Why do some companies insist on setting up labor dispatch? Can't the employer directly recruit from the public?

The company definitely has the ability to recruit directly, but the company does not do so. In fact, we can see some clues from the advertisements of dispatch companies. These advertisements are actually made separately, and the advertisements for employers are the same. One kind, and another kind for workers.

When dispatch companies advertise to employers, the advertisement clearly states the work inertia that regular workers have due to their high benefits and stable status. When employers see it, they feel a sense of inertia. An irresistible temptation. There are even some advertisements that use some insulting descriptions, which have been punished by relevant departments and will not be quoted here.

At the same time, dispatch companies’ advertisements for workers exaggerate benefits and emphasize the urgent need for employment, with the purpose of attracting workers.

In other words, the workers and employers have the most say here, but they actually do not express their opinions very much, especially the employers who do not listen to the workers. After all, the dispatch company discloses It has put on a layer of camouflage, vigorously preaching to reduce labor costs, avoid most labor risks, and completely separate the employment relationship from the employment relationship.

Because of what the dispatch company said: You can use the people, but we will bear the responsibility. So the employer believed it.

What employers are sure of is that they have benefited from this employment relationship.

Is this true?

What is the reason?

They do not have a master's mentality, and they are unable to shirk and struggle with the tasks that can only be completed by cooperating with others, and spend the time they can work on shirk.

This was a very famous program at the time, which proved that dispatch unions had a "backlash" on employers.

Why is this happening? Because the human heart is the human heart after all. When you know that you do more work than others and receive only 1/5 of the wages and benefits of other people’s regular workers, can you accept it all calmly and silently?

The subject’s question: Why do some companies insist on setting up labor dispatch? Can’t the employer directly recruit from the public?

My answer: The ultimate goal of an enterprise is to pursue and maximize profits, so using dispatch workers can achieve this goal to a certain extent.

A brief analysis is as follows: 1. Characteristics of labor dispatch

1. The main body of the labor relationship involves three parties, namely: the dispatching unit (employer), the employer and the dispatched worker.

2. Separate the recruitment and use of labor. In a labor dispatch relationship, although the employer signs a labor contract with the dispatched workers, it does not directly use the dispatched workers and is the nominal employer of the dispatched workers. Although the employer directly uses the labor of dispatched workers, it does not have a labor contract with the dispatched workers.

This is the characteristic of so-called labor dispatch that "the hiring unit does not use people, and the employing unit does not have a contract".

Therefore, if the employer uses dispatched workers, there is no relationship between them.

If recruiting for the society, the relationship between them is a labor contract. 2. Flexible employment and reduced employment costs

This reason must be answered from both positive and negative aspects

Because within the enterprise, generally temporary, auxiliary or replaceable jobs The technical content of the position will not be too high, and the salary itself will not be too high. When dispatched workers are used in three-sex positions, there is no big problem of equal pay for equal work. However, if dispatched workers are used in main business positions and general jobs, the company can reduce labor costs by adopting relatively low wages.

2. Some companies will also use dispatch workers in disguise

Some companies violate regulations and package all original workers to labor dispatch companies for "reverse dispatch", turning formal employment into dispatch employment, thus avoiding the establishment of labor relations. , evading legal responsibilities and harming workers’ own interests.

Therefore, some companies only use labor dispatch and do not recruit directly from the society. This is beneficial to them regardless of the positive or negative direction.

The above is purely personal opinion

Because there are 'grey' interests. Public and private win-win. (Private: refers to labor dispatch companies are private companies, public: refers to the employer)

When it comes to labor dispatch, some office workers are confused. It is obvious that we can hire directly, but we use "labor dispatch". Many job seekers will think that companies with "labor dispatch" are too stingy and the treatment will definitely not be good. In fact, things may not be what you think.

Take our company as an example: there are 600 general workers, 200 of whom are dispatched workers. Let me explain why this is the case.

1. The company’s orders are unstable, there are too many formal workers, and the burden is too heavy.

Our company produces containers, making profits every year and losing money every year. This is the characteristic of the industry. For example, we were shut down for most of last year and lost tens of millions. This year we are saturated with orders. If there are no orders, you still have to support a large number of people. If you use labor dispatch, once the orders shrink, you can immediately reduce the number of dispatched employees and reduce fixed expenses.

