Operation mode of international labor dispatch company

Labor dispatch is the product of applying the principle of scale economy to the field of human resource management. Nowadays, in developed countries with advanced management methods, in order to improve cost-effectiveness, enterprises have adopted the mechanism of labor dispatch and employment. According to the survey conducted by American Human Resource Management Institute 1996, one fifth of enterprises have outsourced all or part of the functions of the human resource management department, and the largest company in the United States is a labor service company with 6 million employees (also the largest company in the United States). The United States dispatched 20 million employees with an annual turnover of $654.38+0.2 billion. Japan and European countries and regions also adopted labor dispatch as a new form of employment earlier.

With the continuous development of China's market economy, labor dispatch, a new form of employment, will play an important role in China's social and economic development.

I. Types of Labor Dispatch

With the development of China's market economy, labor dispatch, a new form of employment, has been adopted by employers. According to the estimation of relevant departments, there are more than 1 10,000 labor dispatch agencies in China. There are about three types of these institutions:

First, the labor dispatch agencies sponsored by the labor and personnel administrative departments are the leaders and main forces of the current labor dispatch industry, and they are the functions of transforming the original government management functions into market services to meet the needs of the market economy.

Second, the companies that used to provide employee services for offices of foreign enterprises were originally affiliated to labor departments at all levels and separated according to the national policy of separating government from enterprises. Their business began in the early days of China's reform and opening up, and they were the first enterprises to provide labor dispatch, with general management norms and large scale;

Third, state-owned or private dispatching agencies (engaged in dispatching by means of temporary boards), these enterprises carry out labor dispatch services relatively late, and the business projects of enterprises do not include labor dispatch (due to legal reasons, the government cannot approve it), which belongs to the derivative service projects of employment agencies. This branch started late, developed rapidly and has a high degree of marketization, which will be the main force of future market competition.

Second, labor dispatch promotes employment.

As a form of flexible employment, labor dispatch plays a vital role in promoting employment. As far as our province is concerned, the employment pressure is also considerable. Every year, the newly added labor force needs employment of1100000 (including 200000 school graduates), the surplus rural labor force needs to transfer employment of 500000 people every year, and the state-owned and collective laid-off workers' stock reaches 760000 people (state-owned160000 people, collective 60000 people), and about 200000 people need to be resettled to form 6.5438+0.4. Labor dispatch plays a bridge role in the employment of these workers and dig deep into jobs. From the practice of our country, it is manifested in the following aspects:

First, it is conducive to the rural labor force to achieve mobile employment and avoid blind flow. At present, there are three forms of transferring employment: first, organizing local employment. The relevant departments of the exporting place set up labor dispatch agencies to centrally manage the transferred labor to meet the local demand for labor; The second is to set up labor dispatch agencies in the importing and exporting places to help the exporting labor force transfer employment. Third, the labor dispatch agencies in the importing areas and the employment agencies (labor dispatch agencies) in the exporting areas cooperate to organize rural labor transfer. Its role, first, is helpful to the rural labor force to achieve employment smoothly; The second is to make cross-regional employment more certain, avoid the blindness of labor flow in the past, and help protect the rights and interests of migrant workers.

Second, it is conducive to organizing flexible employment and reducing frictional unemployment. First, it is conducive to the smooth employment of laid-off workers. Laid-off workers belong to vulnerable employment groups, and it is difficult to achieve re-employment after leaving the center. Organize them to take temporary training and play the role of "reservoir" to promote the employment of laid-off workers; Second, it is conducive to the employment of new labor. This employment group lacks work experience and is often pushed out by employers because of lack of work experience. By organizing skills training and vocational guidance, we can increase their ability to find jobs and obtain employment, so as to achieve employment.

Third, it is conducive to regulating the supply of the labor market and playing the role of a "reservoir". With the rapid development of the education industry in China, the fresh graduates of universities in China can't get full employment. Last year, 300,000 people in China were unemployed. These graduates can hang their relationship to the dispatch center of the labor and personnel department, introduce it to this "reservoir" for storage, wait for the company's dispatch, and expand a employment channel for them; At the same time, laid-off workers and new laborers reserve their employment through the storage, training and employment guidance of the "Enterprise" aircraft carrier, which objectively establishes the employment buffer zone and relieves the employment pressure.

