This is the minimum requirement for labor dispatch companies. Some institutions can only engage in job introduction and personnel agency business, and have no legal qualification for labor dispatch. When an enterprise uses the personnel dispatched by such organizations, it will be considered that the labor relationship has been established between the enterprise and the dispatched personnel, and the purpose of reducing the employment risk cannot be achieved. Employment introduction is an intermediary service for workers to apply for jobs and employers to recruit employees. Career introduction mainly plays the role of information consultation, intermediary introduction and agency service between employers and workers, and is a civil entrustment relationship between employers and workers. Personnel agency refers to the personnel flow management organization, entrusted by units or individuals, in accordance with laws and regulations, in accordance with certain personnel management norms, using social services to implement agents for employers and personnel affairs, including recruiting employees and paying and paying social insurance on behalf of employers. , commonly known as "personnel outsourcing". A civil entrustment relationship is formed between the personnel agency company and the employer. Although the laborer has a direct labor and personnel relationship with the personnel agency company, because the personnel agency company is the agent, the consequences of all actions shall be borne by the client. Employers can't avoid employment risks by using employment agencies and personnel agencies. An enterprise can confirm whether the labor dispatch company has legal qualifications by checking the business license and other qualification certificates.
2. Degree of risk transfer.
Different dispatching companies have different risk tolerance, so enterprises should choose companies that can bear more risks. Specifically, the enterprise can evaluate whether the dispatching company has a sense of responsibility to take risks: web links, excluding dispatching companies that are unwilling to take risks; The enterprise shall investigate whether the dispatching company has a risk prevention management system, and exclude the dispatching company without a risk management department or institution; Enterprises should examine the business ability of dispatching companies to deal with risks, and exclude dispatching companies that lack experience and professionals in dealing with labor legal issues.
3. Service ability.
Dispatching companies can provide services for enterprises in a large number of specific human resources management matters, such as salary payment, social security payment, employment procedures and so on. Enterprises can evaluate service items, service network distribution, service scale, service level and service brand reputation. When using labor dispatch, enterprises need to consider employees' acceptance of dispatching companies. Usually, dispatching companies with high service level and large scale are easily accepted by employees.