What is the difference between internal employment and external employment?

Legal analysis: 1. Internal employment generally refers to internal recruitment.

Internal recruitment refers to the selection of suitable candidates from within the unit to fill positions after vacancies appear in the unit. The so-called internal recruitment can be divided into broad sense and narrow sense: the broad sense of internal recruitment refers to the self-recommendation or recommendation of relatives and friends' children to work in the company by employees within the company.

In a narrow sense, internal recruitment means that the scope of recruitment is limited to on-the-job employees in the company, which is equivalent to internal transfer of personnel. In any case, the necessary positions must be supplemented in time to avoid omissions, and internal recruitment can sometimes only solve urgent needs. Internal recruitment is divided into promotion, job transfer, job transfer and personnel re-employment.

2. External employment is a supplementary measure to seek people or things that can help individuals, units, enterprises and other needs. Usually refers to the amount that can't meet the ideal requirements and is completed with outside help.

Labor posts that are not employed by individuals or units themselves, but by talent companies and labor service companies, are also called temporary workers.

Legal basis: Article 4 of People's Republic of China (PRC) Labor Contract Law. The employing unit shall establish and improve the labor rules and regulations according to law, so as to ensure that workers enjoy labor rights and perform labor obligations.

When an employing unit formulates, modifies or decides the rules and regulations or major issues directly related to the vital interests of workers, such as labor remuneration, working hours, rest and vacation, labor safety and hygiene, insurance and welfare, employee training, labor discipline and labor quota management, it shall discuss with the workers' congress or all employees, put forward plans and opinions, and negotiate with trade unions or employee representatives on an equal footing.

In the process of implementing rules and regulations and major issues, trade unions or employees have the right to propose to the employer and revise and improve them through consultation.

The employing unit shall publicize or inform the rules and regulations and major issues directly related to the vital interests of workers.