The difference between labor dispatch and labor dispatch

First of all, there is no such term as labor dispatch. Maybe your understanding of labor dispatch is to send someone directly to do something. About labor dispatch: 1. What is labor dispatch refers to the economic activities of economic entities or organizations characterized by operating and providing labor services. 2, the characteristics of labor dispatch labor dispatch is to hire workers rather than use workers, not recruiters but

Relevant knowledge of labor dispatch

First of all, there is no such term as labor dispatch. Maybe your understanding of labor dispatch is to send someone directly to do something.

About labor dispatch:

1. What is labor dispatch? Refers to the economic activities of economic entities or organizations characterized by operating and providing services.

2. Characteristics of Labor Dispatch Labor dispatch is a mode of employment that employs workers but does not use them, and does not recruit workers but uses them. It is characterized by the separation of labor use and management from labor relations and social insurance relations. There is no labor relationship between labor users and laborers, and labor remuneration is not paid directly to laborers. The economic relationship in the process of labor dispatch only occurs between the labor user and the dispatching unit. Labor dispatch units recruit workers and establish labor contract relations with them, send workers to demand units for their use by providing services, undertake post tasks of demand units, and establish labor dispatch economic relations with workers' employers.

For enterprises, labor dispatch can contract out temporary work without increasing employees, which not only improves the flexibility of employing people, but also reduces labor costs. Moreover, enterprises can also choose suitable personnel by accepting the "trial work" of workers, which is equivalent to increasing recruitment channels. Labor dispatch can avoid the trouble that employers have to take care of their lives when they come in, and avoid all kinds of troubles and expenses brought by recruiting regular employees. No matter where the dispatched personnel work, the labor relations are in the dispatching unit, which can greatly open the working area of the dispatched personnel, easily solve the problem of work continuity, and socialize the management of workers, saving time, effort and worry.

For workers, because there are professionals who know the supply and demand of the labor market and are familiar with policies and regulations, workers are dispatched by labor organizations. As long as they do their job well, all other problems will be handled by the dispatching unit. After the end of the employment period, the dispatching enterprise will contact them with new jobs, which not only avoids the risks in the process of job hunting, but also saves the time of job hunting and reduces the cost of job hunting and employment. In this way, the rights and interests are effectively guaranteed, and the worries of social insurance and other aspects are relieved. At the same time, sending enterprises can solve the social insurance problem of temporary workers and make them easy to accept. In particular, vulnerable employment groups such as older laid-off workers and unemployed workers should be organized through labor dispatch to negotiate with employers on service items, wage insurance and welfare benefits, so as to better coordinate with employers and protect their legitimate rights and interests. Labor dispatch is an effective organizational form to organize the employment of laid-off workers and rural surplus labor force, and it is a way to develop jobs according to the laws of market economy, which is conducive to promoting the re-employment of laid-off workers at present and promoting the flexibility of employment of the whole labor force and the transformation of employment mechanism.

3, the main role of labor dispatch: [page]

It is a new enterprise that organizes laid-off workers and rural surplus laborers with certain employability, forms professional labor dispatch after training, faces communities and employers, and realizes employment and re-employment. On the one hand, this practice can relieve the fear of laid-off workers and rural surplus labor on the market, on the other hand, it can help enterprises solve problems in handling labor relations, and it can also provide a group of professional labor dispatch teams for the society to meet the market demand for professional cultural labor.

4. The purpose of labor dispatch The labor dispatch agency is a bridge between laid-off workers, rural surplus labor and employers. Responsible for the administrative management of dispatched workers, effectively solve the living and working problems of workers, safeguard the legitimate rights and interests of workers, and make contributions to social stability.

5. What is a labor dispatch agency?

Labor dispatch agencies are enterprises that organize laid-off workers and rural surplus labor to take the form of labor export and take labor as their business projects.

