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A what is labor dispatch

1. Labor dispatch, also known as talent dispatch, talent leasing, labor dispatch, labor leasing, employee dispatch and employee dispatch, refers to that an institution with the qualification of labor dispatch service enters into a labor contract with the dispatched employee, and the dispatched employee pays labor services to the dispatched enterprise (actual employing unit), The labor contract relationship exists between the institutions with labor dispatch service license and the dispatched employees, but the fact of labor payment occurs between the dispatched workers and the enterprises to be dispatched (actual employing units).

2. The most remarkable feature of labor dispatch is the separation of employment and use of labor force. Labor dispatch agencies are different from job agencies. They become a party to sign labor contracts with workers.

B nine benefits of labor dispatch

1. Save expenses and reduce employment costs

2. Avoid recruitment difficulties and speed up the arrival speed

3. Improve personnel efficiency and reduce management pressure

4. Flexible and safe exit and decomposition of employment risks

5. Flexible employment system to avoid emergencies

6. Reduce the loss of labor points and maintain the corporate image

7. Avoid brain drain and improve enterprise vitality

8. Changing employment forms and avoiding legal risks

9. Coordinate with functional departments to provide value-added services

C. labor dispatch cooperation process

It is divided into nine steps: preliminary consultation, contact and review, determination of scheme, signing of agreement, organization of recruitment, pre job training, on-the-job trial, formal post setting and normal operation:

1. Preliminary consultation

The employer selects qualified and qualified dispatching companies through various forms to consult, understand the operation process and inquire about the charges. The sending company understands the situation of the customer's enterprise and asks for specific demand indicators. Both parties exchange documents on enterprise qualification and other cooperation needs.

2. Engagement review

If both parties are satisfied with the exchange of qualification documents and tea, they can express the single cooperation, and agree to borrow money without negotiation. During the interview, the employer can ask questions on labor dispatch and other related matters and check the qualification. The dispatch company will also evaluate the credit rating and payment of the employer. And go to the employer's demand post to investigate the working environment, safety guarantee and other matters.

3. Determine the scheme

The employer puts forward dispatch requirements such as types of work, posts and required number of people to the dispatch company. The dispatch company formulates the dispatch plan according to the requirements of the unit, and both parties agree on the review and negotiation of the dispatch plan.

4. Sign an agreement

The employer and the dispatch company shall sign the dispatch agreement according to the agreed dispatch plan, make clear agreements on specific matters related to the dispatch, and clarify the rights, obligations and legal responsibilities of both parties.

5. Organization recruitment

The dispatching company shall organize and implement the recruitment plan according to the requirements of the employer, or the employer shall directly recruit personnel, and then establish labor relations with the dispatching company.

6. Pre job training

The dispatching company shall provide pre job training for the dispatched employees, and provide training on the tripartite green relationship between the dispatched employees, the employer and the dispatching company, as well as the rights and obligations of the dispatched employees. It can also implement enterprise rules and regulations training for dispatched employees according to the entrustment of the employer. The employer shall also provide training for specific posts.

7. Probation

Organize dispatched employees to take up posts, try out at specific posts, and assess the probationary personnel.

8. Formal post setting

The sending company shall sign a formal labor contract with the probationary employee, go through the employment formalities and apply for social security registration

9. Normal operation

The dispatch service is in normal operation. The dispatch company makes monthly statistics on the dispatched personnel, and the employer calculates the salary accordingly, and transfers the salary, bonus and social security to the account of the dispatch company. The dispatch company pays the salary to the dispatched employees, makes necessary adjustments to the number of employees leaving vacant posts, and arranges the dispatch specialist to communicate with the employees to ensure the quality of the later stage of dispatch.

D. contents of labor dispatch services

Entrusted recruitment: recommend suitable professionals to the enterprise in the shortest time according to the needs of the enterprise;

Employee physical examination: organize employees to do induction, resignation and annual physical examination;

Procedure handling: be responsible for the entry and exit procedures of employees and the handling of various certificates;

Employee training: responsible for pre job public training and skill improvement training of employees;

Contract management: establish labor relations with dispatched employees according to law, including the conclusion and termination of labor contracts;

Salary payment: formulate salary and welfare plans according to the negotiation between the enterprise and dispatched workers, and pay wages in full and on time;

File management: responsible for the establishment of employee files and the handling of deployment procedures;

Social security: be responsible for withholding individual income tax and other expenses of employees, handling social insurance and corresponding commercial insurance, and performing work-related injury claim procedures;

Performance management: assist customers in performance management of employees. Select and award advanced and excellent employees, and punish employees who violate rules and disciplines;

Logistics management: assist customers in safety education and labor protection for employees, and do a good job in logistics support;

Dispute settlement: handle labor disputes, participate in labor arbitration and litigation, and prevent risks for customers;

Regulation consultation: provide consultation on labor and personnel policies and regulations for enterprises and employees.

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