How does flexible employment help enterprises reduce labor costs by 30 ?

How is it that flexible employment can save 40% on taxes?

The flexible employment method of the 123 platform of the tax-saving network reduces the input of labor costs and reduces the risk in the employment process. Through business flow outsourcing, the business is allocated to employees by the 123 management center of the tax-saving network. The enterprise management center adopts a flexible employment method to assign tasks to employees, which also greatly reduces the tax burden, and enterprises do not need to apply social security for employees.

By publishing content on the 123 freelancer platform of the tax-saving network, enterprises can use scattered workers to take on tasks, reach transactions and complete tasks offline. The company has reached an online cooperation with scattered employees, and the employees directly serve the company to reduce the tax burden.

Flexible employment can effectively solve the recruitment problems of enterprises in these three aspects:

1. Lack of coordination between people and things caused by seasonal changes in labor demand;

2. The lack of organizational activity and cost burden caused by traditional long-term employment continue to increase;

3. Talents urgently needed for specific positions cannot be replenished in time.

4. Flexible employment not only meets the employment needs of the enterprise market, but also creates a new way of working and living for workers to choose from.

It is necessary to find a reliable flexible employment platform, and then the flexible employment platform will sign agreements with enterprises and individuals respectively. In this way, when the enterprise finds this platform during the peak period of employment, and after the peak period, it can directly say to the platform that it does not need to employ people.

A flexible staffing company like Sidehui can not only coordinate the personnel relationship caused by seasonal changes in labor demand, but also replenish the urgently needed talents for specific positions in a timely manner, and most importantly, reduce the high labor costs generated by the traditional employment model.

With the disappearance of the "demographic dividend", the labor structure has reversed from "oversupply" to "demand oversupply". Chinese enterprises are facing the situation of labor costs and increasingly fierce market competition, flexible employment is a way for enterprises to flexibly employ workers, enterprises can improve their ability to adapt to the environment, reduce labor costs, increase operating profits, and company-related value-added tax, solve enterprise-related financial and tax problems for you, and avoid unnecessary risks for you through the busy financial and tax employment network.

Flexible employment refers to the rapid adjustment, accurate matching and flexible management of the enterprise's human resources team through short-term or project-based employment based on business needs or business needs.

The essence of the flexible employment model is a process of refining the division of labor by decomposing tasks and integrating resources. Based on the business needs or business needs of the enterprise, through short-term or project-based employment, the rapid adjustment, accurate matching and flexible management of the enterprise's human resources team are realized.

The essence of the flexible employment model is a process of refining the division of labor by decomposing tasks and integrating resources.

Flexible employment refers to the flexible employment of employees based on the peaks and troughs of employment needs. For many enterprises, the flexible employment model can not only meet the rapidly changing business needs, but also achieve flexible employment, and can also help enterprises reduce the risk of employment to a large extent. During the epidemic, most enterprises were in a state of shutdown, but at the same time, the demand for online shopping soared, and many retail enterprises experienced a "labor shortage".

In order to solve the problem of human resource shortage, flexible employment has become the most suitable employment model. Nowadays, the epidemic is slowing down, the consumer market will usher in the first, and enterprises will also face problems such as human resource shortages, so how to change from the traditional employment model to a more flexible employment model has become a problem that entrepreneurs have to face. So, how can companies achieve flexible staffing?

Flexible employment has not only given birth to many new forms of business and new models, but also brought many benefits to economic and social development. In the future, the flexible employment model will blossom in more fields and further promote social and economic development. However, only by actively adjusting the employment relationship and transforming the traditional employment model into a more flexible and socialized employment model can retail enterprises reduce labor costs and achieve exponential growth in performance.

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On May 26, Changsha Shuanglu Information Technology **** held the first blockchain + talent sharing model flexible employment platform in Changsha, Ren Duoduo online press conference and 2018 China flexible employment industry exchange meeting, at the meeting, Mr. Wu Wei, the initiator and CEO of Ren Duoduo project, shared such a paragraph:

Internet + food, with Meituan;

Internet + car, with Didi Chuxing;

Internet + human resources, with Ren Duoduo.

Aiming at the pain points of information asymmetry and unreasonable time allocation between enterprises and job seekers, Ren Duoduo has created a one-stop platform to provide flexible employment services. Enterprises can publish their needs with one click through the "billing" function on the Renduoduo platform, and wait for job seekers to apply for orders. When the enterprise is short of people, how much, and which people are missing, you only need to ask for it.

There is no longer a need to spend a lot of labor costs and time to recruit full-time employees. Through flexible employment, we help enterprises to seek a solution to achieve three abilities on the basis of legal employment, that is: employees can enter and exit, positions can be promoted and demoted, and wages can be high and low.

On the premise of satisfying the business objectives of the enterprise, choose any flexible employment form, so as to achieve the legalization and flexibility of enterprise employment, reduce the occurrence of labor disputes, reduce labor costs, and create a harmonious employment environment within the enterprise.

The popularity of flexible employment has triggered the emergence of "Internet + human resources", the emergence of Ren Duoduo will inevitably lead to changes in the employment model, from a large number of enterprises to hire full-time and bear a lot of costs, to a number of enterprises to share a talent, a person to serve a number of enterprises, the sharing economy of human resources will develop, which is the core logic of flexible employment, and it is also the direction of Ren Duoduo's unremitting struggle in the future.