2. Special positions are highly mobile and can only be recruited through labor dispatch companies.

Many people are unwilling to do some positions. Even if they come, they may leave within a few days. Recruiting people through labor dispatch companies, in fact, many people only work for a few days and then run away. But the labor service company will continue to make up for you. Some companies are afraid of trouble, so they entrust labor service companies to recruit.

3. The benefits of labor dispatch are not necessarily worse than those of regular workers.

Some people say that labor dispatch employees lack three insurances and one fund. Actually, that may not be the case. Those who work now are not stupid. I have never eaten dumplings stuffed with three kinds of fresh food, and they are all familiar with the "three insurances and one fund". Although there is no social health insurance, most of it is included in the salary.

Why do some companies insist on setting up labor dispatch, and why do employers not directly recruit from the public? The fundamental reason is to protect the interests of your own company and reduce employment costs! The reasons are analyzed as follows. 1. Reduce the company’s employment costs.

If the company does not recruit people through a labor dispatch company, but recruits itself. According to the provisions of the labor law, the company must distribute corresponding five insurances and one fund or necessary insurance measures to its employees. Other benefits enjoyed by its own employees must be enjoyed by other employees. This will make his own The cost of employment has greatly increased, which is not conducive to his own business. But if you sign a contract directly with a labor dispatch company, you don't have to consider these benefits and cost issues at all. Whether the dispatch employees should be provided with the corresponding five insurances, one fund, or other benefits is a matter for the labor dispatch company. 2. Transfer grafting risks.

If an accident occurs to an employee during the company's operations and production, and the main liability bearer for these accidents is the labor dispatch company, because the labor dispatch company is the direct employer of the employee, the employer can transfer the consequences of these accidents. risk. This mainly occurs in some high-risk industries, such as mining development, chemical plants, etc. Most of the employees used by these companies are recruited through labor dispatch companies and are employed by third-party companies. But if a risk occurs, the labor dispatch company will be the one responsible for the trouble, and no one will go to the employer to make trouble. Of course, the employer will definitely bear corresponding responsibilities, and this risk will be relatively small. 3. Recruitment and employment save time and effort.

If the employer is a large-scale labor-intensive industry, it will be time-consuming and labor-intensive if you rely on your own company's personnel department to recruit, and the final effect may not be very good. But if there is a labor service company, it is different. By cooperating with labor service companies, enterprises can quickly obtain the employees they need for production and operations, without having to go to the talent market to recruit them one by one. Moreover, labor service companies generally have their own recruitment channels, and there are a large number of people waiting at any time. Those companies are recruiting. 4. Employees are not suitable for their jobs and can be easily replaced.

If the company directly recruits employees, but the employee is not qualified for the company's position and directly offers to resign, other compensation will need to be paid. And if the employee is a third-party labor service If it is a dispatch company, just return it directly to the labor dispatch company, and then ask the labor dispatch company to replace it with one that suits the job position. In this way, the employer can replace employees at any time, which can ensure the stable and efficient operation of the company.

In short, employers do not recruit directly from the society, but through labor dispatch, the ultimate purpose is to protect their own interests, reduce employment costs, transfer grafting risks, facilitate employee replacement, and reduce social welfare expenditures. In social life, whether it is a large factory or an ordinary small business, it is still the mainstream to use labor dispatch employees instead of self-recruitment.

There are many dispatched workers in our unit. Compared with regular workers, the wages are too poor, but the unit just likes to use dispatched workers. The reasons here are intriguing. 1. Regular workers and dispatched workers receive different pay for equal work.

For dispatch workers in our unit, the salary for those with a bachelor’s degree is 2,800 yuan, and that for graduate students is 3,300 yuan. They also pay five insurances and one housing fund. Calculating all wages, the monthly salary is about 6,000 yuan. As for our regular employees, our salary is more than 5,000 yuan, we pay five social insurances and two housing funds, get an extra corporate annuity, and receive assessment awards and other rewards at the end of each year. Our annual income is about 100,000 yuan. The higher the level, the higher the income. The higher.

