As an old bird with nearly ten years of experience in personnel work, the answer is yes! But in my opinion, there is something wrong with this expression of the topic.
Labor dispatch is labor dispatch, and regular employees are regular employees. It is impossible to "turn" and "not turn". I will explain it in detail below.
Labor dispatch means that employees sign labor contracts with third-party intermediaries. A form of employment that is dispatched by a third-party intermediary to the employer to carry out related work according to the requirements of the employer.
Therefore, labor dispatch involves three subjects, namely, workers, intermediaries and employers.
Laborers and intermediaries belong to labor contracts, and intermediaries and employers belong to dispatch agreements.
Formal workers are labor contracts signed directly with employers. That is, the object of legal liability and the employer are the same subject.
So it is not accurate to change from dispatched workers to regular workers. Because the legal objects are different, there is no transfer.
The so-called transfer is just that the employer thinks you are suitable and recruits you as a regular employee. That is, terminate the labor contract with the tripartite intermediary, and then re-sign the labor contract with the employer. It is equivalent to resigning and changing jobs.
Not all positions have the opportunity to become regular employees. The reason why enterprises choose outsourcing is to reduce the expenditure of labor costs.
Therefore, if you want to become a regular employee, you must show the corresponding ability during the dispatch period, so that the employer feels that it is worthwhile to pay for you.
From your own situation, first of all, your ability should be outstanding. Enterprises really want to change from dispatched workers to regular workers, and the number of places is undoubtedly very small.
Generally speaking, the ability to dispatch employees is relatively low, and it is better to choose employees by yourself. Therefore, excellent performance is the primary factor.
Secondly, it is best to have a certain degree. Like our company, there are very few employees who change from dispatched employees to regular employees, and the academic requirements are the same as those of internal employees.
Many people's abilities are really ok, but their academic qualifications can't meet the requirements, so they have to give up. Essentially, I missed this opportunity.
But then again, if the original education is ok, maybe I can find a better one, and I don't have to go to work in a three-party dispatching company.
General enterprises need to send employees, indicating that the demand for such employees is relatively large. The demand for large-scale employees is relatively low.
Then for ordinary employees, there are few opportunities to become regular employees. Especially ordinary employees.
But if you are dispatched as a skilled worker, the probability is relatively high. For example, like the current Internet dispatch company, the chances of becoming a full member will be much higher than those of the workshop staff.
So when I am looking for a job, I also need to make some industry distinctions. If it is easy to change from dispatching workers to regular workers, you can consider dispatching companies, but if the chances of becoming regular workers are slim, try not to consider them.
This is because the overall salary and benefits of dispatched enterprises are relatively low. Moreover, because it is a dispatched worker, the employer's concern for it is seriously insufficient. It may cause some psychological discomfort and affect your life and work.
To sum up:
1. Sending workers to full employment is actually a process of leaving their jobs and re-joining.
2. Excellence is the basis for obtaining the opportunity of "becoming a full member"
3. When choosing a job, try to choose a formal position, and assign workers to consider it carefully.
At present, the requirements of government agencies and institutions are to take exams every time they enter. Except for students, Selected Graduates and demobilized soldiers, most of the staff are admitted by taking the civil service examination or the examination of public institutions. As for the supernumerary staff of government agencies and institutions, whether in the form of labor dispatch or directly signing contracts with units, there is no channel to directly convert them into formal supernumerary staff.
After 20 10, the enterprises that once worked in Xiao Lei organized the whole province to send employees to become full-time employees for three consecutive years, and selected excellent employees through written examination and interview. The nature of labor dispatch was changed to directly sign contracts with provincial companies, and all the benefits were the same as those of formal employees recruited on campus. Of course, there is not much such formalization. A city has only about 10 places a year, so it is difficult to regularize it successfully.
In 20 14, the state issued the Interim Provisions on Labor Dispatch, requiring that the number of personnel dispatched by each unit should not exceed 10% of the total employment, and giving it two years to rectify. For many enterprises, the proportion of dispatched personnel far exceeds this figure, so some enterprises began to become full members on a large scale. However, this normalization is not the same as the previous normalization. After becoming a full member, he signed a labor contract with the municipal company, and the treatment will be worse than that of the provincial recruitment, but after all, he is an enterprise employee.
