Generally speaking, labor dispatch belongs to the category of civil law. Human resources companies are related to labor law and labor contract law.
In the process of employment, human resources companies need to sign labor contracts with workers. However, professional intermediaries do not require workers to sign labor contracts, and there is no legal relationship guarantee.
Second, the two services are different.
Labor dispatch provides employment introduction service between employers and workers, and charges them a certain employment introduction fee.
The service content of human resources companies will be much richer than that of labor dispatch agencies. Human resources companies can engage in intermediary introduction. The main businesses of human resources companies include labor dispatch, personnel agency, recruitment outsourcing and social security agency. Projects involving licenses can only be operated after obtaining relevant licenses.
Third, the two clients are different.
Human resources companies are mainly aimed at enterprise companies, not job seekers, and help all kinds of enterprises that need employment to transport talents. Labor dispatch is to provide employees with interview opportunities and recommend talents to enterprises.
Four, the two charging objects are different:
Human resources generally charge enterprises, and intermediaries generally charge job seekers or two-way. Labor dispatch companies charge people who need services. For example, enterprises need talents. Intermediaries recommend successful job seekers to enterprises and let employees find jobs in employment agencies. Intermediaries charge job seekers.
Extended data
As a special resource, human resources have the following characteristics.
1, initiative: People have subjective initiative, can carry out activities purposefully and transform the external material world purposefully. Its initiative is reflected in three aspects.
2. Duality: Unlike any other resources, human resources belong to people and exist in people, so human resources are both producers and consumers. Human resources are rich in knowledge, which makes them have great potential and unparalleled high added value of other resources.
3. Timeliness: Human resources are different from general resources, such as mineral resources. Mineral resources can generally be stored for a long time, and the quality will not be reduced if they are not used. On the other hand, if human resources are stored and not used, they will be abandoned and degraded. The nature of work is different, and the best time for people to develop their talents is also different. Generally speaking, 25 to 45 years old is the golden age of scientific and technological talents, and 37 years old is its peak. Timeliness requires that the development of human resources should grasp the stage when people's age is most conducive to professional requirements and implement the most powerful incentives. ? [2]?
4. Sociality: Human resources are in a specific society and era, and different social forms and cultural backgrounds will reflect and influence people's values, behaviors and ways of thinking. The sociality of human resources requires paying special attention to the influence of social and political system, national policies, laws and regulations and cultural environment in the development process.
5. Continuity: the continuity of human resources development means that human resources can be continuously developed, not only the process of using human resources is the process of development, but also the process of training, accumulation and creation.
6. Renewable: human resources are renewable resources, and their regeneration is realized through the process of "consumption-production-consumption-reproduction" of each individual in the population. The regeneration of human resources is not only governed by biological laws, but also influenced by human consciousness and will, the development of human civilization and the restriction of new technological revolution.
Baidu encyclopedia-human resources