In addition to salary, benefits are also different.

Regular workers receive 1,500 yuan in holiday benefits each year, while dispatch workers don’t get a single gift.

Regular workers have paid vacation, but dispatch workers do not.

Regular workers have on-the-job training, travel and other activities, but dispatch workers do not.

Regular workers are entitled to overtime pay and overtime meals, but dispatch workers are not.

What is exclusive to labor dispatch workers is work.

Each of our departments basically has about 3 regular workers, and the rest are dispatched workers, accounting for more than half of the total staff. Therefore, they are responsible for most of the work in the department. The regular worker works with several dispatch workers, and the regular worker directs them to work.

I am busy during normal working hours, and I usually work a lot of overtime. If I can’t finish my work, I have to keep working. Moreover, the work is done one after another, which is not very tiring, but there is a lot of work and heavy business, and I am very busy every day.

Dispatch workers in units often complain that they have too much work, are tired, and have low wages. When some labor dispatch workers come to work here, it is basically a transition, and they continue to learn. Many of them passed the exam, or became civil servants, business editors, or found other good jobs.

Through comparison, it is not difficult to see that there is a big difference between regular workers and dispatched workers. From here we can see why units like to use dispatched workers.

2. From the perspective of labor dispatch, companies can gain many benefits.

First, it is necessary to avoid risks.

First, it is to avoid disputes. Company employees often encounter work-related injuries during production and operations, and it is inevitable that there will also be some compensation issues. Using labor dispatch workers, you can transfer this kind of risk to the dispatch company.

When problems arise, the dispatch company will bear the related costs.

In addition, employees can be fired at will. If a company is dissatisfied with a dispatched worker, it can directly contact the dispatch company and let them replace the employee with a new one, thus achieving the purpose of dismissing the employee. If the employee is the company's own employee, the company cannot fire the employee at will unless the company is willing to bear high compensation.

Also, the leakage of business secrets can be avoided. Most dispatched laborers do simple, temporary, and auxiliary work, while most of the core work is done by regular workers. These core contents are controlled by a very small number of people. Moreover, labor dispatch can be replaced at any time, which also avoids the leakage of information.

It is precisely because of the above three points that companies believe that dispatch workers are very necessary.

The second is to reduce costs, which is attractive.

First of all, through my comparison with the labor dispatch workers in my unit, I can see that the wages of dispatch workers are very low. In our unit, only the wages of three dispatch workers can equal the wages of one regular worker. This difference is huge. In order to reduce human resource costs, companies must like to use dispatched workers.

Secondly, social security expenditures are small. Dispatched labor is packaged by the employer in one go, and the cost is paid to the dispatch company in one go in the name of purchasing services. Our company charges 5,000 yuan per person per month, which includes five insurances and one housing fund. The company no longer needs to pay any social security to these dispatch workers separately. Invisibly, the company saved some costs.

In addition, employee training costs are low. For labor dispatch workers, companies generally require employees with similar relevant experience. After they arrive, they can start working directly, eliminating the need for a probation period and training during this period. Moreover, in future work, they do not need to be trained too much, which saves some expenses.

Third, dispatch workers have advantages and this is feasible.

First of all, there is great liquidity. It is precisely because of these shortcomings that labor dispatch workers are unstable. They have taken the exams or chosen other good jobs, and their mobility is very high. This brings a favorable aspect to the enterprise, which can constantly replace employees and constantly have new employees join, especially some high-quality and high-capacity talents. Among these talents, companies will also find some particularly outstanding talents and give them formal employee status. This is also a way for companies to select talents.

Secondly, dispatch workers have high academic qualifications. Many of today's labor dispatch workers are college students, who have high academic qualifications, rich knowledge reserves, and abilities. After they join the company, they can work conscientiously and create greater value for the company.

In addition, labor dispatch has gradually become a popular method of employment. Labor dispatch work can meet the diverse talent needs of enterprises, and employment is very flexible. Employers and dispatch units can communicate effectively to select the right employees to meet the diverse needs of the company. Because of this, many companies are now using labor dispatch, which is very convenient and fast.

The above three points are the attractiveness of labor dispatch, making more companies willing to use labor dispatch.

