What is Contracting? What are the types of contractors?

The entry on the encyclopedia explains that flexible employment is similar to labor dispatch, but if this is the case, there is no need to create another word. To be clear, the encyclopedia is only written spontaneously by the people, so the authority and accuracy are not so strong. And in line with the theory that existence is reasonable, a new word must be born, after all, it will have its own independent meaning, otherwise there is no need to exist.

So what exactly is flexible staffing? From the literal meaning, flexible employment is the use of flexible employment forms, so we must first figure out what are the common forms of employment now?

From the current market point of view, the employment forms of enterprises include: full-time employment, part-time employment, labor dispatch, retirement re-employment, internship, job outsourcing, business outsourcing, partnership, self-employment, platform employment and other forms, which are really colorful.

There are three types of employment.

These forms of employment can basically be divided into three categories: standard full-time employment, part-time employment, and labor dispatch.

It is easy to understand that labor dispatch can be understood as a worker who signs a labor contract with company A, but is sent to company B to work, and is not an employee of company B, but only provides labor for company B.

Part-time employment refers to a form of employment in which the average daily working hours of workers in the same employer do not exceed four hours, and the cumulative working hours per week do not exceed 24 hours, which is what we often call hourly employment.

For part-time employment, an oral agreement may be concluded; may conclude a labor contract with one or more employers; However, the employment contract concluded later shall not affect the performance of the employment contract concluded earlier; No probationary period; Both parties may terminate employment at any time by notifying the other party; No economic compensation shall be paid for termination of employment; The hourly remuneration standard shall not be lower than the minimum hourly wage standard stipulated by the people in the place where the employer is located**; The period of settlement and payment of labor remuneration shall not exceed 15 days at the longest.

In essence, it is an optimization of the employment structure, through which the optimization and adjustment of human resources should be met with seasonal labor needs, thereby reducing the management burden and greatly improving operating income.

Flexible employment and smart employment.

There are types of flexible employment: labor dispatch, part-time.

and then re-dispatched by the dispatching organization to work in the original position of the original unit, but the salary and benefits are far from the original treatment; Some employers use a large number of dispatched workers to evade their responsibilities to their own employees after large-scale layoffs and vacate jobs; There are also many labor dispatch organizations that do not operate in a standardized manner.

A high proportion of management fees are withdrawn from the wages of laborers, and even arrears of wages are deducted from laborers, and social insurance is not paid to them; In addition, individual labor dispatch organizations collude with individuals to engage in multi-level labor dispatch or labor transfer.

"Opinions of the General Office on Supporting Multi-channel Flexible Employment":Reasonably set regulatory rules for the internet platform economy and other new forms and models, encourage internet platform enterprises and intermediary service establishments to reduce service fees, franchise management fees, and other fees, create more flexible jobs, and absorb more workers.

Flexible employment is an upgraded version of labor dispatch and a new employment model strongly supported by the state during the epidemic. The flexible employment platform is to transform the original employment model into a cooperation model, reduce the company's cost and increase personal income.

There are many problems that flexible staffing platforms can help enterprises solve:

Flexible staffing is the future trend.

So what is the legal basis for a flexible staffing platform? "Detailed Rules for the Implementation of the Law of the People's Republic of China on the Administration of Tax Collection" In accordance with the principle of facilitating tax control and facilitating tax payment, the tax authorities may, in accordance with the relevant provisions of the state, entrust relevant units and personnel to collect taxes paid in scattered and different places on their behalf, and issue a certificate of entrustment for collection; The entrusted units and personnel shall collect taxes in the name of the tax authorities in accordance with the requirements of the collection certificate, and the taxpayers shall not refuse; If the taxpayer refuses, the entrusted collection unit and personnel shall report to the tax authorities in a timely manner.

