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 reduce labor costs
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.
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 more flexible employment mechanism
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 reduce labor disputes
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.
The above is the Shanghai labor service company to share, I hope all of you to help.