What are the new trends in labor dispatch in 2012?

New trends in labor dispatch

Labor dispatch is the product of applying the principle of economies of scale to the field of human resources management. In order to improve cost-effectiveness, companies in developed countries with advanced management methods have adopted the labor dispatch employment mechanism. A survey conducted by the American Society of Human Resource Management in 1996 showed that one-fifth of companies stated that they had outsourced all or part of the functions of their human resource management departments. The largest company in the United States is a labor service company that dispatches 6 million employees (also America's largest corporate enterprise). There are 20 million dispatched employees in the United States, and the annual turnover reaches 12 billion US dollars. Japan and European countries and regions have also adopted labor dispatch as a new form of employment earlier.

Labor dispatch, a new form of employment, will surely play a major role in my country's social and economic development as our country's market economy continues to develop and mature.

1. Types of labor dispatch

With the development of market economy in our country, labor dispatch, a new form of employment, has been successively adopted by employers. According to estimates by relevant departments, There are more than 10,000 labor dispatch agencies engaged in labor dispatch business. There are roughly three types of these agencies:

First, dispatch agencies sponsored by administrative departments such as labor and personnel. In order to adapt to the needs of the market economy, relevant government departments have transformed the original government management functions into market service functions. , is the current leader and main force in the labor dispatch industry;

The second is companies that originally provided employee services to foreign corporate offices. These companies were originally affiliated with labor departments at all levels. According to the country’s government-enterprise classification Separated from national policies, their business started in the early days of my country's reform and opening up, and they were the first enterprises to provide labor dispatch. They generally have standardized management and are large in scale;

The third is state-owned or private dispatch agencies (temporary employment) (Jiepai engages in dispatch). These companies started labor dispatch services relatively late. When the company was registered, its business projects did not include labor dispatch (the government could not approve it due to regulatory reasons). It was a derivative service project of employment agency talent agencies. These companies started late. With rapid development and high degree of marketization, it will be the main force in future market competition.

2. Labor dispatch promotes employment

As a form of flexible employment for workers, labor dispatch plays a vital role in promoting employment. As far as our province is concerned, the employment pressure is also quite high. Every year, 1.1 million people in the newly growing labor force need to be employed (including 200,000 school graduates). Every year, 500,000 rural surplus laborers need to be transferred to employment. The stock of state-owned and collective laid-off workers reaches 760,000 (160,000 state-owned, 60 collective). million), approximately 200,000 people need to be employed every year. These labor forces form a supply of 1.4 million people, but the society provides only 1.05 million labor positions, and 350,000 people are still unable to find jobs. Labor dispatch plays a role in bridging the employment of these workers and creating more jobs. Judging from my country's practice, it is reflected in the following aspects:

First, it is conducive to the rural labor force to achieve mobile employment and avoid blind mobility. There are currently three forms of transferred employment: one is to organize on-site employment. Relevant departments in the exporting place establish labor dispatch agencies to centrally manage the transferred labor force to meet local demand for labor; second, the exporting place in the importing place establishes labor dispatch agencies to help the labor force in the exporting place transfer and find employment in a targeted manner; third, the importing place Labor dispatch agencies cooperate with employment agencies in the sending areas (labor dispatch agencies) to organize the transfer of rural labor. Its role is, first, to help rural laborers achieve employment smoothly; second, to make cross-regional employment more certain, avoid the blindness of labor mobility in the past, and help protect the rights and interests of workers in transferred employment.

Second, it is conducive to the organization of flexible employment and reducing frictional unemployment. First, it is conducive to the smooth employment of laid-off and unemployed people. The laid-off and unemployed people belong to a vulnerable employment group, and it is very difficult to find re-employment after leaving the center. Organizing them for training and sending them to work serves as a "reservoir" to promote the employment of the laid-off and unemployed people; secondly, it is conducive to new growth. Labor employment. This employment group lacks work experience and is often pushed out by employers due to lack of work experience. Skills training and career guidance are organized to increase their job search and employability capabilities, thereby achieving employment.

Third, it is conducive to regulating the labor market supply and playing the role of a "reservoir". With the rapid development of my country's education industry, fresh graduates from my country's colleges and universities cannot be fully employed. Last year, 300,000 people nationwide were unable to find employment. These graduates can link up with the dispatch center of the labor and personnel department, introduce them into this "reservoir" for storage, and wait for the company's dispatch to expand a job channel for them; at the same time, laid-off workers and the newly growing labor force can Through the reserve, training, and employment guidance of the "enterprise" aircraft carrier of labor dispatch, they are reserved for employment, which objectively establishes an employment buffer zone and alleviates employment pressure.

