What positions do small labor service companies generally need to set up?

2, finance (more than 2 people, one is a cashier, one is an accountant)

3. Salesperson (business, customers, communication with customers, etc.). )

4. business assistant (specifically handle various businesses, such as entry and certificate processing. )

The conditions for establishing a labor dispatch company include a registered capital of not less than 2 million yuan, a fixed business place and facilities suitable for conducting business.

Article 57 of the Labor Contract Law of People's Republic of China (PRC) shall meet the following conditions for operating labor dispatch business:

(a) the registered capital of not less than 2 million yuan;

(2) Having a fixed business place and facilities suitable for conducting business;

(3) Having a labor dispatch management system that complies with the provisions of laws and administrative regulations;

(4) Other conditions stipulated by laws and administrative regulations.

Engaged in labor dispatch business, it shall apply to the labor administrative department for administrative license according to law; If it is approved, it shall go through the corresponding company registration according to law. Without permission, no unit or individual may engage in labor dispatch business.

Advantages of labor dispatch

(1) is conducive to reducing the cost of employing people. Due to the flexibility of labor dispatch, the employer can better use the labor force according to the actual needs of the post, avoiding the waste of resources in this area, thus actually reducing the cost.

(2) It is beneficial to human resource management. The personnel files of these dispatched workers will be centrally managed by the dispatching unit, thus reducing the energy invested by the human resources department of the employer in this regard.

In addition, a series of procedures, including paying social insurance, will also be operated by the labor dispatch unit to help the human resources department of the employer concentrate on other aspects, thus improving the efficiency of human resources management.

(3) It is conducive to the implementation of the incentive mechanism. If used well, labor dispatch can form a good incentive mechanism within the employer.

(4) it is conducive to the legal reduction of personnel. Under the background of the implementation of the Labor Contract Law, employers may have to go through more complicated procedures and pay higher compensation costs when they make decisions on layoffs due to production and operation, especially when they make decisions on large-scale layoffs. However, in the process of dispatching employees with labor services, if the employer does not need the other party to provide labor services, it can choose to return them to the labor dispatching unit, and the cost to be paid is relatively low.

(5) It is beneficial to transfer legal risks. Compared with employers, labor dispatch units usually have more experience in personnel management and are more familiar with labor laws and regulations.

Therefore, in the event of a dispute with the dispatched workers in the future, the employer can get the cooperation and help of the dispatched workers and transfer some legal risks according to law, so as to better solve the relevant labor disputes.