Fourth, it is conducive to mining jobs. Market economy has unlimited business opportunities, and many jobs are waiting for development and promotion. As an individual job seeker, it is difficult to capture and explore. As a professional labor dispatch enterprise, it can give full play to its intensive advantages and scale advantages, fully tap jobs, give full play to the credit brand effect, increase the added value of goods, help to integrate all kinds of human resources in the labor market, efficiently realize the docking of supply and demand, and reduce the cost of job hunting. At the same time, labor dispatch plays an important role in promoting the transformation of employment mechanism and improving employment efficiency.

Third, the new trend of labor dispatch

China's labor dispatch is still in the early stage of development, and there are still many problems such as multi-head management, disorderly competition and lack of laws and regulations, which seriously infringe on the legitimate rights and interests of workers. These problems are the products of the development of the industry and will be gradually solved with the increase of government management. This can't be said that there is a problem with the direction of the new thing of labor dispatch. Historical materialism tells us that what exists is reasonable. The rapid development of labor dispatch industry also illustrates this problem. China's labor dispatch is bound to develop towards socialization, standardization, specialization and scale.

(1) Socialization. On the one hand, labor dispatch, as an economic activity under the condition of market economy, must be socialized as the main body of business activities. The law of market economy is that the market allocates resources, which is conducive to meeting market demand through healthy competition in the industry. At present, the dispatch of labor services (talents) provided by the service agencies of the labor and personnel department is a substitute for the insufficient market supply in the early stage of industry development; On the other hand, from the demand side of labor dispatch-employers, labor dispatch, a new thing, will be accepted by more and more units. At present, most enterprises that adopt the labor dispatch mechanism are large foreign-funded enterprises and some state-owned enterprises with good economic benefits, rapid system reform and advanced management concepts. As far as most enterprises are concerned, they are worried about the instability of employees after dispatch, and that the "radish" of standardized management (in fact, management according to law) after dispatch will bring out the "mud" of irregular management; As an enterprise employee, I am worried that I will lose my job after being dispatched. Practice has proved that with the improvement of labor laws and regulations, the strengthening of labor supervision and the gradual enhancement of employees' legal concept, the sooner the problems left over from enterprise history are solved, the better, and it is the best choice to solve them with the help of dispatching opportunities. However, both employers and employees are freed from transactional management and move towards the core position of enterprise human resources strategic planning, realizing the role change from transactional management of human resources to the introducer, thought creator, change advocate, organizational promoter and supervisor of human resources management concepts. The third is the workers, who still have temporary ideas. The concept that "second-class employees" are "laborers" still puzzles their choice. In fact, through standardized personnel management operations, the employment form of enterprises is standardized in essence, which increases the protection line to protect their legitimate rights and interests and is their patron saint.

(2) standardization. The first is to improve laws and regulations. With the rapid development of the industry, the state will strengthen the supervision of the industry, determine the legal status of labor dispatch, clarify the rights and obligations of labor dispatch, employers and workers, and improve the operating norms; Secondly, the business activities and operating procedures of labor dispatch companies will tend to be unified and standardized. At present, due to the complexity and diversity of dispatching business subjects, the lack of laws and regulations, the labor dispatch market is chaotic. With the development of industry norms, some operators who violate the rules, have poor reputation and infringe on the rights and interests of workers will be eliminated from the market.

(3) specialization. In western developed countries, labor dispatch has developed very well, including a whole set of human resources system outsourcing, such as employee recruitment outsourcing, employee outsourcing, training outsourcing, salary scheme design, welfare outsourcing, international overseas service and so on. For example, ADP, the largest employer service group in the United States, processes 22 million checks every payday, and customers pay more than $654.38+050 billion in taxes to the tax authorities every year.