6. The service content of the agency

The laborers dispatched by labor dispatch organizations are composed of laid-off workers and rural surplus labor. Labor dispatch organizations uniformly arrange work for workers and sign labor contracts. During the contract period, the labor dispatch agency is responsible for withholding and remitting the five-insurance personal income tax for the employer, such as salary payment, personnel file relationship, payment of endowment insurance, medical insurance, unemployment insurance, work injury insurance and maternity insurance.

7, the mode of operation of labor dispatch

Labor dispatch is a brand-new employment method in which qualified employees are dispatched by labor dispatch companies to work in employers according to the needs of enterprises and institutions. The main features of labor dispatch are: employees' employers separate enterprises from employers, institutions establish contractual relations with dispatch companies, pay dispatch fees to dispatch companies, dispatch companies conclude labor contracts with employees, and dispatch all kinds of qualified employees to serve employers according to the contract.

8. Advantages of Labor Dispatch In order to standardize the labor contract system, implement the Regulations on the Management of Labor Contracts in Fujian Province, and protect the legitimate rights and interests of employers and workers, the employer has established a contractual relationship with the dispatching company.

(1) Adopting the new employment mode of labor dispatch, employees sign labor contracts with labor dispatch companies, which ensures that both employers and employees are protected by law and the rights and interests of employees are also guaranteed under the premise of abiding by labor laws. Employees will work harder for the employer because of the protection and restraint of the labor contract, and the original welfare treatment and management system have not changed.

(2) Enjoy social insurance benefits. On behalf of the state, labor dispatch companies pay various social insurances for the workers in the employing units.

(3) Because the labor relations are in the labor dispatch company, the archives management is also in the labor dispatch company, which makes it faster for workers to issue various certificates related to archives. After the implementation of labor dispatch, the management function of employment has been brought into full play, and the workload of enterprises has been reduced. Enterprises can concentrate on participating in market competition, straighten out labor relations, standardize employment behavior, and establish a harmonious and stable cooperative relationship between employers and workers. For individual workers, their legitimate rights and interests are more secure after changing their employment methods. For the employer, it reduces the cost and all kinds of troubles caused by labor problems and employee problems. [Page]

9. How to go through the dispatch procedures?

Labor dispatch procedures are simple. The employer and the labor dispatch agency sign a labor dispatch agreement, put forward the demand for sending laborers (laborers can be recruited by the employer itself or through the labor market), determine the list of employers, and then the labor dispatch agency will go through the employment procedures. The specific procedures for dispatching procedures are as follows:

(1) The employing unit signs a labor dispatch agreement with the labor dispatch agency. On the premise that both parties abide by the labor law, clarify the responsibilities and obligations of both parties to the labor dispatch contract.

(2) Labor dispatch agencies sign labor contracts with workers. Sign a labor contract with all workers in accordance with the Regulations on the Administration of Labor Contracts in Fujian Province, stating the name of the dispatched enterprise, the term of the contract, the work content, labor remuneration and other terms.

(3) The labor agreement signed by the actual employer and the employee. Clarify the specific requirements of labor relations between the two parties and their post responsibilities.

10, how to pay employees' salaries

According to the labor dispatch agreement, the enterprise transfers the wages of the workers to the financial account of the dispatching agency on a monthly basis, and the dispatching agency is responsible for posting the payroll of the employing unit to the personal account of the employee's salary bank.

1 1. How to handle personnel and social insurance,

According to the requirement that "the employer shall pay social insurance for employees", the labor dispatch agency shall determine the monthly expenses according to the list of workers provided by the employer and the social insurance items to be paid, including:

(1) Determine the social insurance expenses for the current month.

(2) according to the monthly increase or decrease of workers, timely put forward the transfer procedures for personnel to and from social insurance;

(3) when the pension, medical care, unemployment, work injury and maternity benefits are met, handle the transfer of various expenses;

(four) the applicant requests to pay the housing provident fund for the workers;

(five) to provide social insurance policy advice to the employer and publicize the new social insurance policy.

