How to recruit 20 people and apply for 100 people?

Is it reasonable for a state-owned enterprise with 20 people to outsource work to a private company with only 2 people, and then recruit 100 dispatch workers to work for the state-owned enterprise?

I think there are both reasonable and unreasonable aspects.

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Now, based on personal workplace experience, I will share my views on this topic, for your reference only!

1. Work outsourcing has become a development trend in the future workplace

More and more companies are now choosing to outsource some work. , as well as management aspects.

If we want to classify it specifically, companies usually outsource the following contents:

1. Human resources management

Because today’s emphasis on human resources The requirements are getting higher and higher, so many transactional traditional personnel module contents can be outsourced, such as employee benefits, file management, wages and social security, etc.

As for recruitment, some mid-to-high-end or difficult-to-recruit positions can also be outsourced to headhunters. Campus recruitment can also be outsourced as a project.

Even training can be outsourced. For example, the mid- to high-level training provided by my own company is outsourced to the Continuing Education College of Zhejiang University.

2. Some non-core business modules

In terms of business lines, there are more things that can be outsourced. For example, I used to work in a manufacturing company, so At that time, the production and processing of many parts and components were outsourced to other companies, and perhaps the design, final assembly and inspection were done by our own company.

Including Apple mobile phones, many accessories are made by companies such as Foxconn.

But generally speaking, the company's core business modules must be independently developed or produced by itself, which is the key to an enterprise's competitiveness.

3. Personnel outsourcing

Personnel outsourcing is also very popular now. In addition to traditional labor dispatch, there are also project-based outsourcing (that is, the introduction of a project team to complete the company's tasks), hiring Consulting team, etc.

Generally speaking, I think outsourcing is the development trend of the future workplace, and business managers can actively explore this aspect.

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2. Labor dispatch is okay, but pay attention to legal compliance

There are also many companies using labor dispatch, especially State-owned enterprises, including the company I work for, also adopt this approach.

But as a human resources practitioner, I have to remind everyone that the state has requirements for an enterprise’s labor dispatch ratio.

The "Interim Regulations on Labor Dispatch" clearly stipulate that employers should strictly control the number of dispatched workers, and the number of dispatched workers shall not exceed 10% of their total employment.

Since there are such regulations, companies must pay attention to proportion control when hiring labor dispatch workers. Don’t think that if a company has 20 regular employees, I will ask the labor service company to find 100 dispatch workers for me. That’s it. Once discovered by the labor department, you may face administrative penalties, which will affect the reputation of the company.

On the other hand, when you recruit labor employees, you must also pay attention to the joint and several liability issues under labor law. Don't think that these labor employees are not regular workers, so you will infringe on their legitimate rights and interests, such as 996 overtime, etc.

Labor law also protects labor dispatch employees. As an actual employer, of course, it must use and manage them legally and compliantly.

In short, in the current legal environment, the state is increasingly standardizing enterprise employment management, and you cannot just follow your own ideas.

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3. For employees, if they don’t want to be “labor dispatched”, they should improve their workplace choices

From From an employee's perspective, most people don't want to be assigned a labor dispatch status. This problem also exists when my own company recruits for similar positions. Some candidates are reluctant when they hear that they have signed a labor dispatch contract. .

This is understandable. After all, we Chinese are all about a "sense of identity." Without an identity with a formal contract, there seems to be no sense of belonging.

However, the nature of labor dispatch is indeed very common now, especially among state-owned enterprises. This is already a workplace reality.

So, I think job hunting is a two-way choice between the company and the applicant. If you are not willing to accept the status of labor dispatch, you don’t have to choose to join this unit.

But often for the sake of personal livelihood, many people will reluctantly accept this and wait for the opportunity to become a full-time employee.