Labor dispatch and employment management?

Labor dispatch management is very important, and the details of dispatch should be put in place to avoid problems and achieve the best results. Zhong Da Consulting will explain the management of labor dispatch for you.

Labor dispatch of state-owned enterprises

Labor dispatch is mainly concentrated in public enterprises and institutions, and some central enterprises even have more than two-thirds of employees. In some monopoly industries, employers use a large number of labor dispatch personnel, which not only ensures that regular employees, especially middle and senior managers, enjoy the highest possible salary, but also artificially evades the "red line" of total wage control, making the total wage control system ineffective. Some units use a large number of labor dispatchers to pay their wages in the form of "labor fee", which reduces the actual payment of their own wages in disguise, thus making "labor fee" a "regulating valve" for some state-owned enterprises and institutions to avoid the control of total wages.

In the telecommunications industry, labor dispatch employees are mainly distributed in business halls, front-line maintenance, stall marketing, call centers and other positions. By the end of 20 12, China Mobile had full-time employees182,000, while the number of workers reached 335,000, accounting for 64.7%. After a series of adjustments, by the end of 20 14, China Mobile had 242,000 regular workers and 238,000 laborers. The proportion of workers is close to 49.5%, which still far exceeds the standard. In 20 13, China Telecom Group formulated the Notice on Further Promoting Labor Dispatching and Outsourcing Organizations to Establish Associations and Join Members. In China Unicom, the average wage of workers still lags behind that of regular workers. 20 14 financial report shows that China Unicom has an average salary of 2015.170,000 regular workers, while laborers only have 68,300. The labor market demands equal pay for equal work. What is needed is to break the inherent dual structure, remove the label of compilation and straighten out the market system.

Labor dispatch of government agencies and institutions

Since 2002, with the implementation of the personnel appointment system in public institutions, the identity consciousness of cadres and workers has gradually faded, while a new identity consciousness-the identity difference consciousness of "internal" and "external" personnel has been strengthened day by day. The "supernumerary" personnel enjoy all the basic guarantees and all kinds of due treatment within the system, but the "supernumerary" personnel cannot enjoy the same basic guarantees and treatment as the "supernumerary" personnel, and are seriously unequal to the "supernumerary" personnel in terms of salary, career development and social security. In principle, the supernumerary personnel of government agencies and institutions take the form of labor dispatch. The agency service center is responsible for using and managing the recruited drivers, canteen staff, maintenance personnel, printers, etc. But their wages are paid by the labor dispatch company. The use of supernumerary labor in government agencies and institutions is more and more extensive, from doormen, security guards, cleaners and drivers. Typist, printer, archivist, coordinator and other logistics support positions. In management auxiliary positions, then to doctors, nurses, teachers, network management and so on. In professional and technical positions. The posts involved are no longer limited to general auxiliary posts, but show a trend of advanced development.

The number of non-staff personnel in public institutions has increased year by year, and the proportion of non-staff personnel in some public institutions is relatively high compared with the approved establishment. The supernumerary employment is concentrated in four major industries and institutions: health, culture, education and transportation construction. The supernumerary jobs in public institutions mainly include medical personnel, hired teachers, nurses, translators, drivers, security guards (doormen), cleaners, canteen staff, service personnel, typists and so on. Institutions in Wuxi actually use 6 1 14 non-staff personnel, accounting for 26.7% of the total number of non-staff personnel. The number of supernumerary employees in some institutions even far exceeds the number of supernumerary employees.

There are three main forms of supernumerary employment in public institutions, one is to implement personnel agency through the labor market or talent market, the other is to send it through talent companies or labor service companies, and the third is to use it directly by the unit. Dispatching through talent companies or labor service companies has become the main form of supernumerary employment. The identities of supernumerary staff in public institutions are complex, mainly including college graduates, laid-off workers, migrant workers, retired soldiers and retirees. Supernumerary employment has increased employment channels, and alleviated the employment problems of college graduates, laid-off workers, migrant workers and ex-servicemen to some extent, especially the employment problems of college graduates.

Although the academic qualifications and titles of non-staff personnel in public institutions are generally lower than those of staff in public institutions, with the increasing demand for professional and technical personnel in public institutions, the academic qualifications and titles of non-staff personnel are on the rise. The overall income level of non-staff personnel in public institutions is much lower than that of in-staff personnel. The average annual income of non-staff personnel in public institutions is about half of that of non-staff personnel, and there is a big difference. An important motivation for institutions to hire non-staff personnel is to reduce the cost of human resources. Therefore, working in the same post, the non-staff personnel in public institutions are all temporary employees, and the treatment is far lower than that of non-staff personnel, and the phenomenon of different pay for equal work is widespread. Among the supernumerary personnel employed by some institutions with high professional and technical requirements, there are more and more people with high academic qualifications and high professional titles. Many of these people have become the business backbone or indispensable backbone of the unit. However, due to the difference in treatment (salary and welfare, learning management, etc.). ) With supernumerary personnel, the career development of the unit and employees is affected to some extent. The employment of some auxiliary, service and security posts is gradually solved by the government purchasing services and "spending money to support things", which is no longer borne by non-staff personnel, and can only be solved by hiring non-staff personnel for a long time.

For more information about project/service/procurement bidding, and to improve the winning rate, please click on the bottom of official website Customer Service for free consultation:/#/? source=bdzd