12, how to solve the problem of personal injury?

The employing unit shall be responsible for the safety management of the workplace, facilities and environment, provide necessary labor protection conditions, ensure the labor safety of workers and avoid industrial accidents. If a worker is injured at work, it shall be handled according to the Regulations on Work-related Injury Insurance, and the disability shall be identified by the labor, and the disability allowance shall be paid according to the regulations.

13, how to manage personnel files

In order to timely and truly grasp the situation of laborers, the archives of laborers are managed by the dispatching agencies in a unified way. The main contents are:

(1) Handle the file transfer formalities for workers in time;

(2) Handle the recruitment filing procedures for newly recruited workers in time;

(3) entrusted to handle the employment permit for foreigners in Fujian Province;

(4) The materials recorded in the relevant files (going abroad for political examination, etc.). );

(5) Upon the expiration of the dispatch agreement, the agency files shall be kept or handed over according to the requirements of the employer and the employee. [Page]

14, what the employer needs to do.

(1) According to the provisions of the Labor Law, employment should bear the expenses of workers in accordance with the law;

(2) In order to ensure the normal development of labor dispatch business, we should standardize and improve the management system of all kinds of laborers, and be responsible for on-the-job training and corresponding skills training for laborers;

(3) After the implementation of labor dispatch, employers can focus on how to mobilize the enthusiasm of workers and adopt a reasonable reward and punishment mechanism to create greater economic benefits for employers. Formulate reward and punishment standards, assess workers, and reward and punish according to regulations.

15. What expenses should the employer bear?

The main expenditure items of the employing unit include: workers' wages, various social insurance premiums, expenses related to work-related injuries, expenses related to diseases, economic subsidies for the termination of labor contracts, employee welfare expenses, labor dispatch service fees, etc.

16. What kind of personnel are suitable for labor dispatch?

Labor dispatch involves a wide range of occupations, from managers, professional and technical personnel to ordinary workers. At present, the main categories of labor dispatch personnel are:

(1) Contract employees used after the restructuring of state-owned enterprises;

(two) state organs and institutions to recruit supernumerary personnel;

(3) savings agents and temporary workers in banks and financial enterprises.

(4) service industry employees (catering services, room hotel services, entertainment places, etc.). );

(5) employees of commercial enterprises (sales staff, etc.). );

(6) Property management personnel (all kinds of technicians, cleaners, security guards, gardeners, etc.). );

(7) all kinds of personnel in the decoration and construction industries;

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

17, Determination of Labor Dispatch Time

The term of labor dispatch is determined according to the needs of the employer, which generally includes medium-term (within three years), short-term (one year) and temporary employment.

18, develop labor dispatch business process.

(1) business consultation: initially understand the intentions of both parties, confirm their legal qualifications, exchange basic information and explain them;

(2) Requirements of the Employer; The employer puts forward the needs and standards of the employer according to its own situation;

(3) Analysis and investigation: according to the requirements put forward by the employer, understand the actual working environment and post, conduct investigation when necessary, and determine the recruitment method of laborers;

(4) Propose a dispatch plan: make a labor dispatch plan according to the requirements of different employers and the current situation;

(5) Signing a labor dispatch agreement: define the rights and obligations of both parties, distinguish legal responsibilities, and sign a labor dispatch agreement according to law;

(6) Implementation: Strictly implement the labor dispatch agreement and various agreements.

19, recruitment methods for labor service personnel

(1) Generally, the employing unit is responsible for the recruitment and interview, and after determining the qualified personnel, it will submit the list of laborers to the dispatching company, which will handle the dispatching procedures; [Page]

(2) If the employer needs it, it can also send a company to recruit. In principle, the employer must send someone to attend the interview. After passing the interview, the employer determines the list of hired workers and sends it to the company for dispatch procedures;

(3) If the employer has its own specific recruitment channels (such as a certain area in other provinces), it can also entrust a dispatching company to carry out recruitment work.

