What are the forms of labor dispatch? Ask professionals to answer.

Edit this paragraph | Return to the top introduction of labor dispatch Labor dispatch, also known as labor dispatch and labor lease, refers to the labor contract concluded between the dispatched institution and the dispatched worker, and the dispatched worker pays labor remuneration to the dispatched enterprise. There is a labor contract relationship between the labor dispatch agency and the dispatched workers, but the fact of labor payment occurs between the dispatched workers and the dispatched enterprises. The most striking feature of labor dispatch is the separation of hiring and using labor. Different from employment agencies, labor dispatch agencies have become one of the parties to sign labor contracts with workers.

To put it simply, there is no labor relationship between the laborer and his unit, but with another specialized unit such as a talent agency, and then the talent agency sends it to the employer for labor, and the employer signs a dispatch agreement with the talent agency. Labor dispatch is also called employee leasing, that is, the employer puts forward the standard conditions and wages of the personnel used to the labor dispatch company according to the actual needs of the work. The company looks for qualified personnel by querying the labor service database and the materials of the recruitment and reserve talent center. After strict screening, the company sends the list of personnel to the employer, who will choose and determine it. Then the employer and the dispatching company sign a labor lease (dispatch) agreement, and the dispatching company signs an employment contract with the employee. The relationship between the employer and the labor dispatch company is labor relationship; The relationship between the hired personnel and the dispatching company is labor relationship, and the relationship with the employer is paid use relationship.

Labor dispatch is a realistic topic in the practice of establishing labor market mechanism in China. It is a relatively new form of labor economy in China, and it is also a form with rapid development and many problems at present. On the premise of recognizing the essence of labor dispatch, it is more important to tap the potential of labor dispatch in absorbing employment. For China, a developing country with a large number of low-quality labor resources, the labor economy such as labor dispatch is more suitable for China's factor endowment and can give full play to China's comparative advantage in resources. Especially in recent years, with the decreasing of traditional jobs and the increasing of labor supply in China, it is more significant to develop labor dispatch. Edit this paragraph | Back to the top of the concept of labor dispatch "labor dispatch" is a broad concept about phenomena, institutions, people and behaviors, which has three meanings: labor dispatch work arrangement, labor dispatch organization and labor dispatch.

"Labor Dispatch" work arrangement "Labor Dispatch" work arrangement is a new form of production factor organization, which is a form of work arrangement in which employers arrange some temporary, unfixed or special work needs through external organizations that only engage in profit-making services.

"Labor Dispatch" organization "Labor Dispatch" organization is a new social resource organization form different from traditional enterprises. It is engaged in labor service activities that simply manage labor resources, and it obtains profits by sending employees to work in employers in order to survive and develop.

"Labor dispatch" employment "Labor dispatch" employment is a form of informal employment. The laborer is an employee of the labor dispatch enterprise and has an employment relationship with the dispatch agency; However, workers work in employers and accept relevant management, and employers and workers are used and used. Compared with various forms of employment, "labor dispatch" is characterized by fixed term and dependent employment.

Compared with other forms of labor economy, labor dispatch has two biggest characteristics. First, the laborer is an employee of the dispatching company and has a labor contract relationship. This is different from labor intermediary and labor agency; Second, the dispatch company only engages in labor dispatch business, and does not contract projects, which is different from labor contract. Edit this paragraph | Back to the top background of labor dispatch The word labor dispatch was initiated in China by Chang Li, the current chairman and general manager of Beijing Xinliqiang Labor Service Co., Ltd., and Chang Li is also a representative of Chongwen District People's Congress in Beijing.

Labor dispatch is the result of spontaneous choice of market subjects under the condition of market economy. Since the 1990s, with the maturity of the market economy and the deepening of the reform of the employment system, the independent status of the main body of China's labor market has been increasingly established. They will seek advantages and avoid disadvantages according to the supply and demand situation in the labor market, and decide on employment, employment forms and business forms spontaneously, which is the fundamental premise for the emergence and development of labor dispatch.

The reform of employment system in large enterprises is the main reason for the arrangement of labor dispatch workers. For a long time, a large number of inefficient and inefficient workers have accumulated in our system. With the reform of enterprise employment system to the market direction, enterprises began to control the growth of personnel and streamline personnel. Labor dispatch has become an important channel for enterprises to avoid direct impact on society and make normal and abnormal layoffs.