3. From the perspective of social recruitment, companies should not have too many direct recruitment matters.

Direct recruitment by enterprises is an important way for enterprises to select and employ people. Directly recruited employees are formal employees of the company, and their status and role are different from those of dispatched workers.

Why are companies reluctant to use social recruitment more?

Here we need to first clarify that companies do not use social recruitment. Direct recruitment is always the most commonly used recruitment method by companies. However, not all companies use their own employees for all positions.

So, which positions are suitable for social recruitment? It must be a key position or an important position, such as finance, office, etc. The employees recruited by the company through social recruitment are placed in these important positions.

Those unimportant and insignificant positions are all dispatched to labor dispatch workers, which can not only save costs, but also allow the company to have sufficient initiative. For example, in a production workshop, many of the jobs there are repetitive physical tasks, and dispatch workers are perfectly capable of doing them.

In addition to the fact that social recruitment is suitable for limited positions, the cost of social recruitment is relatively high. It requires a dedicated human resources department to spend time and travel to various places to recruit, which is time-consuming and money-consuming. In the end, the employees recruited It may not be suitable for the enterprise. If you dismiss employees unilaterally, you have to bear corresponding responsibilities, which is not worth the gain.

After comprehensive consideration, companies are more inclined to use dispatched workers, which can bring a lot of benefits to the company, save a lot of costs, and avoid a lot of troubles. No matter what the reason is, for enterprises, interests always come first. Whichever is more beneficial to the enterprise, labor dispatch or social recruitment, the enterprise will actively choose that one.

The labor dispatch system exists in large numbers in many enterprises or units. I think the main reasons for the popularity of the labor dispatch system are as follows.

First, avoid risks. Enterprises do not establish direct employment relationships with employees and do not sign contracts. Once an accident occurs to an employee, the employee's relatives cannot go directly to the company. Because the enterprise signs an employment relationship with the labor dispatch company, and the employees sign a relationship with the labor dispatch company. In this way, companies can avoid a lot of risks and troubles. Especially some high-risk and high-risk industries, such as chemical plants, power plants, and coal mines. Many of these companies sign labor dispatch contracts to avoid unnecessary trouble.

Second, save financial resources. If the company directly signs a contract with its employees, it must provide employees with corresponding five insurances and one fund or necessary insurance measures. But if you sign a contract with a labor dispatch company. Then don't think about it at all. Many labor dispatch companies sign two or three insurances with their employees. This can save the company a fortune. At the same time, signing a contract with a labor dispatch company can minimize employee wages because the labor dispatch company is a third-party employment platform.

Third, save time. Labor dispatch companies specialize in human resource dispatch and are relatively professional. The employer only needs to tell the labor dispatch company the conditions and personnel of the employees it wants to recruit. All interviews or written examinations can be organized by labor dispatch companies. The employer only needs to arrange a few people to supervise or participate in recruitment. This saves the company a lot of manpower, material and financial resources, and is relatively formal, ensuring that it can recruit employees that it is satisfied with. Because labor dispatch companies have a large amount of human resource information for employers to choose from.

Fourth, reduce trouble. Some administrative units also adopt the labor dispatch system. For example, some police stations recruit temporary police officers through the labor dispatch system. In this way, when temporary personnel have disputes with the masses, temporary personnel can be pushed to the front. In this way, if the public refuses to give up, the employer may take a method of ordering an employee to resign or dismiss him directly. In this way, employees can only find labor dispatch companies and have no direct affiliation with the employer. In this way, cheap labor can be recruited and unnecessary trouble can be reduced.

Fifth, easy to replace. Some companies feel that employees can be replaced at any time if they are not satisfied. For some employees under the labor dispatch system, if they are not satisfied, they can directly return it to the labor dispatch company and explain the reasons. After the employees return to the labor dispatch company, the labor dispatch company will re-send new employees. This will allow the company to recruit better quality employees. Compared with employers directly recruiting employees, employees under the labor dispatch system can be replaced at any time. This is also a stimulus to employees and a supervision to labor dispatch companies. This will prevent the rotten water from flowing out.

