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是什么原因让事业单位使用劳务派遣用工

时间:2017-04-05 责任编辑:上海骁扬
事业单位采用劳务派遣用工有其自身特点的原因。事业单位是国家为了社会公益目的,由国家机关举办或者其他组织利用国有资产举办的,从事教育、科技、文化、卫生等活动的社会服务组织。依据财政补助的方式,事业单位的种类可分为全额拨款事业单位、差额拨款事业单位以及自主事业单位。由于部分事业单位提供的社会服务门类繁多,随着社会经济的快速发展,其任务也越来越重,受到机构编制的制约,单纯地依靠在编人员已很难完成给定的任务。下面,上海劳务公司带您来探寻一下事业单位使用劳务派遣员工的原因所在。
The reasons for the adoption of labor dispatching in public institutions have their own characteristics. A public institution is a social service organization that is engaged in the activities of education, science and technology, culture, health and so on. According to the way of financial subsidies, the types of public institutions can be divided into full funding institutions, the difference between the allocation of public institutions and institutions. Because some institutions to provide social services in various categories, with the rapid development of social economy, the task is more and more heavy, being restricted by the organization, simply rely on in the staff has been very difficult to accomplish a given task. Here, the Shanghai labor service company to take you to explore the reasons for the use of labor dispatching institutions.
1.降低用工成本
1 reduce labor costs
新版《劳动合同法》的实施给各类事业单位使用和管理编外人员设定了很多义务,同时也增加了很大压力。然而,劳务派遣的编外用工方式具有不可替代的优势,采用劳务派遣的事业单位不再需要对派遣人员进行繁杂琐碎的劳动管理,例如,对劳务派遣人员的聘用管理、户口落实情况、档案接转手续、员工薪资发放情况、员工个人档案管理、流动手续办理、社会保险办理及费用缴纳、劳动纠纷处理等诸多人力资源管理方面的事务性工作。让劳务派遣单位来负责完成这些繁琐的工作,事业单位的人事管理部门可将注意力集中在提高核心竞争力上面,如员工的绩效晋升考核,工作职位的科学设置与预测,员工专业技能的定期培训等等,避免资源浪费。
The implementation of the new version of the "labor contract law" set many obligations to various institutions and management staff, but also increase the pressure. However, the dispatch of labor supernumerary has irreplaceable advantages, the institution of labor dispatch labor management, no longer need to be trivial to send personnel such as transactional work on labor dispatch personnel recruitment management, account implementation, access to files, employee payroll procedures, personal file management flow, formalities, and pay the cost for social insurance, labor dispute processing and other aspects of human resource management. Let the labor dispatch unit is responsible for performing these tedious work, institutions of personnel management departments will focus on improving the core competitiveness, such as employee performance promotion assessment, scientific setting and prediction of jobs, professional skills of staff training and so on, to avoid the waste of resources.
劳务派遣除了降低事业单位的用工成本,简化了人事管理的程序,同时也能从人力资源的方面提高单位的经营效益。如招聘成本降低;使用市场杠杆来减少员工资薪的支出;根据本单位需求,及时调节单位人员架构。此外,事业单位通过使用劳务派遣这一特殊的用工方式,也可以使员工解聘成本等一系列的人工支出得到较大幅度的降低。
In addition to reducing the labor cost of the institution, the labor dispatch can simplify the procedure of personnel management, and improve the operating efficiency of the unit from the aspect of human resources. For example, the cost of recruitment is reduced; the use of market leverage to reduce the cost of staff salaries; according to the needs of the unit, the timely adjustment of the unit staff structure. In addition, the institutions through the use of labor dispatch this special way of employment, but also can make the cost of a series of artificial labor costs have been greatly reduced.
