The mobile company is not a public institution, why do you still recruit and dispatch employees? Are contract workers regular employees?

Labor dispatch is especially welcomed by foreign-funded enterprises, advantageous enterprises and large state-owned enterprises for the following reasons:

1, which is conducive to reducing recruitment costs. By introducing employees through labor dispatch, the recruitment work can be completely completed by the labor service company, or most of the work in the recruitment can be completed by the labor service company, which can reduce a lot of recruitment expenses.

2. It is beneficial to reduce the training cost. By introducing employees through labor dispatch, the employer can complete the pre-job training of new employees together with the labor service company, and the labor service company is willing to cooperate with this work, and in this work, the employer can complete the training with less human and financial resources to meet the post requirements.

3. It is conducive to reducing wage expenditure. The low salary of employees introduced through labor dispatch is often regarded as an incentive system.

Hard-working or well-behaved dispatched employees (also called laborers) can be turned into regular employees (employees who directly sign labor contracts with employers), which is also the trend of national policies. However, in actual employment, there are differences in wages and benefits between workers and regular employees. Workers generally do not enjoy the benefits and rewards of regular employees except normal wages, year-end double pay and statutory benefits.

This is a means of legal tax avoidance.

5. It is conducive to avoiding the risk of layoffs (especially the large-scale layoffs of employers). Once employers reduce the use of human resources for various reasons in the fierce market competition, if employees have labor relations, it will inevitably lead to the dissolution of labor relations. This kind of dissolution has certain legal mandatory provisions in terms of procedures and economic compensation;

For the labor dispatch personnel, the employer can stipulate in the labor dispatch agreement with the labor service company that the labor service company will bear most of the economic compensation responsibilities caused by layoffs on the condition that the management fee is raised or the two parties agree to pay a certain amount of compensation, so as to achieve the purpose of transferring risks.

6, is conducive to avoid or prevent other labor protection risks. The labor contract or special labor relationship is terminated due to the laborer's fault-free behavior (such as incompetence, non-work-related illness, etc.). ) may have a negative impact on other employees;

The professionalism and familiarity with the labor law of professional labor dispatch agencies (labor service companies) can effectively help employers get rid of the above difficulties, or the risks are resolved before they occur because of corresponding preventive measures.

7. It is conducive to the transformation of the functions of the human resources department of the employer, and professional labor security supervision is conducive to the effective use of human resources of the employer. Labor service companies can supervise employers from their own economic interests and professional awareness of labor security policies.

Employees of professional labor service companies often have good professional skills and many years of labor security work background, which is beyond the reach of employers. Therefore, from standardizing and improving the employment system of employers, especially the human resources work in labor relations, labor service companies can play the role of consultants and guidance;

It can better mobilize the enthusiasm of employees, and user units focus on the development of human resources and improve the core competitiveness of enterprises, so as to realize the effective utilization and rational allocation of human resources.

8. It is conducive to enhancing the flexibility of employers and the protection of their constraints by labor laws.

Extended data:

Now there are more and more labor dispatch companies in the labor market. Not only large employers like electronics factories use labor dispatch, but also many state-owned enterprises use labor dispatch, which also shows that labor dispatch, as a form of employment, has been welcomed and accepted by more employers.

More and more employers will choose to send labor. What impact does labor dispatch have on employers and employees?

Benefits of employing units to use labor dispatch.

1. The employer does not need to set up special personnel or institutions to carry out specific and tedious human resources management for dispatched personnel. The dispatching company is responsible for the employment of these personnel, the statistics and distribution of employees' wages and bonuses, the establishment and payment of various social security, the declaration of work-related injuries and the handling of labor disputes.

At the same time, the employer saved this part of the management cost. In addition, the employer can also greatly reduce the conventional human resource management costs, such as: labor recruitment advertisements, the cost of using the wrong person and so on.

2. There is no labor contract relationship between the employer and the dispatched employee, and the labor relationship of the dispatched employee belongs to the talent dispatch company. In this way, the employer avoids personnel (labor) disputes with the dispatched personnel, thus saving the management energy of the dispatched units.

At the same time, due to the participation of the third party, personnel (labor) disputes have been effectively resolved. To put it bluntly, if an employee has an accident, the labor dispatch company will handle it.

The influence of labor dispatch on employees.

1. Because labor relations belong to the dispatching company, dispatched personnel can't enjoy many benefits that regular employees can enjoy. For example, at the same starting line, in the case of equal ability, promotion and salary increase give priority to regular employees. Moreover, wages and benefits are often inexplicably deducted from a part of the so-called management fee. Although it is not much, it affects the mood.

2. Difficulties in safeguarding rights. For the company, personnel disputes can be pushed to the dispatching company. However, it is very difficult for the dispatched personnel to defend their rights. The employer pushes it to the dispatching company, and the dispatching company pushes it to the employer. The two sides shirked each other, and the injured were the dispatched personnel.

In particular, large employers such as electronics factories are even more confused about the related labor dispatch. I hope the staff will carefully screen.

References:

Baidu encyclopedia-labor dispatching