The increasing role of the labor market mechanism is the main reason for the emergence of labor dispatch. With the development of employment agencies and employment agencies, the agencies and functions of labor dispatch have gradually emerged. Some laid-off, unemployed and rural migrant workers find it difficult to find jobs on their own because of their weak employability. Therefore, the relevant departments organized them to achieve employment through labor dispatch. In addition, there are also some workers with strong employability who are not satisfied with being fixed in a formal unit and take the form of labor dispatch to enrich their experiences and increase their income. In addition, with the increasingly difficult employment of college students, many graduates also accumulate work experience through labor dispatch to lay the foundation for future employment.

In a word, labor dispatch, as a product of market economy, not only meets the needs of market participants under the conditions of market economy in China, but also serves the practice of China's economic system reform, reflecting the characteristics of China's integration with the international market.

The social background of the emergence and development of labor dispatch system: knowledge economy and talent flow. The most obvious difference between knowledge economy and industrial economy is to realize a virtuous circle of business activities by constantly meeting the changing needs of various consumer groups. Therefore, under the condition of knowledge economy, the demand for service personnel in the production and operation mode of enterprises is more diversified and dynamic. As a result, a new special labor service group with high professional and technical knowledge, experience and ability came into being. At the invitation of different enterprises, it flows between different enterprises, industries and countries, which is a new landscape of labor mobility in the era of knowledge economy. With this kind of labor flow, according to the various needs of various enterprises for talents, labor dispatch companies that organize and allocate labor resources came into being. In Japan, young people are more willing to accept the employment mode of labor dispatch system. These young people not only received more advanced professional vocational education, but also changed their concept of choosing a job. They don't want to be lifelong employees in a famous brand enterprise like the older generation in the industrial economy period, but are willing to seek a relatively free career, which can not only give full play to their professional expertise, but also get their satisfactory income at their favorite time and place. Edit this paragraph | Advantages and benefits of returning to the top-level labor dispatch system First of all, "not seeking everything, but seeking use" is a remarkable feature of the labor dispatch system. Under the old planned economy system in China, all workers were owned by the unit, and their jobs were lifelong, and finally they were guaranteed jobs. People can go in, but not out. Lazy and wasteful workers are common. At present, under the condition of China's market economy, knowledge economy is on the rise, and it is the general trend that workers flow and "unit people" become "social people". Professor Wang Communication, a famous labor service scientist in China and vice president of China Institute of Labor Science, put forward that "it is the best policy to work without supporting." He said: "There are three ways to use workers. The phenomena are as follows: first, raising people and employing people; The second is to raise people without raising people; The third is to use people instead of raising people. For employers,' work without support' is the best policy, and it is much more beneficial to pursue workers' use for me' than' everything for me'. " 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.

The implementation of labor dispatch system in various parts of China is mainly initiated by the labor departments affiliated to governments at all levels, which is a further extension of employment introduction in the labor industry. At present, the routine labor intermediary work is a kind of labor service provided outside the relationship between labor supply and demand, and it is also a service of external roles. After the labor intermediary extended to the labor dispatch system, it changed qualitatively and became an actor who participated in the internal role.

First of all, an institution with the qualification of labor dispatch must be an institution with the qualification of legal person, which has been examined and approved by the competent government department and obtained the license to operate labor dispatch business. As a labor dispatch agency, it is between the labor supply and demand sides. On the one hand, we should fulfill the labor dispatch agreement signed with the employer according to the demand of the employer for workers, select and dispatch suitable workers to the employer in time, do a good job in the management of dispatched workers, and ensure that the relevant responsibilities and rights of the employer who accepts labor dispatch are effectively guaranteed; On the other hand, before dispatching the selected talents, it is necessary to sign labor contracts with the dispatched talents and establish their subordinate relationship, so as to ensure that the responsibilities, rights and interests of the dispatched talents can be effectively guaranteed in the process of dispatching. This is a special function of labor dispatch agencies that is different from other enterprise legal persons.

In order to manage these special businesses well, labor dispatch agencies should always adhere to the principle of "supporting two businesses with one hand" and give consideration to the responsibilities, rights and interests of all parties. Through a series of serious and meticulous standardized operations, it has won the recognition and welcome of both the labor supply and demand sides, and promoted the benign development of the labor dispatch system with good social reputation.

It should be said that this benefit of the labor dispatch system is of special significance to individuals who are often in a weak position. Of course, employers may sometimes be in a weak position. It may be an ideal choice for both the supply and demand sides of talents to avoid the damage to the rights and responsibilities of the disadvantaged.