Labor dispatch has been criticized by many employees for a long time. It is obviously a good company, but I am not an employee of this company. I am a dispatched employee of a third party.

The wages and benefits are often much lower than those of regular employees in this unit, which artificially creates a sense of alienation. Although employees feel bad about labor dispatch. But why do many employers still use a large number of dispatched workers?

Employees have indeed discovered the shortcomings of labor dispatch, but labor dispatch has its fixed advantages that cannot be replaced. First, the unit management model is simplified.

This is always the most direct reason for employers to use labor dispatch. Let the professionals become more professional and the employer concentrates on research and management. This is definitely the most popular way.

Many people have discovered that when some good units are looking for employees, they entrust some labor dispatch companies to recruit them. The employer only needs to provide the basic conditions for recruiting employees and does not need to consider other issues. It only needs to participate in the interview. The labor dispatch company will naturally do the rest.

Whether it is wages, insurance, or provident fund, as long as you propose your budget, the labor dispatch company will set up a suitable plan for you based on the labor market situation. Of course, labor dispatch companies also want to make money, so it is easy to stand on the opposite side of the employees.

The development direction of many societies coincides with this approach. For example, Haier's small group-self-operated business model is equivalent to Haier being both a main business management company and a labor dispatch company. It is impossible for these self-operated entities to set up human resources managers to manage employees. Agency accounting is becoming more and more popular for some start-up companies. It is very simple and easy for small companies to handle accounting affairs. After all, small companies have to find an accountant to handle it. Tens of thousands of yuan in accounts a year is not enough. cost.

Companies such as Google and Apple also make extensive use of labor dispatch workers. According to a document obtained by The New York Times, Google’s informal workforce has exceeded its full-time workforce. As of March 2019, Google had 102,000 permanent employees worldwide, compared with 121,000 casual employees. Second, form an artificial hierarchy to enhance job competitiveness.

To be honest, the concept of hierarchy has indeed been deeply rooted in everyone's bones. Labor dispatch workers can only be regarded as temporary workers for the unit, and their wages and benefits are not as good as those of regular employees. Some companies reward dispatched employees by converting them into regular employees. This is a way for people to develop their careers.

Some companies believe that the maximum six-month probationary period stipulated in the "Labor Law" is not enough to test the nature of employees, so they may extend this "probationary period" through labor dispatch. . Third, avoid some legal labor relations.

Labor dispatch can indeed cut off the relationship between certain employers and workers. For example, we often talk about various labor security benefits such as open-term labor contracts, financial compensation when leaving the job or compensation for terminating the labor contract, funeral expenses, pensions, subsidies for supporting relatives, etc. if the employee dies due to non-illness.

For labor dispatch companies, as long as they arrange labor dispatch workers to new units, they can avoid financial compensation or compensation for terminating the labor contract.

Therefore, labor dispatch will indeed become more and more popular in the future. There are legal regulations on labor dispatch

However, no matter what the circumstances, the national regulations on labor dispatch cannot be abused. This is the state’s legal protection for employees. The state implemented the "Interim Provisions on Labor Dispatch" on March 1, 2014, which regulates the behavior of labor dispatch.

First of all, the state clarifies that employers can only implement labor dispatch in three types of positions: temporary, auxiliary, and alternative positions. Temporary refers to positions that last no more than 6 months, auxiliary refers to non-main business positions that provide services for main business positions, and substitute refers to the original employees who are unable to work due to off-the-job study, maternity leave, etc. Jobs that can be replaced by other workers.

Auxiliary positions shall be determined through discussion by employee representatives or all employees, and through equal consultation with the trade union and employee representatives.

In addition, the labor dispatch used by the employer cannot exceed 10% of the total number of employees; the labor contract signed between the labor dispatch company and the employees must be more than two years; the social insurance of the employees must be provided to the employees in the location of the employer Payment; the employer shall pay wages that are no less than the minimum wage to the returned labor dispatch employees during the period when they are not working.

In summary, labor dispatch has many advantages and disadvantages, and the state will strive to protect the rights and interests of labor dispatch employees within the legal framework.

I feel that it is a product of the transition of social development and the needs of enterprises. It will gradually become thinner along with the development of the country's legal process. First of all, it is because most business units want to cooperate with labor dispatch units, so that companies can maximize their interests, which may be reflected in the following aspects.

