Why do some companies send labor services, and employers can't directly recruit from the society?

The company absolutely has the ability to recruit directly, but the company has not done so. In fact, we can see some doorways from the advertisements of dispatching companies. These advertisements are actually made separately, one for the employer and the other for the laborer.

When sending a company to advertise to the employer, the advertisement clearly States that the regular workers have high welfare and stable work inertia, so that the employer can see that an irresistible temptation has arisen. Even some advertising words used some insulting descriptions, which have been punished by relevant departments, so I won't quote them here.

At the same time, the advertisements of sending companies to recruit workers exaggerate the treatment and emphasize the need for employment in order to attract workers.

In other words, workers and employers have the most say in it, but they don't really express their opinions, especially employers don't listen to the opinions of workers. After all, the dispatching company puts on a coat and advocates reducing labor costs, avoiding most employment risks and completely separating employment relationship from employment relationship.

Because of the words of the dispatching company: people, you can use it, and we will bear the responsibility. So employers also believe it.

Employers are convinced that they have benefited from this employment relationship.

Is that so?

What is the reason?

They don't have the mind of a master, they don't know what to do in cooperation with others, and they won't get entangled in it, so they spend all their available time shirking.

This was a famous program at that time, which confirmed that sending trade unions caused "self hatred" to employers.

Why is this happening? Because people's hearts are people's hearts after all, when you know that you have done more work than others, and the salary and benefits you get are only 1/5 of others' regular work, can you still accept all this calmly and silently?

The subject's question: why do some companies send labor services, and employers can't directly recruit for the society?

My answer: the ultimate goal of an enterprise is to pursue profits and maximize profits. Then, the use of dispatch workers can achieve this goal to a certain extent.

A brief analysis is as follows:

I. Characteristics of labor dispatch 1. The main body of labor relations involves three parties, namely the dispatching unit (employing unit), the employing unit and the dispatched worker.

2. The recruitment and use of labor force are separated. In the labor dispatch relationship, although the employer signs a labor contract with the dispatched worker, it does not directly use the dispatched worker, but is the nominal employer of the dispatched worker. Although the employer directly uses the labor of the dispatched workers, there is no labor contract with the dispatched workers.

This is the characteristic of the so-called labor dispatch, that is, "the employer does not need people, and the employer has no contract".

Therefore, if the employer uses labor dispatch workers, there is no relationship between them.

If it is social recruitment, there is a labor contract relationship between them.

Second, the reasons for flexible employment and lower employment costs should be answered from both positive and negative aspects.

Because in enterprises, the technical content of temporary, auxiliary or replaceable posts is not too high, and the salary itself is not too high. The problem of equal pay for equal work for dispatched workers in three-sex jobs is not great. However, if dispatchers are used in the main business positions and general positions, enterprises with relatively low salaries will reduce labor costs.

2. Some enterprises will also use dispatchers in disguise.

Individual enterprises illegally package the original workers to the labor dispatch company for "reverse dispatch" and turn the formal employment into dispatched employment, thus avoiding the establishment of labor relations, evading legal responsibilities and harming the workers' own interests.

Therefore, some enterprises only employ labor dispatch instead of directly recruiting for the society, which is beneficial in both positive and negative directions.

The above is purely a personal opinion.

Because there are' gray' interests. Public and private win-win situation. (Private: labor dispatch companies are all private companies, public: employers)

Why do some companies send labor services, and employers don't directly recruit for the society? The fundamental reason is to protect the interests of their own enterprises and reduce the cost of employing people! The reasons are analyzed as follows.

1. Reduce the company's labor costs. If the enterprise does not recruit people through the labor dispatch company, it recruits by itself. According to the provisions of the labor law, then the company should give employees five insurances and one gold or necessary insurance measures, and other employees of the company must enjoy welfare, which will greatly increase his own employment cost and is not conducive to his own business. However, if you directly sign a contract with a labor dispatch company, you don't have to consider these welfare and cost issues at all. It is a matter for the labor dispatch company whether the corresponding five insurances, one gold or other benefits should be given to the labor dispatch employees.