Fourth, it is conducive to creating jobs. There are unlimited business opportunities in the market economy, and many jobs are waiting to be developed and promoted.

As individual job seekers, it is difficult to capture and discover them. As a professional labor dispatch company, it can fully utilize the company's advantages of concentration and scale, fully tap employment opportunities, and exert the effect of a reputable brand to increase the added value of goods. It is conducive to integrating various human resources in the labor market, efficiently connecting supply and demand, and reducing job search costs. At the same time, labor dispatch plays an important role for enterprises in promoting the transformation of employment mechanisms and improving employment efficiency.

3. New trends in labor dispatch

Labor dispatch is still in an early stage of development in our country, and there are still problems such as multi-party management, disorderly competition, and the absence of laws and regulations, which infringes on labor The phenomenon of the legitimate rights and interests of persons is relatively serious. These problems are the product of the development process of the industry and will surely be gradually solved as government management increases. This does not mean that there is a problem with the direction of the new business of labor dispatch. Historical materialism tells us that what exists is reasonable. The rapid development of the labor dispatch industry also illustrates this problem. my country's labor dispatch will definitely develop towards socialization, standardization, specialization and scale.

(1) Socialization. On the one hand, labor dispatch is an economic activity under market economy conditions, and as the main body of business activities, it must be socialized. The law of market economy is that the market allocates resources, which is conducive to meeting market demand through healthy competition in the industry. The labor (talent) dispatch currently provided by labor and personnel department service agencies is a substitute for the lack of market supply in the early stages of industry development; on the other hand, from the perspective of the demand side of labor dispatch - the employer, the new thing of labor dispatch It must be accepted by more and more units. At present, most of the enterprises that adopt the labor dispatch mechanism are large foreign-funded enterprises and some state-owned enterprises with good economic benefits, rapid structural reform, and advanced business concepts. As for most companies, they are worried about the instability of employees after dispatch, and worry that the "carrot" of standardized management after dispatch (actually managed according to law) will bring out the "mud" of the original non-standard management; as the labor and management personnel of the company I am worried that I will lose my job after being deployed. Practice has proved that with the improvement of labor laws and regulations and the intensification of labor inspections, employees' legal concepts have gradually strengthened. The sooner the company's historical problems are solved, the better, and the best choice is to use dispatch opportunities to solve them. The labor and management personnel are freed from transactional processing work and move towards the core position of human resources strategic planning of the enterprise, realizing the transformation from human resources transactional management to the introduction of human resources management concepts, creators of ideas, and transformation. The positions of advocates, promoters of organizations and supervisors and executors can be changed; the third is workers, who still have a temporary concept, and the idea of ??"second-class employees" of "labor workers" still troubles their choices. In fact, through standardized personnel management operations, the company's employment form is essentially standardized, adding a line of protection to protect their legitimate rights and interests, and is their patron saint.

(2) Standardization. The first is to improve regulations. With the rapid development of the industry, the state will surely intensify its supervision of the industry, determine the legal status of labor dispatch, clarify the rights and obligations of labor dispatch, employers, and workers, and improve operating regulations; secondly, the operation of labor dispatch companies Activities and operating procedures will inevitably become unified and standardized. At present, due to the complexity and diversity of entities operating the dispatch business and the lack of regulations, the labor dispatch market is a mixed bag. With the development of industry standards, some operators who operate illegally, have poor reputation, and infringe on workers' rights will surely be eliminated from the market.

(3) Specialization. In Western developed countries, labor dispatch has developed very maturely. It includes a full set of human resources system outsourcing such as employee recruitment outsourcing, employee outsourcing, training outsourcing, salary plan design, welfare outsourcing, and international expatriate services. For example, ADP, the largest employer services group in the United States, processes 22 million payroll checks on each payroll day, and its customers pay more than $150 billion in taxes to the tax department every year.

