Talent dispatch, also known as talent dispatch and talent leasing, refers to the recruitment of talents urgently needed by the employing unit through the talent intermediary service organization. The agency signs the personnel dispatch contract and the dispatched employee contract with the employer and the dispatched personnel respectively, in order to standardize the rights and obligations of the three parties during the dispatch period, and at the same time, it pays salary, manages social insurance on behalf of the hired personnel through the agency Archives and other new ways of employing people. The characteristics are that there is no direct labor relationship between the employer and the individual of the laborer, the unit does not support the staff, and the employer and the dispatching organization jointly implement the double track system of assessment management for the dispatched personnel.

Type:

Classification by nature

1. Full process dispatch: the personnel dispatching institution shall undertake the relationship from recruitment, selection, training, quality evaluation and physical examination to contract signing and personnel file

Transfer, salary calculation and distribution, social insurance handling, Title Evaluation and a series of personnel management services.

2. Transfer to dispatch: the employer shall recruit, select and train personnel by itself, and then the personnel dispatching institution and the employee shall sign the contract for dispatching employees, or sign the contract for dispatched employees with the employer, and the dispatching institution shall be responsible for the personnel file relationship transfer, salary calculation and distribution, social insurance handling and performance test of the employees Nuclear evaluation, title evaluation, party and League organization relationship management and other personnel affairs. The purpose of this paper is to reduce the fixed employees of enterprises, introduce competition mechanism and enhance the ability of enterprises to deal with risks.

3. Probation assignment: the employer will transfer the new employees during the probation period to the dispatching organization and then try in the form of dispatch. The purpose of this paper is to select talents accurately, reduce the risk of error and effectively reduce human capital.

By dispatch time

1. Long term dispatch: it is applicable to the post with little mobility, more important and stable personnel, and the general dispatching period is more than one year.

2. Short term dispatch: it is applicable to posts with large mobility, simple work nature and content. Generally, the dispatch period is within one year.

3. Phased dispatch: it is applicable to project and stage jobs. Generally, the dispatch period is determined according to the time required for the work project.

Operation process:

1. The employer shall make the employer's request;

2. Search for information;

3. To select personal data, interview and evaluate individuals;

4. The employer shall re test the qualified personnel in the preliminary test and determine the list of officially employed personnel;

5. To carry out the physical examination and pre job training for the formal employed personnel;

6. Signing contract, namely, the dispatch center and the employer sign the talent dispatch contract and the individual sign the dispatch contract;

7. To transfer and establish files for dispatched employees;

8. Handle the employee salary card;

9. Issue the dispatch employee work permit and employee manual;

10. To provide personnel services for dispatching employees such as management files, salary distribution, social insurance, title evaluation, on-the-job training, etc;

11. Dispatch relationship maintenance: that is, daily dispatch relationship maintenance between dispatch center, employer and dispatched staff;

12. Termination and renewal of the contract.

Service Items:

1. Salary payment of dispatched employees

2. Payment of social security and accumulation fund of dispatched employees

3. Recruitment of dispatched employees

4. Handling of employment procedures for dispatched employees

5. Termination and termination of labor contract for dispatched employees

6. Coordinated handling of accidents (industrial injury accidents, traffic accidents, etc.)

7. Labor security policy consultation

Applicability:

This new form of employment is not applicable to any situation or any organization. It has certain selectivity for talent types, and also for employers and types of work.

From the perspective of talent type, due to the characteristics of talent dispatch, not all talents are suitable for this dispatching mechanism. According to the difference of the value of talents, we can divide talents into four categories: auxiliary talents, general talents, special talents and core talents. Personnel dispatch is not suitable for core talents, such as the core talents (including management talents and technical talents) of enterprises and institutions, and those who need relatively stable work. In addition, the other three types of talents are generally applicable to the new form of employment, which is general talents and special talents. Of course, from the social perspective, the common characteristics of these three types of talents are to seek for the relocation of career or work, such as the new graduates of colleges and universities, the personnel who transfer the system of enterprises and institutions, the talents who seek diversified job opportunities due to the needs of career design, and those who are temporarily unemployed.

From the perspective of employing units, not all enterprises and institutions are suitable for this dispatching mechanism. Generally, when enterprises and institutions need to recruit new employees and are unwilling to take the risk of talents, they are willing to choose the form of talent dispatch to meet the needs of their employment. Meanwhile, the enterprise and institution need to choose the personnel dispatch mechanism to meet the human needs because of the sudden work, the temporary need to increase the staff, or seasonal employment, or the absence of temporary posts due to the leave of employees. In addition, when the government institutions and institutions restricted by the formulation and planning need to hire new employees, as well as enterprises and institutions, especially newly established companies and offices, do not want to invest in personnel management to avoid unnecessary disputes on human affairs, and entrust all or most of the personnel work to the personnel dispatching service institutions to finish the work Yes.