However, from 20 16, the proportion of employees dispatched by enterprises dropped to 10%, and enterprises never took formal examinations again. But for dispatched personnel, there is another way to become regular employees, that is, to participate in social recruitment organized by enterprises, facing the whole society, but generally there is some inclination to internal employees.
Therefore, there is still a chance for the dispatched personnel in the enterprise to become full-fledged, but it is not easy to grasp and needs relationships and abilities!
Labor dispatch employees have the opportunity to become regular workers, that is, sign labor contracts with employers instead of labor contracts, but the probability is really low.
First of all, the nature of labor dispatch affects the difficulty of becoming a full member.
The "three characteristics" of labor dispatch practitioners are temporary, auxiliary and replaceable, which determines that they have been marginalized in their work and it is not easy to make achievements in their work.
For example, the labor dispatch employees in our unit are mainly engaged in cleaning and security, and even if the work performance is good, the leaders will not agree to give them full employment.
Because their work is too insignificant for a unit to create benefits.
Secondly, the employment advantage of labor dispatch, the employer is unwilling to become a full member for them.
For employers, the advantages of using labor dispatch are obvious: it can reduce the recruitment cost, reduce the use and management costs, employ flexibly, avoid many labor disputes and so on.
Units are also egoists, and only do things that are beneficial to them on the premise of ensuring the creation of benefits.
If the simple employment method can meet the production demand, they will not further consider the interests of employees and take the initiative to turn them into regular employees.
Third, although the opportunity is slim, there is still such an opportunity.
Our unit's "Regulations on Personnel Management of Newcomers" clearly points out that if the unit needs to recruit personnel, under the same conditions, priority will be given to sending employees.
By my side, there are also workers who are dispatched through labor services. Because of their outstanding performance, they have signed labor contracts with employers.
A capable person, like a cone in his pocket, will have a bright future sooner or later. One is to see if you have the skills and talents that employers need, and the other is to see if the company has such opportunities.
There are talents first, then wait for opportunities, and labor dispatch employees also have their day.
It depends on what industry you are engaged in. Generally speaking, anything is possible as long as you are good enough.
First of all, in 20 12, Ministry of Human Resources and Social Security revised the relevant content of labor dispatch in the new labor law: that is, the number of employees dispatched by all enterprises and units shall not exceed 10% of the total number of employees in their own units, but the logistics and auxiliary personnel of government agencies are not limited by this employment ratio. However, if you are willing to stay as an assistant in a government agency, I'm sorry, your chances of becoming a full-time employee are basically very few, unless you pass the open recruitment examination and are admitted. As a result, many enterprises, such as central enterprises, state-owned enterprises and banks, which use more dispatched employees, turn some outstanding employees into formal contract employees after the contract of dispatched employees expires. Private companies do the same.
Secondly, as far as I know, as long as you can enter the company you want to join, no matter what employment method you adopt when you first enter the unit, the first thing is to do your job well. Good work performance, the boss does not want you is his loss. It's natural to get a raise and promotion, so why worry about your salary?
In short, labor dispatch is no longer the mainstream form of employment in our country.
First of all, in order to save manpower, material resources and financial resources and avoid disputes, the employer pays the cost to the labor dispatch company and uses labor dispatch workers. Labor dispatch workers are originally a way to save trouble, preferring to pay more or even violate the rules. Because the "Labor Law" clearly stipulates that the number of dispatched workers shall not exceed 10% of formal employment, this boundary has been broken by facts countless times.
Secondly, labor dispatch workers are mostly used for simple labor, and the company's managers and professional and technical personnel are generally formal employees of the employer, which is the object of key management and training. Unless there are special reasons, or show extraordinary management ability at work, or be an indispensable technical backbone of the company, the employer will generally not turn the labor dispatch workers into unit labor contract workers.
Third, the labor dispatch workers will not work in the same unit for too long and face the risk of adjusting their posts at any time. Therefore, it is difficult to become a high-tech talent in a certain industry or post, which deserves the attention of employers.
Fourth, it is difficult for labor dispatch workers to achieve equal pay for equal work with regular employees in the same position as employers. Even with the agency fee of the labor dispatch company, the average cost of using labor dispatch hours is usually cheaper than that of regular employees. In addition, there are no worries about stress, labor disputes, work-related injuries, etc. This is the reason why institutions, state-owned enterprises, listed companies and large enterprises like to use labor dispatch workers. Employers will not easily change their status and become formal labor contract workers.