This service model in my country is in a form of partial outsourcing, such as simple payment of wages, handling social insurance procedures, processing relevant documents and other routine work, but it cannot serve as an external alliance of customers. , The real effect of "outsourcing" has not been exerted. With the development of my country's market economy and the trend of internationalization of labor and employment, my country's labor dispatch will also synchronize with international standards and improve to a deeper and more professional level. At the same time, labor dispatch also needs more outstanding and professional talents to devote themselves to this industry.

(4) Scale. The basic law of market economy is survival of the fittest. With the gradual improvement of labor dispatch regulations and the entry of foreign labor dispatch companies, the new economic battlefield of labor dispatch will inevitably be extremely fierce. The waves washed away the sand, and finally created a labor dispatch "aircraft carrier" with large scale, guaranteed reputation, complete service items, first-class service quality, and well-known domestically and even internationally.

The trend of the labor dispatch industry

Recently, Shanghai has introduced new policies to regulate labor dispatch. There has also been heated discussion online about this new policy. Basically, there are two aspects. One is that labor dispatch should be cancelled, and the other is that it should continue to develop, but it should be regulated in a timely manner. The author prefers the second option.

Because everything is rational as long as it exists, but it has deviated from the track in the development process and has not received appropriate guidance. It should be corrected through legal regulations and move towards a healthy development track.

The current labor dispatch mainly includes the following aspects: 1. Labor dispatch at construction sites, which is stipulated in relevant legal documents in our country. Construction workers must use labor dispatch by themselves. Labor dispatch is not allowed. This is mandatory. 2. This is to solve the staffing problems of state agencies, public institutions, and foreign consulates. There are also restrictions such as regulations that public institutions cannot directly use migrant workers from other places. 3. Enterprises (regardless of all systems) use labor dispatch workers to solve the problem of non-fixed-term labor contracts and when the company lays off employees, if they are unwilling to leave the employer, they will return to the labor dispatch company. Another one is to save costs. The author has always believed that labor dispatch cannot solve the problem of indefinite labor contracts and labor costs. Because the law in Shanghai does not clearly state that labor dispatch units are not suitable for indefinite-term contracts, even if it does appear, it will start to appear in 2013. From a theoretical understanding, it is certain that seniority cannot be cut off. Although labor costs are calculated based on the principle of whoever pays the wages, during the court hearing, as long as the employee takes out bonuses, commissions, etc. issued by the employer, they should be included in the scope of the worker's labor remuneration. These are wages and salaries, not labor services. income. The main problem is that the taxation departments in our various districts and counties do not know whether the system is connected to the Internet or whether they are not surprised. Because, at the same time, both parties can file tax returns for workers. Companies have taken advantage of loopholes, and some companies simply found cash. As long as the workers sign and the workers don't have any evidence, the companies can amortize the costs in other ways. Therefore, no matter what form of labor dispatch is used, everyone has their own agenda and interests. The key is the distribution of interests.

In fact, the most prominent problem in labor dispatch at present is the issue of unequal pay for equal work. Regarding the issue of unequal pay for equal work, it depends on how you understand it. Morally, equal pay for equal work must be equal. But from the perspective of human resources management, this issue is quite different. Every employee is not a machine. For example, two machines can produce basically the same output at the same time. But if two employees work at the same job at the same time, and one employee has strong subjective initiative and produces more, shouldn't they get more? If it is egalitarianism, where does the positivity come from? Of course, from the information I know, it is basically inconsistent with the additional statutory benefits that exceed the state's. For example, enterprise annuities are basically inconsistent. For example, employees in public institutions may receive large bonuses at the end of the year. But if you work in a public institution and work in the same position as employees of a public institution, you may get almost no bonus. Such a case has happened in Shanghai. The labor arbitration document finally stated that because this employee in a public institution did not meet the provisions of the employment regulations, there was no such thing. Therefore, we need to urgently work on this issue of unequal pay for equal work, and at the same time, we need to rationalize it and not be one-size-fits-all.

