The core of "flexible employment" is to help enterprises find solutions to realize "three functions" on the basis of "legal employment", that is, employees can enter and leave, posts can be promoted and lowered, and wages can be high and low. On the premise of meeting the business objectives of the enterprise, we should choose flexible employment forms to make the employment legal and flexible, reduce the occurrence of labor disputes, reduce the cost of employment, and create a harmonious employment environment within the enterprise. The following is our flexible employment management consulting project for a multinational company, which can help us understand the design ideas of the workforce:

1, adopt various forms of employment to solve the problem that employees are easy to enter but difficult to leave.

2. The types of labor contracts are diversified. Long-term labor contracts and open-ended labor contracts adopt the form of dual-track employment to solve the problem that posts can be promoted or not.

(1) Employees with definite time limit or phased work can sign contracts to complete certain tasks.

It is a labor contract with a time limit, but be careful not to stipulate the probation period.

(2) Dual-track management is implemented for employees without fixed-term labor contracts, that is, labor contracts plus post employment agreements.

(3) For employees whose workload is not saturated, they can take part-time employment, but note that the working hours shall not exceed 4 hours per day and 24 hours per week.

3. Change the single wage structure into a compound wage structure to solve the problem of high and low wages. Such as basic salary, post salary, performance salary, etc. At the same time, formulate measures for the payment of wages of all units.

4, according to the characteristics of the nature of the work, change the single working hour system into multiple working hour systems. Working hours system includes: standard working hours system, comprehensive working hours system and irregular working hours system, the latter two are generally called special working hours system. It should be noted that the implementation of the special working hour system requires the approval of the labor administrative department before the enterprise can implement it.