2. Transfer the grafting risk. If employees have accidents in the company's operation and production process, and the main responsibility bearer of these accidents is the labor dispatch company, because the labor dispatch company is the direct employer of employees, the employer can transfer the risks caused by these accidents. This mainly happens in some high-risk industries, such as mining development and chemical plants. Most of the employees used by these enterprises are recruited by labor dispatch companies and belong to third-party enterprises. But if there is a risk, the undertaker of the trouble is the labor dispatch company, and no one will go to the employer for trouble. Of course, the employer will certainly bear the corresponding responsibilities, and the risk is relatively small.

3. Recruiting people saves time and effort. If the employer is a large-scale labor-intensive industry, if you rely on the personnel department of your own company to recruit, the membership fee will be time-consuming and laborious, and the final effect may not be very good. But if there is a labor service company, it will be different. Enterprises can quickly obtain employees needed for production and operation through cooperation with labor service companies without going to the talent market one by one, and labor service companies generally have their own recruitment channels, and there are a large number of people waiting for those companies to recruit at any time.

4. Employees don't conform to their jobs, so it's easy to change. If the employee is directly recruited by the enterprise, but the employee does not meet the company's job requirements, if he resigns directly, he needs to pay other compensation. If the employee used is a third-party labor dispatch company, it can be directly returned to the labor dispatch company and then asked to replace it. In this way, the employer can change employees at any time, which can ensure the stable and inefficient operation of the company.

In short, the employer does not directly recruit for the society, but sends labor services, with the ultimate goal of protecting its own interests, reducing the cost of employing people, transferring the grafting risk, facilitating the replacement of employees and reducing social welfare expenditure. In social life, whether it is a large factory or a small enterprise in general, it is still the mainstream to send employees instead of self-recruitment.

When it comes to labor dispatch, some office workers can't figure it out. Obviously, it can be hired directly, but there is "labor dispatch". Many job seekers will think that companies with "labor dispatch" are too stingy and certainly not well paid. Actually, things are not necessarily what you think.

Take our company as an example: there are 600 general workers, including 200 laborers. Let me explain why this happened.

1. The company has unstable orders, too many formal workers and too heavy a burden.

Our company produces containers, making a profit in one year and losing money in another. This is the characteristic of the industry. Like last year's shutdown for half a year, we lost tens of millions, and this year's orders are saturated. If there is no order, we will raise a large number of people. If the order is reduced, we can immediately reduce the number of employees dispatched by labor and reduce the expenditure of fixed expenses.

2. Special positions are highly mobile and can only be recruited through labor dispatch companies.

Some jobs, many people are unwilling to do, even if they come, they may run away in a few days. In fact, many people just work for a few days and may run away. But the labor service company will continue to make it up to you. Some companies are afraid of trouble, so they entrust labor service companies to recruit.

3. The treatment of labor dispatch is not necessarily worse than that of regular workers.

Some people say that labor dispatch employees are short of three insurances and one gold. In fact, it may not be so. No one who comes out to work now is stupid. Jiaozi, who has three fresh fillings, has never eaten them, and knows "three insurances and one gold" by heart. Although I didn't pay social security, most of them were converted into wages.

I feel that it is the product of a transformation of social development and the combination of enterprise needs, which will gradually become thinner with the development of the national legal system. First of all, because most enterprises want to cooperate with labor dispatch units to maximize the interests of enterprises, this may be manifested in the following aspects.

1. The personnel department of the enterprise does not need employees to run the talent market, run channels, publish job advertisements and other marketing expenses every day.

2. Enterprises will not take so many risks and chores, and all accidents are caused by labor dispatch companies. In addition, employees of labor dispatch companies must be trained in work flow and safety precautions before taking up their posts. In this way, enterprises can use it with peace of mind, avoid secondary investment and save a lot of time and expenses. It is of great benefit to the enterprise, and it is a fool not to use it. There are no fools in this society.

Enterprises save trouble and effort, why not send labor to the company, and don't worry so much about where people come from and delay production.

