The applicability of talent dispatch, the role and advantages of the talent dispatch system

Talent dispatch is a new form of employment that is not applicable to all situations and organizations, and it has a certain degree of selectivity for the type of talent, as well as for the employer and the type of work.

From the perspective of talent type, due to the nature of talent dispatch, not all talents are suitable for this dispatch mechanism. According to the difference in the value and scarcity of talents, we can divide talents into four categories: auxiliary talents, general talents, special talents and core talents. Talent dispatch is generally not applicable to core talents, such as core talents (including management and technical talents) of enterprises and institutions, talents who need relatively stable jobs, etc.

In addition, the other three types of talents are generally suitable for the new form of employment of talent dispatch, among which the most applicable are general talents and special talents. Of course, from a social point of view, the common feature of these three types of talents is to seek career or job repositioning, such as new graduates of colleges and universities, personnel in enterprises and institutions who are restructured and diverted, talents who seek diversified job opportunities due to the needs of career design, and talents who are temporarily unemployed.

From the perspective of employers, not all enterprises and institutions are also suitable for this dispatch mechanism. Generally, when enterprises and institutions need to recruit new employees and are unwilling to take the risk of talent, they are still willing to choose the form of talent dispatch to meet their employment needs. At the same time, enterprises and institutions need to choose a talent dispatch mechanism to meet the needs of manpower due to the increase in workload due to the sudden nature of work, temporary need to increase employees, or seasonal employment, or temporary job shortages caused by employees taking leave.

In addition, when government agencies and institutions need to hire new employees due to restrictions on establishment, planning and other policies, as well as enterprises and institutions, especially newly established companies and offices, in order to focus on business development, they do not want to invest any more energy in personnel management and avoid unnecessary personnel disputes, and will entrust all or most of the personnel work to talent dispatch service agencies to complete.

Employers can only use dispatched workers in temporary, auxiliary or substitute positions.

Temporary jobs refer to positions that last for no more than 6 months; Auxiliary jobs refer to non-main business positions that provide services for main business positions; "Substitute work" refers to a position in which an employee of an employer is unable to work due to full-time study, vacation, or other reasons, and can be replaced by another worker.

The employer's decision to use the auxiliary positions of the dispatched workers shall be discussed by the workers' congress or all employees, and the plan and opinions shall be put forward, and the decision shall be made through consultation with the trade union or employee representatives on an equal footing, and shall be publicized within the employing unit.

Flexibility:Talent dispatch is "employing people regardless of people", enterprises only manage employment, and can also increase or decrease labor dispatch employees according to their own business volume, making it more convenient and flexible to recruit and return employees, especially for employers with strong employment seasonality.

Boosted employment:The main function of the labor dispatch unit is to recruit employees, and will recruit employees in various positions, which will promote the solution of labor employment in our country.

Improve business efficiency:After the enterprise uses dispatched labor, the enterprise does not need to recruit employees, which saves the time of the enterprise to recruit employees, reduces the time and cost of recruitment, and naturally improves the employment efficiency of the enterprise.

Improve the social security of workers:At present, the social security system is not perfect, there is no overall planning in the country, many migrant workers pay social security in the city, and they have to surrender the insurance after returning to their hometowns, which is equivalent to paying in vain, and it is unreasonable in all aspects. However, through local labor dispatch units, local migrant workers can be insured locally to solve their worries.

Third, the "talent dispatch" form of employment operation method is simple.

Talent dispatch" is the form of employment, the main work is completed by the talent market, and the operation methods and procedures of the employer are extremely simple, and the steps are:

1. The employer shall contact the talent market in writing (or **) and put forward the standard conditions, wages and benefits and employment hours of the personnel employed.

2. The employer will test or interview the personnel selected by the talent market to determine the personnel used. The talent market organization is determined to have physical examinations, file adjustments, and file review, and conduct pre-job education and training.

3. The employer signs an employment agreement with the talent market.

1) Based on the principle that the employer is responsible, the Labor Contract Law stipulates five obligations of the employer to the dispatched worker. From this provision, if an employer uses labor dispatch only to save costs, it will not be able to achieve this purpose in the future.

2) The law requires the employer to implement the principle of equal pay for equal work between the dispatched workers and the workers of the unit. The so-called "same work" refers to the same position, the same pay, and the same income; The so-called "equal pay" means that under the premise of equal work, they should enjoy the same labor remuneration, including wages, insurance and benefits.

3) Dispatched workers may join the labor union of the employing unit or organize their own trade unions. Therefore, the employer should implement this provision through the dispatch agreement and the specific agreement of the dispatching unit, and should also pay attention to distinguishing the workers of the employer from the dispatched workers in the process of operation, so as to avoid causing trouble to the employer due to misunderstanding.

4) The employer cannot set up a dispatch agency on its own to dispatch workers to the system.

1. What are the regulations on the treatment of talent dispatch work?

The wages and benefits of dispatch workers are paid by the employer (or paid by the labor company).

Equal pay for equal work is applied. If the employing unit does not have other workers in the same position, it shall be determined with reference to the labor remuneration of the workers in the same or similar position in the location of the employing unit.

Social security is also to be paid. It's just that different employers have different operating standards: some are based on average standards, while others are based on minimum standards.

So your total salary will be different, but the treatment of the same job should not be much worse.

As for the internal assessment and year-end bonus, it depends on the agreement between the labor service company and the employing unit. The law does not stipulate it, but there is generally a certain incentive mechanism.

In response to the question of layoffs, I think you want to ask about the termination of the labor contract, and the employer will not terminate it without reason, otherwise it will pay the corresponding compensation and liquidated damages.

For example, if the employer considers that the company pays employees much higher salaries and benefits than dispatched workers in the same position, and the work efficiency of dispatched workers is no worse than that of employees, the employer may prefer to pay more economic compensation and lay off the company's employees first. Of course, this is just an analogy, and there is a difference between redundancy and termination of contract.

Nowadays, there are many black-hearted employers and labor service companies, but the country's laws and regulations are becoming more and more perfect, and labor dispatch has increasingly become an important employment method for enterprises. Anyway, having money to earn is the last word.