What are the modes of flexible employment?

There are six types of flexible employment:

1. Labor dispatch: the human resources institution signs a labor contract with the laborer, and the laborer is dispatched to other employers, and then the employer pays the service fee to the dispatching institution.

2. Part-time employment: Laborers can establish labor relations with one or more employers, and the daily working hours in the same employer shall not exceed 4 hours, and the cumulative working hours per week shall not exceed 24 hours.

3. Post outsourcing: the employer entrusts all or part of the human resources work of a specific post to the human resources organization, such as employee recruitment, training, resignation management, on-the-job management, personnel turnover, performance management, etc.

4. Outsourcing: Enterprises outsource some non-core, secondary or auxiliary functions or services to external professional service organizations for specific implementation and pay remuneration.

5.* * * Enjoy work: After an agreement is reached between employers, employees will be collectively arranged by enterprises with surplus employees to work in enterprises without jobs. This is not an individual behavior of workers, but more similar to the secondment behavior between enterprises.

6. Retirement and re-employment: If an employee reaches or exceeds the statutory retirement age and retires from the employer, the employer will continue to employ him by concluding a contract with the employee.

Flexible employment has the following advantages:

Usually, manufacturing enterprises or service enterprises will encounter changes such as "trade fluctuation, seasonal fluctuation and time fluctuation", and adopting flexible employment methods can effectively solve the problem of waste of human resources or shortage of manpower under the fluctuation of business volume. With the gradual maturity of flexible employment, more and more enterprises adopt flexible employment forms. The main reasons include: 1) reducing costs and improving efficiency. 2) risk externalization. 3) Flexible employment methods. 4) Quick recruitment. Enterprises entrust their recruitment and management needs to third-party human resources service providers, which can concentrate their internal core resources to develop their core business, enjoy the professional resources of human resources institutions, and enhance their overall operational capabilities.

Business model of flexible employment;

Under the outsourcing mode, the roles of flexible employment industry include employers, employers and outsourced employees. Employers help employers to achieve recruitment and employment management, and employers and workers only conduct assessment and delivery around the work content. From the profit model, the employer's income mainly comes from the service fee paid by the B-end employer. The service fee can be divided into: 1) and charged directly according to the number of employees. Increase a certain proportion of service fee on the basis of personnel cost. 2) Charge by project. Fees are charged according to the execution cycle, difficulty and volume of outsourced projects, but will eventually be converted into the number of employees according to the business volume. The employing enterprise has the right to use the outsourced employees, but does not have the ownership. The separation of the right to use and ownership reduces the hidden costs and risks of employment management, and the rational allocation of human resources effectively improves the labor efficiency of employers.