Labor dispatch workers cannot become regular workers, because there is no progressive relationship between them, and the labor contract relationship between them is different. Can it be said that they have become regular workers?
The relationship between regular workers and dispatched workers is parallel. For example, a regular employee signed a labor contract with a company, and after a three-month probation period, his labor contract relationship with a company was established. After the probation period, A belongs to a formal employee of a company.
As for the labor contract signed by Party B and Company B, the labor relationship means that Party B has established a certain labor relationship with Company B, but because of the work needs of Company A, it has signed a certain dispatch or service agreement with Company B to send Company B to work in Company A, with equal pay for equal work. Even so, how can it become a regular employee?
Of course, some situations will still happen, that is, Company A thinks that B has the ability to work, and puts forward conditions for B to resign from Company B and sign a contract with Company A first, so that it can become a full member.
When you ask this question, it may be related to your current situation. Either you are waiting for the job, or you have been hired.
? Let's talk about the new employment situation as a labor dispatch worker.
Labor dispatch is a way for enterprises to supplement labor and employment, and it is also an employment opportunity for employees. Some more formal enterprises can generally achieve equal pay for equal work, but they will still encounter some unequal treatment in their work. For example, job promotion is a treatment that only regular employees can enjoy. If you behave well, you will get a full-time job after a few years of work. The premise is that you have professional expertise and outstanding work ability, or it depends on how high your emotional intelligence is.
? If you are a labor dispatcher who has been employed for many years, but has never been given a full-time job. Either you have enough patience to wait and work hard. Either you pack up and leave and find another job. There are several situations to analyze. Either you have exceeded the qualification of enterprise labor dispatch workers, or your work performance is average, and you can't meet the requirements of enterprise becoming a regular employee, or the enterprise is not standardized and doesn't want to give you a regular employee. The specific situation needs specific analysis, it's up to you.
Answer; The supernumerary (labor dispatch) of state-owned enterprises may turn positive by three points.
One: First of all, you should be good at your ability. What I said here is good. You must be good at being a man, working hard and getting along well with your colleagues.
Two: there must be a leader in charge to recognize hello.
Three: after the competent leader approves you, you should also recommend it to the big leader to say hello. (If the leader in charge wants to retire and take a turn, it is also a mistake for the supernumerary staff to talk all day and say hello and not recommend it.
Four: After you have the above three items, you should find more time to study charging, because you will have to take an exam when you enter. If a leader has booked a position with you, you should try to get in. At the critical moment, I can only blame myself for cowardice [covering my face] [covering my face] [covering my face]
It happened that informal workers turned positive, especially in 2005. At that time, it was called internal inspection to become a full member, that is, what to do and what to test, according to the professional knowledge of your industry.
As for the direct transfer of labor dispatch workers, there are also. But it's still quite small, about one in fifty or sixty thousand people. Generally, it only happens in cities above the third tier and needs the support of very high-level leaders.
Some people only know the Civil Servant Law which came into effect on June 65438+1 October12006, but they don't know the Provisional Regulations on State Civil Servants of June 1993. That is, before the promulgation of the Civil Service Law in 2006, we all regulated and managed civil servants in accordance with the Provisional Regulations on Civil Servants promulgated by 1993.
If we can say the difference in one sentence, I will say that the purpose of the Civil Service Law promulgated in 2006 is to expand the scope of civil servants, and it is no longer only the administrative organs that call them civil servants. (1993 promulgated the "Provisional Regulations on State Civil Servants" only stipulates that the administrative organs are civil servants, and others are not. )
So you need to know which unit organized the internal examination from 2005 to 2006. If you pass the internal examination, you will become a full member.
All right, let's talk about dispatchers. At present, there are many dispatchers with bachelor's degrees, and their ability is not bad. They are all young people after 80 s and 90 s. What's the difference between them and those who took the exam in 2005 and 2006? I can't see the gap anyway. 1993 by 2006, why can we expand the scope of civil servants? Turn some people who are not civil servants into civil servants after passing the internal examination?
The answer is finance. Only with financial support can we do this.