It is indeed imperative to regulate labor dispatch companies. At present, there are three main forces operating labor dispatch companies. One is state-owned enterprises, such as our Shanghai-based CIIC and Foreign Service, which are the labor dispatch companies with the largest labor dispatch volume. The second is joint venture labor dispatch units, because China has so far There is not a single talent company that is solely owned. 3. Private enterprises. Judging from the proportion of the three-thirds of the world, the proportion of private enterprises is very small. Mainly rely on low prices to compete. There are no other professional advantages. Most of them came from intermediaries that opened in front of the street. The overall educational level of the employees is low, but this adapts to the needs of traditional manufacturing. You ask the labor dispatch of state-owned enterprises and joint ventures to recruit migrant workers, but they cannot solve the problem. But he can recruit workers from private enterprise labor dispatch units. Therefore, these three categories are constantly competing fiercely. The author believes that in the future development trend, companies that become bigger and stronger must be able to unify the world of labor dispatch. As the head office and group companies expand their branches around the world, labor dispatch companies must adapt to the needs of the enterprise. Therefore, it is important to establish a complete service network. In addition, a powerful human resources management information system is necessary. At present, many people hope to eliminate labor dispatch altogether. The author's view is exactly the opposite. With the fierce competition in the market, some unqualified labor dispatch units will inevitably be eliminated, and the industry will move towards an orderly and good environment.

The author is most worried about labor dispatch on construction sites. Labor dispatch companies at construction sites are simply money laundering companies. Currently, according to national regulations, construction site workers must go through labor service companies. In essence, the labor dispatch company only signs a labor contract and does not care about anything else. Generally, general contracting or subcontracting will transfer the project funds to the labor dispatch unit according to the requirements of the cooperative unit. The company is known as the laborer. At this time, the contractor will calculate how many people's salary income can meet the project payment based on the total project payment and the current income tax deduction standard of 3,500 yuan. Then take a copy of the ID card of the current worker and the ID card of the worker who has left, and create a salary slip yourself. In this way, the labor dispatch unit will deduct the dispatch fee, and all the project funds will be handed over to the foreman. At this time, the foreman will follow the instructions he negotiated with the workers. Pay wages at a good price, and then the rest is yours. Therefore, most of the labor dispatch companies on the construction site have fake accounts.

If it is project money, it is income, so you must pay business tax or corporate value-added tax. If it is labor remuneration, no tax is payable. And why use the ID cards of so many workers who have left to create payroll? Because the income of workers now is not low, basically more than 3,500 yuan, but no worker is willing to pay personal income tax. In this way, only they themselves know how much labor remuneration the contractor pays to the workers. Party A, the general contractor, and the subcontractors don’t know. If the contractor escapes, he will be chased directly to the subcontracting and labor dispatch company that is the main body of the employer. However, our labor dispatch company has agreed that it only assumes nominal responsibility and does not assume financial responsibility. In the end, it is the general contractor and subcontractors who suffer the loss. This is currently the biggest headache for construction companies. Therefore, if it is the fault of the labor dispatch company, the labor reporting department must increase the actual economic responsibility of the labor dispatch company when formulating policies. There is also basically no overtime pay or financial compensation at construction sites. Basically, workers are paid for every day they work. The author sometimes wonders, under the same sunshine of labor contract law, why do so many construction workers, foot washers, real estate agency salesmen, and restaurant waiters not receive corresponding protection? Maybe we can only ask our personal insurance department what should we do? There are so many policies, but without supervision and implementation, they are basically a piece of paper. Perhaps our personal insurance department has its own difficulties.

It has always been believed that a society with harmonious labor relations will be more harmonious. The labor dispatch industry must pass practical legislation and popularize the law so that people engaged in this industry can improve their professional skills and professionalism. There will not be no labor dispatch overnight as everyone expected. The inevitable direction is to eliminate all kinds of interest links through regulation and rectification, the linkage mechanism of relevant government departments, and mutual collective consultation between enterprises and employees. I believe that the future of labor dispatch will be better.

What are the benefits of labor dispatch?

Labor dispatch is a type of labor outsourcing, a type of modern human resources outsourcing, and a new form of employment in modern human resources management. It means that the employer proposes the standard conditions for the required personnel to the dispatching agency based on the actual needs of the work, and uses the dispatching agency to handle employment, pay salaries, and handle social security, file custody, etc. for the hired personnel.

There are several dispatch methods:

(1) Full dispatch: Our company is responsible for a complete set of employee dispatch services, including worker signboards, insurance, salary payment, and health care. Physical examination, etc.

(2) Transfer dispatch: The employer signs, selects, and trains its personnel on its own, and then our unit signs a "Labor Contract" with the employees, and our unit is responsible for the employees' salaries, benefits, and labor processing. Disputes and other matters.