2.用人机制更加灵活
2 more flexible employment mechanism
基于劳务派遣的用工特点,劳务派遣员工与用工单位的劳动关系单一,仅仅只是一方指挥监督、一方提供服务的关系而已,此种关系简单、明了。在用工期限上也可以根据用人单位的人力资源需求进行很灵活的设置。由于派遣人员工作期限的灵活设置,当有人员需求时,用人单位可及时向劳务派遣公司要求增加人手,当人力资源暂时出现过剩时,用人单位又可将其退回劳务派遣公司,不需要担心依照劳动合同法的要求与员工签订(无)固定期限劳动合同。事业单位通过这种“重负责监督用工,轻人事管理”的用工模式,有利于将传统的职工与事业单位的依附关系彻底消除,使职工在劳动市场领域里面更加自由,可以拥有更多的自主选择权。同时,可以间接地解决了事业单位在人事管理上的传统顽疾。特別是,目前我囯事业单位的人事改革进入了深水区,将一些非重点岗位的、具可替代性的岗位使用劳务派遣用工,一方面可减少了人工费用支出,另一方面也可使单位人事结构更加灵活,突出核心职能,有利于建立灵活的用人机制。
Based on the characteristics of the labor dispatch, the labor relations between the dispatched workers and the labor units are single, only one side of the command and supervision, the relationship between the parties to provide services, this relationship is simple and clear. In the employment period can also be based on the employer's human resources needs to be very flexible settings. Because the flexible setting of dispatched personnel work period, when there is demand, the employer can promptly to the labor dispatch company requires additional manpower, when human resources temporarily surplus, the employer may return it to the labor dispatch company, do not need to worry about the labor contract in accordance with the requirements of the law and the employee sign (no) fixed term labor contract. Through this "business unit is responsible for the supervision and heavy labor, light management of personnel employment system, is conducive to the workers and institutions of traditional attachment completely eliminated, so that workers in the field of labor market is more free, can have more right to choose. At the same time, it can indirectly solve the traditional problems of personnel management in public institutions. In particular, the Chinese institutions and personnel reform into the deep water, some of the non key positions and alternative jobs use the labor dispatch, one can reduce the labor costs, on the other hand, also can make the personnel structure more flexible, highlighting the core functions, is conducive to the establishment of a flexible employing mechanism.
3.减少劳动纠纷
3 reduce labor disputes
由于劳动派遣用工的三方关系特点——劳动关系和用人主体相分离,事业单位与劳务派遣员工并没有签订劳动合同,双方之间不存在直接的劳动关系,这将大大降低了事业单位的相关责任和用人风险。当出现劳动纷争的时候,用人的事业单位作为法律上的争议主体,用工主体的法律责任并不需要让用人单位来承担,而是由劳务派遣机构出面处理。因此,事业单位可以通过劳务派遣用工这一特殊性来减少人事(劳动)纠纷以及产生的法律风险,有利于事业单位内部的人员和谐,减少不必要的内耗。此外,劳务派遣单位较用人单位更熟悉国家关于劳动保障的政策法规,在相应的劳务程序处理方面也更为熟练。用人单位将这部分的工作交由劳务派遣单位处理,程序出错率较低。即使出现劳动纠纷的时候,劳务派遣单位一般也有专员负责跟进处理,能有效降低劳动争议带来的风险。
Because the three party labor dispatch relationship characteristics of labor relations and human body separation, institutions and labor dispatch staff did not sign labor contract, there is no direct labor relations between the two sides, which will greatly reduce the responsibility of the relevant institutions and people with risk. When the labor disputes occur, the employer's legal institutions as the main body of the dispute, the legal responsibility of the main body of employment does not need to be borne by the employer, but by the dispatch agency to deal with. Therefore, the institution can reduce the personnel (labor) disputes and the legal risks, which is conducive to the harmony of the personnel within the institution, and reduce unnecessary internal friction. In addition, the labor dispatching unit is more familiar with the national labor and social security policies and regulations than the employing units, and is more skilled in the corresponding labor service procedures. Employers will be part of the work of the dispatch unit to deal with the error rate is low. Even if there is a labor dispute, the labor dispatch unit is also a general responsible for follow-up treatment, can effectively reduce the risk of labor disputes.
以上就是上海劳务公司提供分享,希望对各位有所帮助。
The above is the Shanghai labor service company to share, I hope all of you to help.
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