Is it easy for China people to work in the Middle East or Africa?

Labor export and labor import countries and regions are mainly oil-producing countries in the Middle East and North Africa, European economies, North America and South America. Among them, the Middle East, Western Europe and North America absorb about 80% of the global labor force. Since the 1970s, the Middle East has become the main direction of the world labor torrent. Labor exporting countries and regions are mainly in Asia, accounting for about 60% of the world's total labor export, mainly including India, Pakistan, Sri Lanka, Bangladesh, Thailand, the Philippines and South Korea. Workers (mainly skilled workers) account for 70%, and professional technicians and managers account for 30%. China has been exporting international labor services since 1980s, but so far, the export is very small, and most of them are labor-intensive industries (building, road construction, etc. ). Domestic labor export is large in scale and various, including engineering labor (construction, etc. ), skilled labor and urban service labor (including family service, environmental sanitation, gardening, handling, etc.). ), and most of them are engineering services. Labor import areas are mainly areas where capital construction is carried out on a large scale; Industrial and mining areas with high labor intensity and poor working conditions; Areas with insufficient technical strength (vast rural township enterprises) and big cities with insufficient structural labor force. Labor export areas are mainly rural labor surplus areas and poverty-stricken areas (remote mountainous areas and disaster areas). Labor export is an important form to realize the rational utilization of labor resources, which is of great significance to solve the problem of rural surplus labor, meet the needs of labor-deficient areas, accelerate the process of capital construction and all-round economic development, and strengthen domestic and foreign exchanges. Vigorously developing labor export has become an inevitable trend. The human resource dispatch business of enterprise labor dispatch edited in this paragraph is a new employment mode in China's talent market in recent years according to market demand, which can be carried out across regions and industries. The employer can dispatch all kinds of personnel through regular human resources dispatch service agencies according to its own work and development needs. After the labor contract in this paragraph is edited and labor dispatch is implemented, the actual employer and the labor dispatch organization sign a labor dispatch contract, the labor dispatch organization signs a labor contract with the employee, and the actual employer signs a labor agreement with the employee. Both parties only have the use relationship, not the employment contract relationship. The origin of editing this paragraph originated from Japan and the United States. Its characteristic is that labor dispatch enterprises "recruit people but not people" and employers "don't recruit people and don't use people". This employment mode of separating recruitment from employment is a very popular form of employment in the world. With the deepening of China's reform and opening up, the improvement of social labor security system, and the change of employment concept of a new generation of job seekers, labor dispatch began to develop in different levels of labor market and talent market. And conform to this international trend, it will become a mature and perfect employment model in the future labor market. Editor's Note: Junbo Human Resources Company directly provides personnel management and a series of services for enterprises and their personnel on the basis of respecting the right of enterprises to choose employees and the right of individuals to choose jobs. Junbo's human resources dispatch service frees the enterprise from the specific trivial personnel management business and devotes itself to enterprise management and market competition, which also makes the personnel in the human resources department within the enterprise pay more attention to human resources and even human capital management. Edit this process and classify the labor dispatch business process, labor dispatch service process, labor dispatch service content, number of high-end recruiters, service content 1 employee recruitment (including resource organization, initial screening, re-examination, medical examination arrangement, etc. (2) Employee induction procedures (contract signing, verification, registration arrangement, etc.). (3) Staff training (nature of employment, employer introduction, factory discipline regulations, 5S, safety education, etc.). ) 4 Salary payment (attendance, payroll, payroll card payment, etc.). (5) Transfer and payment of employee provident fund; 6. Transfer and withdrawal of employee provident fund; Provide customer service specialist (daily management, employee relations, etc.). Archives management (contracts, social security manuals, personal data, etc.). ) 10 logistics management (dormitory, administrator, security guard, cleaner, etc. ) 65438.