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Address: Jiangsu Province, Taicang City Chengxiang Zhen Shanghai Road No. 17-20

Dispatch

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Dispatch

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  • Release date:2015/08/29
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With the dispatch of the industry, more and more employers today have realized the dispatch as a form of employment benefits, and are added to the dispatch ranks.

From ten aspects to summarize dispatch service advantages:

First, save expenses, reduce employment costs

Employer settlement payment dispatch elasticity staff remuneration should be significantly better than their own staff book. Statistics show that almost all employers to pay wages to send staff salaries and administrative expenses, compared with the staff of the actual salaries and benefits expenditure will still be significantly reduced. Dispatch also for companies to reduce recruitment costs, labor management costs, dismissal dismissal compensation, retirement costs and other expenses subsidies.

Second, avoid recruitment difficulties, accelerate duty rate

"Difficult to recruit people," "labor shortage" is already a large number of enterprise human resource management often talks about the mantra. In fact, companies can be such a hassle affairs staff recruitment, all to the more specialized labor dispatch company and human resources agency. Labor dispatch company can provide full recruitment publication, staff organizations, screening interview, physical examination, employment registration, pre-job training, insurance and handling, a set of staff recruitment services.

Third, improve personnel efficiency reduce administrative pressure

Labor dispatch company employees can send more workshop team, set up a part-time foreman involved in assisting site management. It can also be equipped with a full-time management personnel in accordance with the requirements of the employer, the staff responsible for the dispatch of the team management. HR employer can have more energy to focus on job setting, introduction of talents, remuneration configuration, staff appraisal, staff skills training, etc., greatly improving the efficiency of human resource management.

Fourth, the dismissal and flexible security, decomposition employment risk

Accepting Units may not be qualified for post work or frequent violations of the rules and regulations of the dispatch staff, refund procedures for direct labor dispatch company returned by dispatching redeploying candidate to fill a vacancy. Flexible and secure way back workers, fully embodies the dispatch "can retreat, promoted or demoted," the superiority of the employment system.

Fifth, the elasticity of employment system, to avoid emergencies

Labor units can be increased when adding operational staff, reducing staff time to reduce business, employment mechanism is very flexible. Market operators obvious seasonal business, may enter into short-term employment agreements with dispatch dispatch companies. When converting business or operational problems, but also in consultation with the labor dispatch company for dismissal procedures. When their own employees to avoid repaying the bulk prone dismissal difficult, conflicts, Double Indemnity, petitions, and other passive intervention functions phenomena emergencies.

Sixth, reduce labor disputes, maintenance of corporate image

Send staff dispatch company affiliated with labor relations, employers and employees do not sign labor contracts dispatch. Employers will not send employees to return to send the company to terminate the labor contract, the company can send staff to return to work to arrange access to other companies. This can effectively control the generation of various labor disputes, labor disputes to avoid litigation because exposure affect corporate image.

Seven, to avoid brain drain, enhance the vitality of enterprises

Send staff especially professionals usually directly dossier kept by the dispatch company, sending the company relatively independent constraints of strict and effective system to ensure peace of mind to send employees to work in the contract period, and so avoid the resignation quit brain drain phenomenon. To send the company may also need to employers, with employees signed labor dispatch management to increase the non-competition or trade secret protection provisions, effectively prevent damage to dispatch employees to make the employer's interests.

Eight, to establish trade union organizations, to assist staff management

Trade union organizations in coordinating relations between employers and employees, but also to participate in assisting staff management. Many employers have been no internal trade unions, while sending the company but it will establish trade unions in accordance with the relevant regulations. Companies can send staff to send in each employer's elect more than one trade union leader and union officials, involved in helping to send staff daily thinking and behavior management.

Nine, change the form of employment, to avoid legal risks

"Labor Contract Law" stipulates that "the employer continuously for 10 years, or two successive fixed-term labor contracts entered into and renew the labor contract, if the worker is required, the employer should sign a labor contract without a fixed term . "Then once the layoffs is likely to violate the" Labor Contract Law ", and is bound to cause controversy dispute. If timely change employment forms, will be able to avoid the passive situation, but not in violation of the law.

Ten, coordination departments, providing added services

Labor dispatch companies and departments have maintained good communication relations, and can better implement the relevant legal provisions and spirit of the policy. So send the company can help employers and employees better understand the use of the relevant policies, the use of human and workers can enjoy timely national and local policies. You can also send the company when necessary for the employer to coordinate departments dealing with labor disputes disputes and other related matters.


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