Why do some companies want to send labor services, but they can't recruit directly from the society?

Labor dispatch has been criticized by many employees for a long time. Obviously it is a good unit, but I am not an employee of this unit, but an employee dispatched by a third party. The salary is often much lower than that of the regular employees of this unit, which artificially forms a sense of alienation. Although employees feel that labor dispatch is not good. But why do many employers still use a lot of labor to send employees?

Laborers did discover the disadvantages of labor dispatch, but labor dispatch has its fixed and irreplaceable advantages.

First, the unit management model is simplified.

This is always the most direct reason why employers use labor services to dispatch employees. It is definitely the most popular way to make professionals more professional and employers concentrate on research and management.

Many people find that some good companies entrust some labor dispatch companies to recruit when looking for employees. The employer only needs to provide the basic conditions for hiring employees, and does not need to consider other issues, just need to attend the interview. The rest is naturally done by the labor dispatch company.

Whether it is salary, insurance or provident fund, as long as you put forward your budget, the labor dispatch company will make a suitable plan for you according to the situation of the labor market. Of course, labor dispatch companies also want to make money, so it is easy to stand on the opposite side of employees.

The development direction of many societies coincides with this way. Like Haier clique? Self-operated mode is equivalent to that Dahaier is not only a main business management company, but also a labor dispatch company. It is impossible for these self-employed enterprises to set up human resource managers to manage their employees. There is also agency bookkeeping, which is becoming more and more popular for some start-ups. It is very simple and easy for small companies to handle accounting affairs. After all, small companies specialize in finding an accountant, and tens of thousands of dollars a year is not enough to avoid costs.

Companies such as Google and Apple are also using a lot of labor to send employees. A document obtained by The New York Times shows that Google has more informal employees than regular employees. As of March 20 19, Google had102,000 full-time employees worldwide, while the number of informal employees was1210,000.

Second, form an artificial level and enhance the competitiveness of the work.

The concept of hierarchy, to be honest, has really penetrated into everyone's bones. Labor dispatch workers can only be regarded as temporary workers in the unit, and their wages and benefits are not as good as those of regular employees. Some companies reward the dispatched workers by turning them into regular employees. This is a way of career development.

Some companies think that the maximum probation period of six months stipulated in the labor law is not enough to test the nature of employees, so they may extend this period by means of labor dispatch. Probation period? .

Third, avoid some legal labor relations.

Labor dispatch can really cut off the relationship between employers and workers. For example, we often say that there is no fixed-term labor contract, economic compensation for employees who died because of work, compensation for termination of labor contract, funeral expenses, pensions, subsidies for supporting relatives and other labor security benefits.

As far as the labor dispatch company is concerned, as long as the labor dispatch personnel are placed in a new unit, the economic compensation or compensation for the termination of the labor contract can be exempted.

Therefore, labor dispatch will indeed become more and more popular in the future.

Labor dispatch has legal norms.

But in any case, the state stipulates that labor dispatch cannot be abused. This is the state's legal guarantee for employees. 1, 20 14 In March, the state implemented the Interim Provisions on Labor Dispatch, which standardized the labor dispatch behavior.

First of all, the state makes it clear that employers can only send temporary, auxiliary and alternative services. Temporary refers to the position that lasts no more than 6 months, auxiliary refers to the non-main business position that provides services for the main business position, and substitutability refers to the position that the original employee can't work due to off-duty study, maternity leave and other reasons, and can be replaced by other workers.

Auxiliary posts shall be discussed by the employee representatives or all employees and determined through equal consultation with the trade unions and employee representatives.

In addition, the labor dispatched by the employer cannot exceed10% of the total labor of the unit; The labor contract signed between the labor dispatch company and the employee must be more than two years; Employee social insurance must be paid for employees at the place where the employer is located; During the period when the returned labor dispatch workers are not working, the employer shall pay them wages not lower than the minimum wage.

To sum up, labor dispatch has advantages and disadvantages, and the state will try its best to protect the rights and interests of labor dispatch workers within the legal framework.