This domestic service model is in the form of partial outsourcing, such as simple payment of wages, handling social insurance procedures, handling relevant documents and other transactional work, but it is impossible to reach an external alliance as a customer, and it has not played a real "outsourcing" effect. With the development of China's market economy and the trend of internationalization of labor and employment, China's labor dispatch will also be in line with international standards and raised to a deeper and more professional level. At the same time, labor dispatch also needs more excellent 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 laws and regulations and the entry of foreign labor dispatch companies, the new economic battlefield of labor dispatch is bound to be extremely fierce. In the end, a large-scale labor dispatch "aircraft carrier" with guaranteed reputation, complete service items and first-class service quality has been built, which enjoys a good reputation at home and abroad.

Development trend of labor dispatch industry

Recently, Shanghai has issued a new policy to regulate labor dispatch. There is also a heated discussion on this new policy on the Internet. There are basically two aspects. One is that labor dispatch should be cancelled, and the other is that it should continue to develop, but it should be standardized in time. I prefer the second one. Because everything is reasonable as long as it exists, but it has deviated from the track in the process of development and has not been correctly guided. It should be corrected in the form of laws and regulations and move towards a benign development track.

At present, labor dispatch mainly includes the following aspects: 1. Labor dispatch on construction site is stipulated in relevant legal documents of our country. Construction workers can't use labor workers themselves in the form of labor dispatch, which is mandatory. Second, state organs, institutions and foreign consulates are designed to solve the problem of the establishment of these units, and there are restrictions such as the stipulation that institutions cannot directly use migrant workers from other places. Third, in order to solve the problem of non-fixed-term labor contracts, enterprises (regardless of ownership system) use labor dispatch workers, and employees who are unwilling to leave the employing unit will return to the labor dispatch company. Another is to save costs. The author has always believed that labor dispatch can not solve the problems of open-ended labor contracts and labor costs. Because the law in Shanghai does not clearly point out that labor dispatch units are not suitable for open-ended contracts, even if they appear, they began to appear from 20 13. Theoretically, you can't break the length of service. Although the service fee is the principle that whoever pays the salary is the one who pays the salary, in the process of trial, as long as the employee takes out the bonus and commission issued by the employer, it should be included in the scope of labor remuneration, which is wage income, not labor income. The main problem is that our tax authorities in all districts and counties don't know whether the system is networked. Because, at the same time, both sides can file tax returns for workers. Let enterprises take advantage of loopholes, and enterprises simply find money. As long as the employee signs and the employee has no evidence at hand, the enterprise can amortize the cost by other means. Therefore, no matter what form of employment adopts labor dispatch, it has its own ulterior motives and interests. The key is the distribution of benefits.

In fact, the most prominent problem of current labor dispatch is the problem of different pay for equal work. The problem of different pay for equal work depends on how to understand it. Morally speaking, equal pay for equal work is certain. But from the perspective of human resource management, this issue is quite different. Every employee is not a machine. For example, two machines can simultaneously produce basically the same output. But if two employees work in the same position at the same time, shouldn't they get more because one employee has strong subjective initiative and more output? If it is egalitarianism, where does the enthusiasm come from? Of course, from the information I have learned, it is basically inconsistent in terms of additional legal interests beyond the state. For example, enterprise annuities are basically inconsistent. For example, employees in public institutions may get a lot of bonuses at the end of the year. However, if you do the same job in a public institution and do the same job with employees in a public institution, there may be almost no bonus. There was such a case in Shanghai, and the labor arbitration book wrote at the end that there was no such case because the employees of this institution were not suitable for the provisions of the employment regulations. Therefore, there is an urgent need to work hard on this issue of different pay for equal work, and at the same time, it should be rationalized and not across the board.