20. Tracking Service We will appoint one or more career guidance personnel for the employer to be responsible for timely communication and problem solving. At the same time, the workers are regularly followed up and paid a return visit to understand the employer's satisfaction and suggestions on the company's work. Based on these feedbacks, the company will constantly revise and improve the service level of labor dispatch business.

2 1, labor dispatch is a good form to promote employment.

Labor dispatch service is a common way of human resource management abroad, and its essence is the lease of human labor. Different from the traditional employment mode in China, the dispatched personnel are not owned by the employing unit or department, and the personnel department of the dispatched enterprise mainly undertakes the staff management, salary payment, insurance payment and related labor affairs.

(1) is conducive to promoting the employment of laid-off workers.

Due to the habit of working in state-owned enterprises for a long time, many laid-off and unemployed people feel strange and uncomfortable about going directly to the labor market to participate in employment competition, and lack understanding of supply and demand information, which puts them at a disadvantage in employment negotiations. After joining the labor dispatch enterprise, the advantages in the negotiation can be reflected because there are specialized personnel who are familiar with the supply and demand of the labor market and policies and regulations. Once a job seeker is dispatched by a labor organization, as long as he does his job well, all other problems will be handled by the labor dispatch enterprise, which will contact him with a new job after the employment period ends. In this way, job seekers not only avoid the risks in the process of job hunting, but also save job hunting time and reduce the opportunity cost of job hunting and employment.

(2) It is conducive to solving the contradiction between "entry" and "exit" of unit personnel.

The employment of existing units is mostly reflected in the aging stage. In the process of reforming the traditional employment mode, many problems such as dismissal and dismissal of personnel have plagued a considerable number of units, and the most feared thing is that "you have to take care of people for a lifetime as soon as you come in". Labor dispatch relieved the worries of these units. No matter where the dispatched personnel go to work, the labor relations are in the dispatching company, so that the area where the dispatched personnel work can be greatly liberalized, and the problem of work continuity can be easily solved, while the employer avoids the trouble of recruiting and dismissing personnel.

(3) It is conducive to the development of jobs.

There are unlimited business opportunities in the market economy, and many jobs need to be developed and promoted urgently. As individual job seekers, it is difficult to capture and explore them. Labor dispatch companies can give full play to their own advantages and strive to create a large number of jobs in accordance with the prevailing rules of market economy.

In addition, the obvious benefits of labor dispatch include organizing centralized employment, conducting targeted skills training according to the requirements of the market for labor dispatch, and effectively improving the quality of dispatched personnel. [Page]

22. Labor dispatch is a diversified and flexible employment method.

In market economy countries, labor dispatch is a long-standing and developing way of employment and employment. The emergence and development of labor dispatch is the inevitable product of the changes in market environment and enterprise production and operation. With the professional development of enterprise human resource management, enterprises transfer some management functions of recruiting and training employees to specialized companies; With the intensification of market competition, in order to adapt to market changes and reduce labor costs, enterprises are increasingly adopting various flexible employment methods.

In recent years, in the process of the reform of state-owned enterprises in China and the re-employment of laid-off workers, different forms of "labor dispatch" organizations have emerged, which can be summarized as follows: first, labor dispatch organizations set up by enterprises themselves, whose main task is to find and contact jobs for laid-off workers in their own enterprises, and the dispatched workers are still employees of their own enterprises, and their labor relations are still in their original enterprises; Second, the labor dispatch agency set up by the labor department is responsible for the labor dispatch of laid-off workers and rural surplus labor within its jurisdiction; Third, labor dispatch organizations set up in streets and communities are responsible for the dispatch of laid-off workers in streets and communities.

For employers, adopting the mode of labor dispatch not only avoids all kinds of troubles and expenses brought by hiring regular workers, but also avoids a series of problems brought by recruiting migrant workers for the society (such as "job-hopping" at will). Therefore, the use of dispatched workers has become a common employment method adopted by enterprises.