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:

(1) scientifically and reasonably allocate employees and formulate effective salary policies;

(2) Improve the quality of employees through training;

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

Advantages of labor dispatch

First, reduce the cost of employing people.

When calculating the total expenditure of dispatched personnel, the employing unit shall first consider the post benefit. The second is to set wage standards at market prices. Third, there is no need to pay other unplanned expenses for the dispatched personnel. The special invoice for labor dispatch can be included in the pre-tax cost of the employer, and the cost of the comprehensive accounting unit is far lower than that of the employees in the company.

Second, it is convenient for professional personnel management.

According to the senior consultant of Fiberhome Hunting, employers are not limited by hukou and academic qualifications, and usually make relevant management regulations for dispatched employees, and use their talents for management and assessment according to assigned tasks. The specific personnel management work is completed by Wuxi Hongtu Labor Service Co., Ltd. ... The employer can increase the number of employees when the business volume increases and decrease the number of employees when the business volume decreases, so the employment method is very flexible.

Third, reduce labor disputes.

Under the guidance of China's relevant laws, regulations and policies, the employer and the dispatched unit sign a dispatch service agreement, and the dispatched unit signs a labor (employment) contract with the dispatched employee. There is only a paid use relationship between the employer and the dispatched employees. In this way, the employer can avoid possible disputes with the dispatched employees in personnel (labor) relations. Edit this paragraph | Return to the top of the page The role of labor dispatch in promoting employment is a form of labor economy, which is conducive to the development of human resources. From the practice of our country, the role of labor dispatch in promoting employment is reflected in the following aspects:

1. Organizing floating employment is conducive to promoting the orderly transfer of rural labor force to urban non-agricultural industries in China. By 2000, the number of employees in the primary industry in China was 50.0%, while rural practitioners accounted for 70. 1% of all employees, and the urbanization rate of employment was seriously lagging behind. Because the growth of rural population, that is, the growth of new labor force is much faster than that of cities and towns, the task of transferring rural labor force to cities and towns is very arduous.

Labor dispatch has realized the orderly transfer of rural labor force to cities and towns in the following two ways: first, the relevant departments in the importing areas set up labor dispatch agencies to centrally manage the transferred labor force, including accommodation and other issues, in order to meet the local demand for the transferred labor force, such as the practice in Tianjin; Second, the exporting country should set up labor dispatch agencies in the importing country to help the exporting labor force transfer employment, such as Shandong's practice. Cross-regional labor dispatch has the following characteristics in promoting the transfer of rural labor force: first, it helps some laborers with insufficient transfer ability to successfully realize the transfer of employment; The second is to make cross-regional employment more certain and avoid blindness in labor export in the past; The third is to better protect the rights and interests of migrant workers. In a word, trans-regional labor dispatch makes floating employment organized, which is conducive to promoting the orderly transfer of rural labor force to urban non-agricultural industries.

2. Organizing flexible employment is conducive to solving the problem of supply and demand dislocation and reducing risks, taking domestic service companies as an example. At present, there are three main types of domestic service companies: one is run by social organizations such as women's federations; Second, private; Third, community service centers run in street communities. A large part of them are intermediaries, that is, the company collects intermediary fees and deposits from both parties, and the supply and demand sides conduct transactions. Intermediary domestic service is risky for all three parties, especially for some small-scale companies, service personnel or customers often default. The emergence of labor dispatch domestic service companies has solved the above problems.

3. Promoting the transformation of employment mechanism within the system One of the special functions of China's labor dispatch is to promote the transformation of employment mechanism within the system as an action to organize laid-off workers and unemployed people to start employment by using existing resources.

4. The most basic function of labor dispatch is to improve the employment efficiency, thereby improving the economic benefits of enterprises and meeting the needs of employers. First of all, labor dispatch is not suitable for all enterprises. Only when the enterprise has labor demand, financial strength and can afford to rent labor dispatch hours will it consider using the form of labor dispatch; For enterprises that have no demand for labor, or enterprises that need people, but their labor costs are relatively low, there will naturally be no demand for labor dispatch.

In a word, labor dispatch is a normal and efficient form of employment for enterprises.

As a form of informal employment, labor dispatch plays a role in regulating the supply and demand of the labor market. In short, the labor market mechanism is regulated through labor dispatch, so as to maximize the use of labor resources. From the situation of our country, the development of labor dispatch is conducive to reducing the unemployment rate and promoting the full use of high-quality labor resources.