It is imperative to standardize labor dispatch companies. At present, there are three main forces in labor dispatch companies. One is state-owned enterprises, such as CIIC and Foreign Service, which are the largest labor dispatching companies, and the other is joint-venture labor dispatching units, because there is no wholly-owned talent company in China so far. Third, private enterprises. In terms of proportion, private enterprises account for a small proportion. Mainly rely on low-cost competition. No other professional advantages. In the past, most of them opened intermediaries on the street, and the overall cultural level of employees was low, but this has adapted to the needs of traditional manufacturing. You ask state-owned enterprises and joint ventures to send laborers to recruit migrant workers, but he can't solve it. But he can recruit labor dispatch units from private enterprises. Therefore, these three categories are in constant fierce competition. The author believes that the future development trend, bigger and stronger enterprises will be able to unify the world of labor dispatch. With the expansion of the head office and the branches of group companies around the world, labor dispatch companies must adapt to the needs of enterprises, so it is very important to establish a sound service network. In addition, a powerful human resource management information system is necessary. At present, many people want to cancel labor dispatch across the board. The author's point of view is just the opposite. With the fierce market competition, some unqualified labor dispatch units will be eliminated, and the industry will move towards an orderly and good environment.

What worries me most is the labor dispatch on the construction site. The labor dispatch company on the construction site is simply a money laundering company. At present, according to the national regulations, the employment on the construction site must go through the labor service company. In essence, the labor dispatch company just signs a labor contract and cares nothing. General contracting or subcontracting shall be paid by the company called laborer to the labor dispatch unit according to the requirements of the cooperative unit. At this time, the contractor will calculate how many people's wages can reach the project cost according to the total project cost and the current standard of deducting income tax of 3500 yuan. Then take a copy of the current worker's ID card and a copy of the employee's ID card that has left the company, make a payroll by yourself, let the labor dispatch unit deduct the dispatch fee, and pay all the project funds to the contractor. At this time, the contractor pays wages according to the price he negotiated with the workers, and then the rest is his own. Therefore, most of the labor dispatch companies on the construction site are false accounts. If the project payment is income, it is necessary to pay business tax or enterprise value-added tax. If it is labor remuneration, you don't have to pay taxes. And why do you want to take so many workers' ID cards that have left to make payroll? Because the income of workers is not low now, which basically exceeds 3500 yuan, but no worker is willing to pay personal income tax. In this way, only they can know how much labor remuneration the contractor has given the workers. Party A, the general contractor and subcontractors all don't know. If the contractor escapes, he will directly catch up with the labor subcontracting and labor dispatching company with the employer as the main body. However, our labor dispatch company has established an agreement, which only bears nominal responsibility and does not bear economic responsibility. The ultimate losers are the general contractor and subcontractors. This is the biggest headache for current construction enterprises. Therefore, if it is the fault of the labor dispatch company, the people's newspaper department must increase the actual economic responsibility of the labor dispatch company when formulating policies. In addition, there is basically no overtime pay and no economic compensation on the construction site, which is basically a day's salary. I sometimes wonder why there are so many construction workers, foot-washing women, sales of real estate agents and restaurant waiters under the sunshine of the labor contract law. Maybe this can only ask us what the insurance department should do. There are so many policies, that is, there is no supervision and implementation, which is basically a dead letter. Perhaps our insurance department also has its own difficulties.

It has always been believed that a harmonious society with labor relations will be more harmonious. The labor dispatch industry must pass feasible legislation and popularize the law, so that the personnel engaged in this industry can improve their professional skills and professionalism. There will be no labor dispatch overnight as expected. His inevitable trend is to eliminate all kinds of interests through standardization and rectification, the linkage mechanism of relevant government departments, and the mutual collective consultation between enterprises and employees. I believe that the labor dispatch will be better tomorrow.

What are the benefits of labor dispatch?

Labor dispatch is a kind of labor outsourcing, a kind of modern human resource outsourcing and a new form of employment in modern human resource management. It means that the employer puts forward the standard conditions of the required personnel to the dispatching agency according to the actual needs of the work, and handles employment, salary payment, social security, file keeping and other matters for the hired personnel through the dispatching agency.

There are the following scheduling modes:

(1). Full Dispatch: Our unit undertakes a full set of employee dispatch services, including workers' signboards, handling insurance, paying wages, health checkups, etc.

(2) Transfer and dispatch: The employer signs, selects and trains personnel by itself, and then our unit signs labor contracts with employees, and our unit is responsible for employees' wages, benefits and handling labor disputes.