3. Labor dispatch employees can save a lot of money without paying five insurances and one gold, but part of the money will be given to the labor dispatch company, which is the business of the labor dispatch company. As far as I know, labor dispatch companies will basically give some employees who make trouble, and they are also afraid that most of them will go into their own pockets. At present, many employees of enterprises come from the vast rural areas, with limited education and weak awareness of rights protection, which is why there are a large number of labor dispatch companies almost all over the country.

Finally, I hope that the majority of job-seeking friends will find a business to apply for a job first. If they can't find a labor dispatch company, they must also be a regular labor dispatch company. When a small intermediary encounters a black intermediary, it will call the police to defend its rights. I don't need to elaborate here. Thank you for reading [yeah] [yeah] [yeah]

The labor dispatch system exists in a large number of enterprises or units. I think the main reasons for the prevalence of labor dispatch system are as follows.

First, avoid risks. Enterprises do not establish direct employment relations with employees and do not sign contracts. Once an employee has an accident, then the relatives of the employee can't go directly to the enterprise. Because the enterprise signed an employment relationship with the labor dispatch company, the employee signed a relationship with the labor dispatch company. In this way, enterprises can avoid many risks and troubles. Especially in some high-risk and high-risk industries, such as chemical plants, power plants and coal mines. Many of these enterprises have signed labor dispatch contracts in order to reduce unnecessary troubles.

Second, save money. If an enterprise directly signs a contract with an employee, it shall issue corresponding five insurances and one gold or necessary insurance measures to the employee. But if you sign a contract with a labor dispatch company. Then don't even think about it. Many labor dispatch companies sign two or three insurances with their employees. This can save a sum of money for the enterprise. At the same time, signing a contract with a labor dispatch company can reduce the salary of employees to the maximum extent, because the labor dispatch company belongs to the third-party employment platform.

Third, save time. The labor dispatch company is specialized in human resource dispatch, and its professionalism is relatively strong. The employer only needs to inform the labor dispatch company of the conditions and personnel to be recruited. All interviews or written tests can be organized by labor dispatch companies. The employer only needs to arrange a few people to supervise or participate in the recruitment. This saves a lot of manpower, material resources and financial resources for enterprises, and it is more formal, ensuring that satisfactory employees can be recruited. Because labor dispatch companies have a lot of human resources information for employers to choose from.

Fourth, reduce trouble. Some administrative units also adopt the labor dispatch system. For example, temporary policemen recruited by some police stations are recruited through the labor dispatch system. In this way, when there is a dispute between the temporary staff and the masses, the temporary staff can be pushed to the front. In this way, if the attitude of the masses is firm, the employer can take the means of ordering employees to resign or directly dismissing them. In this way, employees can only find labor dispatch companies and have no direct affiliation with employers. This can not only recruit cheap labor, but also reduce unnecessary troubles.

Fifth, the replacement is easy. Some enterprises feel that employees are dissatisfied and can change at any time. Some employees with labor dispatch system can return to the company directly if they are not satisfied and explain the reasons. After the employees return to the labor dispatch company, the labor dispatch company should redistribute the new employees. This will enable the unit to recruit better employees. Compared with the direct recruitment of employees by employers, the recruitment of labor dispatch employees can be changed at any time, which is also a stimulus to employees and a supervision to labor dispatch companies. This will not cause water accumulation.

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. For example, Haier's small group-self-management model is equivalent to Haier's main business management company and 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 "probation period" through labor dispatch.

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.

There are laws and regulations on labor dispatch, 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.

Sometimes it's really impossible, and you have to send it through a labor dispatch company.

It is necessary to find out what is "labor dispatch" and what jobs can be "labor dispatch"

The Labor Contract Law stipulates that labor dispatch can only be temporary, auxiliary and replaceable.

2 "labor dispatch" means that the employer and the employer sign an agreement, and the employer does not directly sign an agreement with the "labor dispatch personnel"

The "employer" here is a labor dispatch company, and the "employer" is a company that uses the personnel of the labor dispatch unit. Under normal circumstances, employers are required to sign labor contracts with employees, but if employees are sent by labor service companies, they are not required.

3. The business model of the labor dispatch company is to earn the difference.

"Labor dispatch companies" have no business of their own, and make a living by sending laborers to employers and then earning the difference.

