Is the safety factor of labor dispatch high? Give reasons

The pros and cons of labor dispatch, look at yourself, and the safety factor depends on the situation. 1. For the employer: 1. Reduce the cost of employment. When calculating the total expenditure of dispatched personnel, the employer first considers the post benefit. The second is to set wage standards at market prices. Third, there is no need to pay other unplanned expenses for the dispatched personnel. The special invoice for labor dispatch can be included in the pre-tax cost of the employer, and the cost of the comprehensive accounting unit is far lower than that of the employees in the company. 2. Convenient personnel management Professional experts believe that employers are not limited by hukou education and staffing, and usually formulate relevant management regulations for employees, give full play to their talents, and conduct management and assessment according to assigned tasks. The specific personnel management work is completed by the labor dispatch company. Employers can increase the number of employees when the business volume increases and decrease the number of employees when the business volume decreases, so the employment method is very flexible. 3. Reduce labor disputes Under the guidance of relevant laws, regulations and policies in China, the employer and the dispatching unit sign a dispatch service agreement, and the dispatching unit signs a labor (employment) contract with the dispatched employee. The relationship between the employer and the dispatched employee is only paid use. In this way, the employer can avoid possible legal disputes with the dispatched employees in personnel (labor) relations. Second, for workers (dispatching employees): 1, to better safeguard the legitimate rights and interests of workers. The personnel relationship of dispatched personnel belongs to the dispatching organization, which can urge the employing unit to standardize the employment system, ensure occupational safety, and put an end to the behavior of defaulting on employees' wages and comprehensive social insurance. If the legitimate rights and interests of the dispatched employees are infringed upon or treated unfairly during their work in the employing unit, after verification, the dispatching agency has the responsibility to safeguard the legitimate rights and interests of the dispatched employees in accordance with relevant laws and regulations or the rules and regulations of the employing unit. 2. "Length of service" can be calculated continuously. If the contract of the dispatched personnel expires and is not renewed, its personnel relationship can be represented by the labor dispatch agency, and its "length of service" can be calculated continuously. The labor dispatch agency will continue to pay social insurance for the workers (the insurance premium will be paid by the workers themselves). 3. Provide abundant employment information resources. Labor dispatch agencies have a lot of employment information and more flexible and broad employment space, which can provide more employment choices for workers. 4. Broaden and deepen new employment channels for graduates. Lack of work experience is the main reason for finding a job, and the job is relatively unstable. Accumulating work experience and social experience through labor dispatch can lay the foundation for finding an ideal job in the future. Third, for the society: through the deployment of laws and regulations and relevant policies of local governments, labor dispatch can promote the reform of the personnel system of employers and complete the transformation from "unit person" to "social person", on the other hand, it can alleviate the uneven distribution of talents and the contradiction between supply and demand, and realize the optimal allocation of talent resources. From the social point of view, labor dispatch has promoted the transformation of social human resources from extensive allocation to intensive allocation.