(3), attrition dispatch: refers to the employer's transfer of the identity of the employer to our company for employees who have their own signs or have been hired. Our company will pay related expenses, including salary, bonus, welfare and various social insurance premiums, and the employer will pay corresponding management fees. Its purpose is to reduce the number of fixed employees in the employer, and enhance the organizational resilience and talent resource flexibility of the employer in the face of risks.

(4) Trial dispatch: the employer transfers new employees to our company during the probation period, and then tries them out in the form of dispatch. Employers are more secure in the accurate selection of talents, avoiding the risk of wrong selection and effectively reducing the cost of employing people.

1, labor management is simple, and enterprise management efficiency is improved.

Dispatching units do not need to set up special personnel or institutions to carry out specific and tedious human resource management for dispatched personnel. Dispatching companies are responsible for personnel recruitment, labor service introduction in different places, file transfer, account implementation of mobile procedures, establishment of employee files, statistics and distribution of employees' wages and bonuses, establishment and payment of various social security, industrial injury declaration, labor dispute handling and other human resources management work. The human resources department of the unit can devote more energy to the management of improving the core competitiveness of enterprises, such as scientific post setting, employee assessment and employee skill training. So that enterprises can truly realize the maximum efficiency of human resource management of "employing people regardless of people, increasing efficiency without increasing expenditure".

2, flexible employment, improve employee management efficiency.

Under the condition of market economy, the business of many dispatching units has undergone great changes. By employing people, people can be increased when business increases and decreased when business decreases. The company employs flexible people and is not limited by the establishment. Personnel entry and exit procedures are provided by the dispatching company, which fully embodies the autonomy of the dispatching unit in selecting and employing people and individuals in choosing jobs.

3. Avoid brain drain and improve the competitiveness of enterprises.

Personnel files of dispatched personnel shall be uniformly mobilized and managed by the center. During the contract period, the center has formulated a legally binding restraint system for dispatched personnel, which can completely ensure that dispatched personnel can work with peace of mind during the contract period, and dispatched units will not worry about brain drain and "job-hopping" outside the arrangement.

4. Reduce management costs and improve economic benefits of enterprises.

First of all, the dispatching unit does not need to add special human resource managers or institutions to manage the dispatched personnel, and the dispatching company fully undertakes this task, saving the management cost for the dispatching unit. (Generally, dispatched personnel are set up in the original unit to manage, communicate and be responsible for workers' work-related injuries. )

Secondly, it can greatly reduce the conventional human resource management costs, such as: labor recruitment advertisements, retirement severance payments, the cost of using the wrong person and so on.

Secondly, due to the flexibility of employing people, the dispatching unit can flexibly adjust the wage standard according to the company's development, post efficiency and market wage price, and the expenditure cost of its employees is far lower than that of using fixed employees.

5. Avoid labor disputes and maintain corporate reputation.

There is no labor contract relationship between the dispatching unit and the dispatched employee, and the labor relationship of the dispatched employee belongs to the talent dispatching company. In this way, as a dispatching unit, it avoids personnel (labor) disputes with dispatched personnel, thus saving the management energy of the dispatching unit and concentrating on developing the cause. At the same time, due to the participation of the third party, personnel (labor) disputes have been effectively resolved.

6. Ensure the quality of employees and spread the risks of employing people.

Because the unit adopts the form of dispatch, the talents used can enter and retreat, and the mechanism is very flexible, which greatly reduces and decomposes the risk of employing people.

7. Establish labor transfer. Ensure the benefits of employing people

Because of the labor dispatch contract signed between the enterprise and us, the obligations of our company have increased (lack of one-person reward and punishment system). Strengthen the propaganda of the unit and conduct training to ensure the stability of the workers. And the popularity of enterprises near our dispatch area. Form a good situation in which brothers and sisters, relatives and friends all work in the enterprise.

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

In a word, after the implementation of labor dispatch, the personnel management function of employment enterprises has been purified to the maximum extent. It reduces the workload of enterprises and enables them to concentrate on participating in market competition. Straighten out labor relations, standardize employment behavior, and establish harmonious and stable labor relations with employers and workers. Therefore, for individual workers, their legitimate rights and interests are more secure after changing their employment methods.

Qingdao ideality human resource co., ltd