Flexible employment can effectively solve the recruitment problems of enterprises in the following three aspects:

1. Lack of coordination between people and things caused by seasonal changes in labor demand;

2. The lack of organizational activity and cost burden caused by traditional long-term employment continue to increase;

3. Talents urgently needed for specific positions cannot be replenished in time.

In addition, flexible employment not only meets the employment needs of the enterprise market, but also creates a new work lifestyle for workers to choose from, which is a very dynamic and win-win employment model. In the current era of Internet technology popularization and intensified market competition, the traditional employment model can no longer meet the needs of the times. In order to save costs and recruit more professional talents, more and more enterprises will choose flexible employment to alleviate and solve the problem of difficult recruitment.

Solve all the pain points of the enterprise by yourself:

Plan project employment solutions in advance to shorten the operation cycle.

Accurately match workers to help save 7 major labor costs.

Multiple projects are concurrent at the same time, which greatly reduces project operating costs.

Challenge the 80% job replacement rate of traditional positions, and enhance the ...... of worry-free delivery of online supporting services by dedicated project managers throughout the process

The main purpose of flexible employment is that the use of labor is more flexible, adopting the "self-employment" model, which can be used at any time and stopped at any time, and the employee and the employer will not establish a formal labor relationship, and the enterprise does not need to bear the employer's risk and labor cost tax, which is converted into business expenses. The two parties are in partnership.

In this way, the cost and time of recruitment are reduced for enterprises, and the problem of difficulty in recruiting workers is solved.

For enterprises, the advantages of flexible employment model are very obvious.

First, the "flexible employment" model can solve the dilemma of enterprise staffing limitations. Enterprises can dynamically adjust the boundaries of enterprises according to employment needs and reasonably solve employment needs.

Second, the "flexible employment" model can meet the needs of enterprises for work flexibility. Businesses can address the need to fill staff for specific projects, peak seasons, maternity leave, vacations, sick leave, etc., as well as any other short-term employment needs.

Third, and most importantly, the "flexible staffing" model can save companies on labor costs: companies only need to pay for the duration of the assignment, and pay according to the number of days employees actually work.

Don't be afraid, don't regret it, be friends with customers, use your brains more, think more, make more relationships, and don't buy and sell with a hammer.

Flexible staffing is just a means.

1. As an employer, I believe that this form of labor employment is flexible and has many benefits. This form of employment solves the staffing limitations, greatly reduces the cost of the employer, and is conducive to improving the efficiency and efficiency.

Moreover, it can effectively avoid various risks caused by the uncertainty of employees, and employers only need to ask for when there is a shortage of people, how many and which people are missing. The employer only needs to open the check, and other things, such as salary payment, welfare payment, and various insurance payments, are all handled by the labor dispatch agency, saving labor, time and worry. For the dispatched employees, the employer can quickly find some capable people according to their personal performance, focus on training, or open a small stove, which can transform these laborers into long-term employees of the employer, and realize the sustainable development of human resource use.

2. The labor dispatch agency will believe that as a "third party" specializing in labor intermediary, on the one hand, it must protect the vital interests of workers, on the other hand, it must safeguard the rights and interests of the enterprise, and the most important thing is that the agency should be "profitable". The dispatching agency is responsible for the search, selection and training of talent information.

The employer pays for the convenience of this intermediate process. Talent dispatch agencies will sort, pack, and dispatch scattered and disorderly workers, change disorder into order, and change disorganization into organization, reducing the blindness of workers going out to work, and providing a convenient, fast, safe and safe employment channel for workers.

3. Workers also have their own opinions: this new form of employment has its advantages, but it also has defects, and it needs to be improved. For example, in order to evade the corresponding responsibilities that the employer should bear as an employer, the employer obstructs the employee from signing an indefinite-term labor contract and forces the employee to change his or her status in the form of labor dispatch. Some employers divert their employees to the newly established labor dispatch organization, and then the dispatch organization re-dispatches them to work in the original positions of the original unit, but the wages 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 operate in an irregular manner, with a high proportion of management fees being withdrawn from the wages of laborers, and even deducting arrears of wages and not paying social insurance to them. In addition, individual labor dispatch organizations collude with individuals to engage in multi-level labor dispatch or labor transfer.

Labor dispatch personnel sign labor contracts with third-party companies, and the third party pays wages and social security, and the enterprise does not have a direct contractual relationship with labor dispatch personnel, and the enterprise conducts work assignment, quality inspection, daily supervision, performance appraisal and so on for labor dispatch personnel in accordance with the job requirements.

For hourly workers, seasonal workers or short-term temporary workers, the employment time cannot exceed the relevant regulations, and after exceeding, it must be standardized and managed in accordance with the labor contract, such as hourly workers cannot work more than 4 hours a day, and the employment time of seasonal workers is generally two or three months. Seasonal workers need to sign a labor contract with the enterprise, temporary workers for more than one month also need to sign a labor contract, and hourly workers can sign a labor contract or oral agreement with the company, and there is usually a gap between them and regular workers in terms of remuneration.

Before employees enter the work, clarify the respective responsibilities of employees and the company.

Negotiate the treatment and the method and time of treatment, and the enterprise will try to do it.