(3) Attrition and dispatch: This refers to the employer transferring the employer status of its own or already employed employees to our company. Our unit will pay the relevant expenses, including wages, bonuses, benefits, and various social insurance funds, and the employer will pay the corresponding management fees. The purpose is to reduce the number of fixed employees of the employer and enhance the employer's organizational adaptability and human resource flexibility when facing risks.

(4) Trial dispatch: The employer transfers new employees to our unit during the probation period, and then tries them out in the form of dispatch. The employer is more secure in accurately selecting talents and avoids the risk of selection errors. , effectively reducing labor costs.

1. Simplify labor management and improve enterprise management efficiency

The dispatched unit does not need to set up specialized personnel and institutions to conduct specific and cumbersome human resources management of dispatched personnel. The personnel of these personnel Recruitment, introduction of labor services from other places, file transfer, transfer procedures, household registration implementation, establishment of employee files, statistics and payment of employee wages and bonuses, establishment and payment of various social security, work-related injury declaration, labor dispute settlement and many other human resources management tasks This is done by the dispatch company. The human resources department of the unit can have more energy to focus on management to improve the core competitiveness of the enterprise, such as scientific job setting, employee assessment, employee skills training, etc. This enables enterprises to truly realize the maximum human resource management benefits of "employing people regardless of people, increasing efficiency without increasing expenses".

2. Flexible employment to improve the efficiency of employee management

Many dispatched units have experienced great changes in business under market economy conditions. The use of talent dispatch can increase business When the business decreases, the number of personnel will be reduced. The company has flexible personnel entry and exit, and is not subject to staffing restrictions. The dispatch company provides professional services for personnel entry and exit procedures, fully demonstrating the dispatched unit's autonomy in selecting people and individuals.

3. Avoid brain drain and improve corporate competitiveness

The personnel files of dispatched personnel are collected and managed by the center. During the contract period, the center has formulated legally binding rules for dispatched personnel. The restriction system can fully ensure that the dispatched personnel can work with peace of mind during the contract period, and the dispatched unit will not worry about the loss and "job-hopping" of talents outside the arrangement.

4. Reduce management costs and improve economic benefits of the enterprise

First of all, the dispatched unit does not need to add special human resources management personnel or institutions to manage dispatched personnel, and the dispatch company is fully responsible This task saves management costs for the dispatched units.

(Generally, dispatched personnel are established in the original unit for management, communication and responsibility for workers' work-related injuries)

Secondly, regular human resource management expenses can be significantly reduced, such as: labor recruitment advertisements, retirement and severance expenses, expenses The cost of wrong people and so on.

Secondly, due to the flexibility of employment, the dispatched unit can flexibly adjust the salary standard according to the company's development, job efficiency, and market wage prices. The employee expenditure cost ratio uses a fixed employee cost ratio. Employee expenses will be significantly reduced.

5. Avoid labor disputes and maintain corporate reputation

There is no labor contract relationship between the dispatched unit and the dispatched employees. The labor relationship of the dispatched personnel belongs to the talent dispatch company. In this way, the dispatched unit avoids the occurrence of personnel (labor) disputes with the dispatched personnel, thereby saving the management energy of the dispatched unit and focusing on the development of the business. At the same time, due to the participation of a third party, personnel (labor) disputes are effectively resolved.

6. Ensure the quality of employees and spread employment risks

Because the unit adopts the dispatch method, the talents employed can advance, retreat, move up or down. The mechanism is very flexible, which greatly reduces and decomposes Employment risks.

7. Establish labor transfer. Ensure the benefits of employment

Because the company signed a labor dispatch contract with us, our company's obligations have increased (lack of a reward and punishment system for one person). We will increase the unit's publicity and conduct training to ensure that labor dispatch personnel stability. and corporate visibility near our dispatch areas. It forms a good situation where brothers, sisters, relatives and friends work in the same company.

Labor dispatch can also be used as a supplementary method for personnel inspection before long-term transfer of employees.

In short, after the implementation of labor dispatch, the personnel management functions of employment enterprises have been purified to the greatest extent. It reduces the work burden of enterprises and enables them to concentrate on participating in market competition. The labor relations have been straightened out, employment behavior has been standardized, and harmonious and stable labor relations have been established between the employer and the labor service personnel. Therefore, for individual workers, their legal rights and interests are more guaranteed after changing the employment methods.

Qingdao Ideal Human Resources Co., Ltd.

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