What does it mean to send property services?

1. Labor dispatch, also known as talent dispatch and labor dispatch, refers to a form of employment in which labor dispatch agencies conclude labor contracts with dispatched workers and pay them to other employers, and other employers pay service fees to the dispatch agencies.

2. The fact of labor payment occurs between the dispatched worker and the dispatched enterprise (actual employer), and the dispatched enterprise shall pay the service fee to the labor dispatch agency, and the labor dispatch agency shall pay the labor remuneration to the worker.

3. Labor dispatch business is a new way of employing people in China's talent market in recent years, which can be carried out across regions and industries.

Second, the advantages of labor dispatch

Simplify management procedures, reduce labor disputes, share risks and responsibilities, reduce costs and expenses, employ independently and flexibly, and standardize employment behavior.

First, "not seeking for everything, but seeking for use" is a remarkable feature of the labor dispatch system. Under the old planned economy system in China, all the workers were owned by the unit, all worked for a living, and finally the iron rice bowl. People can get in and out, and workers are idle and wasted.

Under the condition of China's market economy, knowledge-based economy is on the rise, and it is the general trend that workers flow and "unit people" become "social people".

With the implementation of the labor dispatch system, the new employment concept of "not seeking for everything, but seeking for use" has been realized. The employer only needs to sign a labor dispatch agreement with the labor dispatch agency, and then the labor dispatch agency will send suitable personnel to the employer. The employer is only responsible for the use of workers, and has no subordinate relationship with the workers themselves. It should be said that the labor dispatch system characterized by "not seeking for everything, but seeking for use" is especially suitable for those non-public enterprises, state-owned enterprise restructuring enterprises and those units with relatively rapid business development and different needs for talents at different stages or different development periods.

Second, "you employ people and I manage people" is another remarkable feature of the talent dispatch system. In fact, the employment mode of talent dispatch system has formed three relationships, namely, the subordinate relationship between dispatched institutions and dispatched talents, the cooperative relationship between dispatched institutions and employers, and the working relationship between dispatched talents and employers. Obviously, the employer only pays attention to the use of talents and the work assessment in use, and all the remaining management work, including the payment of wages and salaries, the collection of social insurance, the signing, renewal and termination of contracts, the handling of related problems and disputes, and a series of daily personnel management, is undertaken by the personnel dispatch agency. In this way, the employer employs people and sends agencies to manage people. This employment mode saves a lot of things for employers and reduces a lot of workload and related troubles caused by management. Managers who can employ people can focus more on the development of their careers and the production and operation of enterprises.

Third, "supporting two labor dispatch agencies with one hand" is more conducive to the two-way choice of labor supply and demand and the protection of rights and responsibilities of all parties concerned. This is the fundamental benefit of the labor dispatch system and the unique mechanism of this employment model.

Under the new background of China's entry into WTO, in order to meet the needs of increasingly fierce international and domestic market competition and continue to maintain or create the core competitive advantage of enterprises, enterprises need to achieve the following objectives through effective human resource management:

(A) the scientific and reasonable allocation of staff, formulate effective salary policies.

(2) Comprehensively improve the quality of employees through training.

(3) Reform the management mode to minimize the cost and risk of human resources utilization.