Measures for the Administration of Entrusted Collection》 Where the person collecting the tax is an administrative, institution, enterprise unit or other social organization, the following conditions shall be met at the same time:

1) Have a fixed workplace;

2) The internal management system is standardized and the financial system is sound;

3) There are staff who are familiar with relevant tax laws and regulations, and can perform tax collection work in accordance with the law;

4) Other conditions determined by the tax authorities in accordance with the entrusted collection matters and tax administration requirements.

Most of the platforms on the market now collect income from production and operation, and individual income tax is divided into: comprehensive income (such as wages and salaries), business income (such as individual industrial and commercial households), and proportional tax rates (such as dividends, dividends, lottery wins). According to the model of the general subcontracting system of the project, the enterprise outsources the project to the platform, and after the flexible employment platform subcontracts, the freelancer will contract the project and the flexible employment platform will issue a special VAT invoice for the full amount of the project service fee, and help the freelancer collect and pay the individual income tax on behalf of the freelancer.

With the increase of human manufacturing costs, the problem of enterprise employment has become a problem of enterprise development, and flexible employment is particularly important

1. The true meaning of flexible employment.

1. What is flexible employment?

2. Theoretical traceability of flexible employment.

3. Classification of flexible employment.

1) General Categories.

2) Professional Category.

● Interaction: How your business differentiates between flexible staffing categories.

4. The difference between flexible employment and labor dispatch.

5. The true value of flexible employment.

1) Fast, accurate and ruthless recruitment.

2) High employee engagement.

3) Performance-oriented management.

Second, the key to the implementation of flexible employment.

Discussion: Is your organization suitable for flexible staffing?

l Tool: Tissue clover morphology.

1. Elements of flexible employment implementation.

1) Evaluate the current situation of organizational development - manpower inventory.

2) Examine the cost of human resources - cost accounting.

3) Set up flexible employment positions - team management.

2. The key to the implementation of flexible employment.

1) High-level support is a must.

2) Ability to recruit is a sufficient condition.

3) Big data services are the operating conditions.

4) Hedging ability is a condition for development.

5) Employee management is a value condition.

3. Analysis of successful cases - challenges encountered by equipment manufacturers and pharmaceutical service providers.

l Set the scheme.

l Steps to be implemented.

l Results obtained.

There are many types of flexible employment, especially due to the impact of the new crown epidemic this year, there are also many platforms similar to flexible employment, such as Yungong. It has gathered a large number of flexible employees, including program development, art design, copywriting and other positions.

Headquartered in Beijing, Zhongxin Group is a comprehensive group company created by a number of senior tax, legal, human resources and other industry companies and professional consulting institutions to adapt to the development of the times and innovate and transform. Crowdpay provides products and services such as human resources business outsourcing, compensation solutions, commercial insurance, human resources consulting, financial and tax consulting, among which the total compensation solution aims to optimize the employment model and cost structure, help enterprises reduce operating costs and improve employee benefits. It has provided professional human resources outsourcing services for 1000+ customers, with a total of 1 million+ person-times.

The business covers many industries such as Internet, sharing economy, logistics and distribution, catering, education, construction, new retail, finance and so on.

In fact, there are three types of flexible employment:

1) The employee has an employment relationship with the enterprise but has flexible working hours and space, such as part-time employment with a part-time labor contract;

2) Employees who have no labor relationship with the enterprise but have fixed working hours and spaces, such as those dispatched workers who are dispatched to the employer;

3) Employees have no labor relationship with the enterprise, and the working time and space are also flexible, such as freelancers and slash youth.

Currently, the types of flexible employment include part-time employment and labor dispatch employment.

Unlike full-time contracts, flexible employment is a very flexible form of employment for enterprises today, and the types are roughly divided into two categories.

Part-time employmentIt refers to the form of employment in which the average daily working hours of the employee in the same employer do not exceed four hours, and the cumulative working hours per week do not exceed 24 hours.

In the case of part-time employment, the hourly wage standard is the wage paid by the employer to the part-time worker according to the wage standard agreed by both parties, but shall not be lower than the minimum hourly wage standard promulgated by the local government. The minimum hourly wage standard promulgated by the local government includes the basic pension insurance premiums and basic medical insurance premiums paid by the employer. The maximum period for payment of wages shall not exceed 15 days.