1. The human resources department of the enterprise does not need employees to go to the talent market every day, run through channels, publish recruitment advertisements and other marketing expenses.

2. Enterprises will not bear so many risks and chores. If anything goes wrong, the labor dispatch company will take care of it. Moreover, labor dispatch company employees must be trained on work procedures and safety precautions before taking up their posts. In this way, enterprises can use it with peace of mind, avoid secondary investment, and save a lot of time and expenses. It is of great benefit to the enterprise. If you don’t use it, you will be a fool. You can’t find fools in this society

Enterprises can save worry and effort. Why not use a labor dispatch company? There is no need to worry so much about people’s future. Where does it come from and delays production?

3. Labor dispatch employees do not have to pay five insurances and one housing fund, which can help companies save a lot of money. However, part of the money will be given to the labor dispatch company. Whether it is paid or not is up to the labor dispatch company. As far as I know, labor dispatch companies will basically give some employees who cause trouble some money. They are also afraid of it, and most of it goes into their own pockets. Nowadays, many corporate employees come from rural areas and have limited education and weak awareness of rights protection. This is why there are a large number of labor dispatch companies in Beijing, Shanghai, Guangzhou and Shenzhen basically all over the country.

Finally, I hope that job-seeking friends will first find a company to find a job. If you really can’t find it, go to a labor dispatch company. But it must be a regular labor dispatch company. If you encounter a small agency or a black agency, you should call the police to protect your rights. I won’t elaborate much here, so I’ll stop here. Thank you everyone for reading [yeah][yeah][yeah]

Sometimes it really doesn’t work, and you have to go through a labor dispatch company. It is necessary to understand what "labor dispatch" is for

1. Which positions can be "labor dispatched"

The "Labor Contract Law" stipulates that only temporary and auxiliary employment , Labor dispatch can only be used for replaceable positions.

2. "Labor dispatch" is an agreement signed between the employer and the employer. The employer does not directly sign an agreement with the "labor dispatch personnel"

Here The "employing unit" is a labor dispatch company, and the "employing unit" is a company that uses personnel from the labor dispatch unit. Under normal circumstances, the employer is required to sign a "labor contract" with the employee, but if the employee is dispatched from a labor service company, this is not required.

3. The business model of labor dispatch companies is to survive by earning price differences

"Labor dispatch companies" have no business of their own and rely on providing services to employers. Dispatching laborers and earning the difference makes a living.

For example, when an employer signs a contract with a labor dispatch company, it requires five people, each paying 5,000 yuan per month. One method is that the employing unit pays the labor dispatch company directly, and the labor dispatch company can pay these personnel 4,000 yuan per month; the other method is that the wages of these personnel are directly paid by the employing unit, and the labor dispatch company pays them separately. The labor dispatch company pays the fee.

Some employers can only use labor dispatch.

Fayan Scan once chatted with the clerk during a court session. The clerk said that he was dispatched from a labor service company. Came here.

In fact, due to staffing limitations, courts sometimes cannot recruit people directly. However, because there are too many cases, they need to hire temporary personnel. However, these personnel cannot be paid by the finance department, so these temporary personnel are hired. They are dispatched by labor service companies, and then the wages of these personnel are paid by the case acceptance fees collected by the court.

In addition, like some construction companies, once they win the bid for a project, they will need a lot of construction personnel. However, if there is no project, it is impossible to maintain these personnel. The cost is too high, so construction companies are in great need of labor services. Cooperate with the dispatch company.

Labor dispatch can avoid paying social security and other obligations

Some units do not have to hire workers from labor dispatch companies, but in order to avoid paying social security and other reasons, they sign contracts with labor dispatch companies , let it dispatch personnel.

In fact, after I have already hired the person, I find the labor service company to hire the person, and then the labor service company dispatches him.

This method is very detrimental to employees. Their labor relations and social security relations are all with the labor dispatch company. Once they are returned by the employer, they cannot protect their rights.

In short, employment methods such as labor dispatch are the needs of the market and are in compliance with legal regulations. Not all employees can be hired directly.