispatch.

To sum up, the formal work of state-owned enterprises is limited, and labor dispatch is the main employee of state-owned enterprises.

Ruyu's point of view: the nature of labor dispatch is simply too normal, because both state-owned enterprises and government agencies have extremely limited personnel, so the word labor dispatch has been extended.

What is labor dispatch, and what is the difference between it and regular workers?

1. The company that signed the labor contract is different.

A regular employee is a labor contract signed directly with the employee's unit, and all the benefits of the employee are provided directly by the unit. In case of labor disputes and disputes, they shall be directly settled through consultation with the original unit. Dispatchers are labor contracts signed with labor dispatch companies, and all expenses are borne by the labor dispatch companies. In case of labor disputes and disputes, it is also a negotiation between the dispatching personnel and the dispatching company, which has nothing to do with the original unit.

2. The units that establish labor relations are different.

Formal workers establish labor relations with their original units, and dispatched workers establish labor relations with labor dispatch companies. However, in the later development, the unit felt that the implementation of labor dispatch could reduce its own pressure, reduce the cost of employment and reduce the risk of employment.

At present, many units have labor dispatch positions. Compared with regular employees, the salary is definitely not as high as that of regular employees, because regular employees are all in the establishment, while labor dispatch is all out of the establishment, and all kinds of benefits are not as good as those in the establishment. This is indeed a status quo.

Because there is no equal pay for equal work between dispatched workers and regular workers, just as temporary workers cannot be treated like regular workers, this is a hard rule under the market mechanism. Different labor distribution is different, which is a status quo that we can't change at this stage.

abstract

Generally speaking, labor dispatch is a new word that has only appeared in recent years, but its essential meaning is: long-term temporary workers. The main purpose is to reduce labor costs for enterprises.

The above is a fish-like answer, I hope it will help you!

There are many such things. I work in a central enterprise, and a lot of work is outsourced. Generally speaking, there are many dangers in efforts. Generally, people in our unit are unwilling to do it, and the leaders will not be forced. I have seen them work with my own eyes, and it is really not easy to climb to the bottom. Generally, the quality inspection of outsourced work is our people. There are only three or four hundred formal employees in our unit, and I don't know how many people are outsourced. This kind of outsourcing company earns a lot of money, and the wages of people who work are not very high. Well, it's not easy to make this money anyway.

I personally worked as a village official, and I saw many labor dispatchers or temporary workers still taking more than 2,000 yuan until they were in their thirties. And besides the exam, there is no chance to become a full member. Therefore, I personally decided to give up continuing service after the expiration of village official service. There are three main reasons.

First, in state-owned enterprises or institutions, it is really necessary to rank according to qualifications, and to have background and contacts, otherwise the future development prospects will not be ideal. If I have a certain ambition and ability, it may be a good choice to contact and give up the status of a temporary worker in a state-owned enterprise to start a business or try a private enterprise.

Second, young people in state-owned enterprises and institutions account for 30%, but they have to do 80% of the work. In fact, it is understandable for young people to do more, but many old people in state-owned enterprises really rely on old-age care and wait for retirement. Therefore, young people in many state-owned enterprises and institutions, especially those who send labor services, suffer the most, but get the worst return and treatment.

Third, many labor dispatches are victims of work mistakes, and many work mistakes will be inexplicably pushed to temporary workers. In fact, the vast majority of temporary workers need to follow the will of the leaders and assist the regular employees. There are no such temporary workers when rewarding merit, but when there are mistakes in work, it is often these labor dispatch workers and temporary workers who take the blame.

Fourth, I found that labor dispatch and temporary workers are generally looked down upon in state-owned enterprises and institutions. Maybe it has something to do with my personality. Instead of looking into other people's eyes here, it is better to look into the outside world.

Therefore, I personally think that instead of doing nothing in state-owned enterprises, it is better to look at the outside world. At least the outside world is bigger, better and more competitive!

Labor dispatch is a special labor relationship in which the dispatching unit signs a dispatch agreement with the receiving unit according to the requirements of the receiving unit (that is, the actual employing unit) to dispatch the workers who have established a labor contract relationship with it to the receiving unit, and the dispatched workers provide labor services under the command and management of the receiving unit, and the dispatching unit obtains labor fees from the receiving unit and pays labor remuneration to the workers.

The disadvantage of labor dispatch contract is that in reality, when there is a labor dispute in labor dispatch, enterprises and dispatching units will pass the buck to each other, which is more common. At the same time, after the labor dispatch, the labor contract with the enterprise expires, and the enterprise does not need to pay economic compensation to the workers, which is not conducive to safeguarding the legitimate rights and interests of the workers themselves.

For the situation of labor dispatch, I know some government agencies and institutions, as well as central enterprise dispatchers! Most of the dispatched workers in government agencies and institutions have good family conditions, so find a place to kill time, that is, parents find a place to look after their children! There are a few people who have no poor background, do the most work and get the least money! If you do more, the chances of making mistakes will be better, and you will become a scapegoat and victim in the eyes of some leaders and a fool in the eyes of other dispatchers! The dispatched workers of government agencies and institutions have exhausted themselves, and they are still dispatched workers. The status cannot be changed!

I don't know much about the dispatchers of state-owned enterprises and central enterprises. I heard that some units turn to contract workers according to the situation and working ability of employees, that is, regular workers! At present, labor dispatch is a very popular way of employment, and you can give full play to the role of labor force with only a small amount of remuneration! I hope to realize equal pay for equal work at an early date, not just the basic salary for equal work, but the actual salary!

Personal opinion, don't spray if you don't like it!