Labor dispatchAlso known as manpower dispatch and talent leasing, it is a form of employment in which a labor dispatch agency signs a labor contract with a dispatched worker, dispatches the worker to another employer, and then the employer pays a service fee to the dispatching agency.

This form is mostly implemented in temporary, auxiliary or substitute positions, which is conducive to reducing recruitment costs and training costs for employers.

The common flexible employment is mainly outsourcing, and the outsourcing model is divided into temporary employment and project employment.

Temporary employment, in general, is short-term business. For some reason, the contractor needs to increase the team to provide business support in the short term, and cannot recruit personnel in batches in a timely manner, labor cost control and other problems, so it will choose temporary labor outsourcing business, which can meet the needs of the employer for employment services in a short time.

The biggest advantage of choosing temporary employment is that a large number of flexible workers can be stored, and the business needs of different units can be met through the way of dispatching orders on the flexible employment platform, which can avoid problems such as difficult recruitment and high employment costs of enterprises, and can achieve cost optimization.

Project-based employment is generally applicable to the following scenarios, it generally takes 6-12 months to create a team in the initial stage, at this time, the contracting unit can use the flexible employment platform to quickly form a team to carry out related business, and reach the service standard within a certain period of time, and if the standard is reached, it can be transferred to a regular employee of the contracting unit, and if it does not meet the standard, it can be directly eliminated and used for other projects.

This employment method can reduce the comprehensive costs of enterprise recruitment, training, personnel services, employment risks, etc., and reduce the cost of dismissing employees.

1. What is flexible employment?

"Flexible employment" is a new employment model, the traditional employment model is a long-term fixed employment model, while the flexible employment model is demand-oriented, emphasizing temporary and flexible. The earliest manifestation of the flexible employment model is labor dispatch, and then there is a form of business outsourcing and part-time, and today it has gradually developed a new form of platform-based employment, which relies on digital technology to efficiently and conveniently connect the supply and demand ends, and used to be the direct docking of enterprises with labor, and now the flexible employment platform is used as an intermediate medium to optimize the entire employment process, while helping enterprises solve their employment needs, it also ensures the financial compliance of enterprises, and realizes "people" and "posts" Efficient and accurate matching and flexible management of human resources.

2. Advantages of flexible employment.

Usually, manufacturing enterprises or service enterprises will encounter changes such as "first-class fluctuations, seasonal fluctuations, and time fluctuations" of orders, and the use of flexible employment can effectively solve the problem of waste of human resources or insufficient manpower under the fluctuating business volume. With the gradual maturity of flexible employment, more and more enterprises are adopting flexible employment forms, and the main reasons include: 1) reducing costs and improving efficiency.

2) Risk externalization. 3) Flexibility in employment methods. 4) Rapid recruitment.

Enterprises can concentrate their internal core resources to develop core business, share the professional resources of human resources institutions, and improve their overall operational capabilities.

3. The business model of flexible employment.

Under the outsourcing model, the roles of the flexible staffing industry include employers, employers, and outsourced employees. The employer helps the employer to recruit and manage the employee, while the employer and the employee only carry out the assessment and delivery of the work content. From the perspective of profit model, the income of the employer mainly comes from the service fee paid by the B-end employer.

The service fee can be split into: 1) Directly charged according to the number of employees. A certain percentage of the service fee is added to the personnel cost.

2) Charged on a per-project basis. Fees are charged according to the implementation cycle, difficulty, and volume of the outsourcing project, but in the end, they will be converted into the number of employees according to the business volume. The employing enterprise has the right to use the outsourced employees, but does not have the right to attribute.

The separation of the right of use and the right of ownership reduces the hidden cost of labor management, reduces the risk, and the reasonable allocation of human resources effectively improves the labor efficiency of the employer.