[Potential of Labor Dispatch to Absorb Employment] From the situation of the United States, Japan and European Union countries, the average proportion of formal employment is 72%, labor dispatch is 1.4%, and informal employment is 5. 1%. Although labor dispatch is smaller than other forms of employment, it has the fastest development speed and the proportion of employment is relatively stable. A country has a high proportion of formal sector employment, but the proportion of labor dispatch employment is not necessarily low; On the contrary, the proportion of formal employment is low, and the proportion of labor dispatch employment is not necessarily high. The key depends on the development of other forms of informal employment. In short, the scale of labor dispatch in a country is related to its industrial structure, labor market, system and culture, and cannot be simply compared with each other.

We use the world average level to infer the scale of labor dispatch in China. In 2000, there were 212.74 million urban employees in China, including11613,000, 2.47 million private and individual owners, and1/25,000 private and individual employees respectively. Assuming for the time being that these people who can identify themselves and have registered are in formal employment, there are still 62.57 million people who do not belong to this category, and it is difficult to identify their employment status, accounting for 29.5% of all urban employees. It can be seen that the proportion of non-agricultural formal sector employment in China is slightly lower than the above average level, but higher than many countries. Edit this paragraph | Return to the top of the page The development status of labor dispatch in China At present, the labor economy, including labor dispatch, is a new business opportunity in China. The present situation of development can be summarized as rapid development, great potential, disorderly competition and lack of standardization. From the survey, the current situation of labor dispatch in China is as follows.

[Regional Situation] Labor dispatch in the eastern region has developed rapidly and has a large scale. At present, Beijing, Tianjin, Shanghai, Guangdong, Jiangsu, Zhejiang, Fujian, Guangxi, Heilongjiang, Liaoning, Jilin, Jiangxi, Hunan, Shandong and other places have carried out labor dispatch, and other regions are also continuing to carry out labor dispatch. It is reported that there are more than 120 companies engaged in talent leasing in Guangzhou at present, and there are more than 300 Beijing labor dispatch enterprises with qualification certificates issued by the Labor Bureau alone. According to the survey, Beijing Tuanxing Labor and Social Insurance Service Co., Ltd. dispatched more than 8,000 laborers, and Shenzhen Penglao Employment Service Center rented more than 4,500 employees to the society.

[Industry Situation] The industries that adopt labor dispatch arrangements are mainly service industries, manufacturing industries and construction industries, such as telecommunications, banking, catering, hospitals, postal services, housekeeping, electric power and railway transportation, as well as some departments of construction and manufacturing industries.

[Enterprise situation] Labor dispatch is particularly welcomed by foreign-funded enterprises, advantageous enterprises and large state-owned enterprises. Shenzhen is mainly an export-oriented enterprise, joint-stock enterprise and highly competitive industries such as telecommunications and banking, and there is a great demand for labor dispatch. Some well-known enterprises, such as Shenzhen Huawei, SEG Samsung, SEG Hitachi and Seagate, have all used dispatching employees.

[Employees] The employees of labor dispatch are mainly migrant workers in cities and towns, college graduates, laid-off workers from enterprises and specialized personnel.

[Occupation] It is estimated that there are more than 40 occupations and positions in labor dispatch, mainly including hourly workers, secretaries, telephone operators, counter girls, salespeople, account managers, drivers, security guards, advertising creativity, stock operation, senior management, market analysis, enterprise certification, business negotiation, foreign language translation, decoration design, course lectures, TV shooting, newspaper writing, celebrity biographies and fashion.

[Business Unit] Labor dispatch companies are mainly job introduction centers under the labor department and labor dispatch companies transformed from enterprise re-employment service centers.

[Establishment of laws and regulations] Due to the single form of traditional employment, labor dispatch is still a relatively new thing in China. Compared with foreign countries, China's labor dispatch management system is still very immature. First of all, there is no legislation on labor dispatch: there is no separate legislation on labor dispatch, and there are no relevant provisions in existing laws and regulations. Secondly, in the absence of laws, other management systems have not kept up. Some places have also issued relevant rules and policies, but there are widespread problems such as narrow scope of adjustment objects and incomplete adjustment contents. Judging from the investigation, there are mainly the following relevant provisions:

(1) local regulations (2) social insurance policy (3) talent leasing policy