For example, when an employer signs a contract with a labor dispatch company, it needs five people, each of whom costs 5,000 yuan per month. One way is that the employer directly pays the money to the labor dispatch company, and the labor dispatch company can give these people 4000 yuan every month; Another way is that the wages of these personnel are paid directly by the employer, and the employer pays the expenses to the labor dispatch company separately.

Some employers can only take the route of labor dispatch. Once in court, they chatted with the clerk, who said it was sent by the labor service company.

In fact, due to the limitation of the establishment, the court sometimes can't directly recruit people, but because there are too many cases, it is necessary to hire temporary personnel, but these personnel can't pay their salaries financially, so let these temporary personnel hang in the labor service company and send them here, and then pay their salaries by the court's case acceptance fee.

In addition, like some construction enterprises, once they win the bid, they need a large number of construction workers, but if there is no project, these workers can't stay, and the cost is too high, so construction enterprises need to cooperate with labor dispatch companies.

Labor dispatch can be exempted from paying social security and other obligations. Some units do not have to recruit people from labor dispatch companies, but sign contracts with labor dispatch companies to dispatch personnel in order to avoid paying social security and other reasons.

In fact, it was after they recruited good people that they went to the labor service company to hang people, and then they were sent out by the labor service company.

This method is very unfavorable to employees. The employee's labor relations and social security relations are in the labor dispatch company. Once it is returned by the employer, it is impossible to defend rights.

In a word, the employment mode such as labor dispatch is the need of the market and is also in line with the law. Not all employees can be hired directly.

Hello, everyone, I'm # Live an extraordinary self #, and I'm glad to answer this question.

Companies are certainly capable of social recruitment, but many companies do not directly engage in social recruitment, but make up for the shortage of employment through labor outsourcing, that is, by sending workers. Generally speaking, the company mainly considers the following points when hiring labor dispatch workers:

First, reduce the expenditure on five insurances and one gold. Many state-owned enterprises and large private enterprises like to hire labor dispatch workers. If they recruit regular employees through social recruitment, everyone has to pay five insurances and one gold according to their actual income, which requires a lot of money. However, if they pay five insurances and one gold according to the basic salary, which is inconsistent with the social status of state-owned enterprises and large private enterprises, they will be criticized.

By directly signing a contract with the labor service company, the labor service company can send workers to work in the employer, and the five insurances and one gold will be paid by the labor service company. The labor service company can pay according to the basic salary and the minimum proportion, and let the labor service company bear the blame. Therefore, state-owned enterprises and large private enterprises can save a lot of money on five insurances and one gold.

Second, reduce management costs. If all the labor dispatch workers are recruited as regular workers, on the one hand, the human resources department needs to make great efforts to receive resumes, interviews and employment, and the cost is very high. After employment, personnel file management, party organization relationship management and future promotion all need to pay a lot of manpower and material resources to manage, and the pressure of human resources department is very great.

In the form of labor dispatch workers, the labor service company is responsible for the management of personnel relations and party organization relations, and the employer only needs to provide posts for labor dispatch workers to work in the unit, which can greatly reduce the pressure on the human resources department of the employer.

Third, flexibly adjust the number of employees. State-owned enterprises and large private enterprises do not need a large number of employees at any time. Sometimes there are more people who need more projects and fewer people who need fewer projects.

The number of employees can be flexibly adjusted through the form of labor dispatch. By signing the project duration contract with the labor service company, when there are many projects, more labor dispatch workers are recruited to supplement the number of workers and improve productivity. When there are few projects, some labor dispatchers will be returned to the labor service company. If all employees are recruited as regular workers, the employer cannot terminate the labor contract with the employees at will, otherwise it will bear certain economic compensation.

Summary: Through the form of labor dispatch, it can be said that it is of great benefit to the company and can reduce the expenditure of five insurances and one gold; The management cost can be reduced; The number of employees can be flexibly adjusted. However, for dispatched workers, the job is unstable, and there is a gap between various welfare benefits and regular workers. Labor dispatch is popular now, which is not good for workers. I hope that labor dispatch can be used reasonably, not abused!