How do you view the employment method of labor dispatch?

Labor dispatch is a method of employment that was introduced to solve the historical problems of laid-off workers. In that environment at that time, labor dispatch played a certain positive role.

However, since the promulgation of the Labor Law in 1995, equal pay for equal work has been written into the law. What creates a huge contradiction with the provision of equal pay for equal work is precisely labor dispatch.

Under labor dispatch, dispatched workers work in the employer, are led by the employer, and are managed by the employer. However, the detailed and complete evaluation plan used on regular workers has never been implemented one day. Used on dispatch workers. Employers do not conduct scientific and reasonable evaluations of dispatched workers. Instead, they report to work who they call and work when they are called. If you work, the employer will never remember you. If you don’t work, you will be fired. .

If you change the perspective and let the dispatch company do the evaluation, it makes no sense, because the dispatch company never intends to let relevant managers stationed at the employer to be responsible for the evaluation of dispatched workers. They only collect the employer's money, and then do the accounting and earn the difference.

Dispatch workers have lost the evaluation plan that can prove themselves, and have lost dedicated personnel and dedicated posts. There are only punishments but no rewards. This kind of personnel management has lasted in the dispatch industry for more than 20 years. He first used it on those born in the 1950s, and also used it on those born in the 60s, 70s, 80s, and even the 90s.

I won’t tell lies here. For formal jobs, there are those who take internal examinations, some who are recruited through social recruitment, and those who are hired. Internal exams generally don't have weird questions. They will test you in whatever industry you are in. Social recruitment is different. It consists of miscellaneous questions, all collected in one test paper. Social recruitment must be very difficult.

Formal workers who take internal examinations and are directly hired are found in various industries, including enterprises, institutions, and administrations. Their number is no less than that of social recruitment.

For two people who are also recruited by the society, the examination is of course the fairest. However, the Labor Law never states that the allocation method is based on test scores. If the allocation is based on test scores, why do we need to set up a performance appraisal plan? Whoever has a higher test score will of course get a higher score. This is only "fair".

Therefore, I always support labor laws. Examination scores and distribution methods are always two different things.

Canceling labor dispatch is only a matter of time. There is no need for anyone to have any hope for labor dispatch as a form of employment. It is a product of history and has completed its historical mission. It is time for it to come to an end.

001 Let’s first understand what is the employment method of labor dispatch?

Let’s briefly talk about the relationship

002 What are the main tasks of labor dispatch companies? < /p>

That is, the processing of some complicated affairs

003 What tasks is the employer mainly responsible for?