1, flexible employment

Flexible employment is relative to regular employees. In the "Labor Contract Law", it is too easy for regular employees to sign open-ended contracts, and the dismissal cost is too high, which is convenient for the dispatched employees to dismiss at any time. According to the development stage of the enterprise, we can scientifically do a good job in staffing and realize the operating principle of obtaining high returns at low cost;

2. Save the cost of employing enterprises.

After a normal employee signs a formal labor contract with the enterprise, in addition to the prescribed wages and benefits, the enterprise must first pay the employees subsidies, travel subsidies, meals and other expenses. At the same time, in order to make employees master the operation skills as soon as possible and constantly improve, enterprises must also train them and pay the necessary training fees.

However, the dispatched employees are trained by the dispatching unit before entering the enterprise, and can enter the working state in the shortest time. If employees are not competent, the dispatching unit is responsible for retraining or replacing personnel, so that enterprises do not need to spend a lot of training expenses.

Therefore, if enterprises use labor services to dispatch employees, bonuses, training and management expenses can be avoided. The more quantity, the more cost savings.

3. Reduce the legal risk of enterprise employment.

As the dispatched employee is a labor contract signed with the dispatching unit, all related labor security and management risks are borne by the dispatching unit. If the dispatched employee has a labor dispute in the enterprise, the dispatching unit will come forward to mediate; The dispatching unit will also bear the economic losses due to work-related injuries, pregnancy, illness and other safety problems of employees; Enterprises don't have to worry about unnecessary economic losses caused by low quality, difficult management and frequent job-hopping; In addition, the dispatching unit can also bear the risks brought by sudden large-scale recruitment and layoffs for enterprises. Therefore, for enterprises, the use of labor dispatch will greatly reduce the risk of employment, reduce the workload of enterprises, and enable enterprises to concentrate on participating in market competition.

4. Solve the problem of insufficient government and institutional establishment.

At present, the internal staffing of most government agencies and institutions in China is tight, and more and more people are needed, because the use of this kind of labor dispatch makes the employment of government agencies and institutions break through the staffing limit, and at the same time, the recruitment is simple and convenient, without occupying their own formal staff.

5, help to provide enthusiasm for employees.

Labor dispatch can also improve the production enthusiasm of employees to a certain extent. For example, enterprises will hire excellent labor dispatch employees as regular employees, which will have an incentive effect on dispatched employees and even regular employees.

6. The selectivity of job seekers has increased.

You can have the opportunity to go to some big companies that you can't get into as a regular worker, and do a good job, so that you can become a full member and save the country. You can go to different big companies to experience work, and even if you don't have the opportunity, the dispatching company will pay the minimum wage.

Second, the disadvantages of labor dispatch

1, lack of corporate sense of belonging

Although the "Labor Law" clearly stipulates that enterprises must receive equal pay for equal work, it is undeniable that there is still a big gap between labor dispatch workers and regular employees, and some employees may have no sense of belonging and their work is not good.

2. The level of dispatching companies is uneven, and the labor service companies, legality and management systems all need to be audited.

Some private dispatch companies operate irregularly and illegally, such as not paying or underpaying social security, or deducting employees' wages in disguise, which undermines the trust of enterprises and individuals in the form of labor dispatch. In addition, due to the triangular relationship among dispatched employees, dispatched units and employing units, it is more likely to cause disadvantages such as employee welfare not being guaranteed and labor safety being easily ignored.

3. The high mobility of personnel is not conducive to the management of society and enterprises.

The wages and benefits of dispatched employees are lower than those of regular employees, and they are more engaged in low-level or high-intensity work, which leads to instability of dispatched employees, frequent turnover of personnel, high turnover rate and unemployment rate, and brings management difficulties to dispatched units and employers.

4. The legal and operational risks of sending companies are increasing.

Due to the increase of labor dispatch personnel and the intensification of competition among various dispatch companies inside and outside the region, the legal and operational risks of dispatch companies are also increasing. On the one hand, such as industrial injury, pregnancy, illness, occupational disease, employee safety, sudden large-scale layoffs, and serious economic losses caused by abnormal resignation, employee negligence or serious violation of discipline, the labor service company is required to bear the liability for compensation.

Labor dispatch, also known as manpower dispatch, talent lease, labor dispatch, labor lease and employee lease, refers to a form of employment in which labor dispatch agencies conclude labor contracts with dispatched workers, dispatch workers to other employing units, and then the employing units pay service fees to the dispatching agencies. The fact of labor payment occurs between the dispatched worker and the dispatched enterprise (the actual employing unit). The dispatched enterprise should pay the service fee to the labor dispatch agency, and the labor dispatch agency should pay the labor remuneration to the worker. Labor dispatch originated in the United States, a capitalist country in the 20th century, and then spread to France, Germany, Japan and other countries. In the 1990s, in the reform of the labor system of state-owned enterprises in China, there was a labor dispatch to resettle laid-off workers, which could be carried out across regions and industries. The annual salary is generally 20,000 to 30,000. Dispatchers are generally engaged in low-tech jobs, such as cleaning staff, security guards, shop assistants, etc. Once the laborer is old and weak, the labor ability declines, and the labor contract expires, the dispatching unit will refuse to renew it.

References:

Baidu encyclopedia: labor dispatch