劳务派遣问题研究外文翻译资料

The research of labor dispatching problem

Wolfsan O

Abstract

Labor dispatching is a way of the marker allocation of human resources. is the expansion and extension of the personnel agency business.Its characteristic is that recruitment and phase separation of choose and employ persons. Under the condition of market economy. labor dispatching has the rationality of its emergence and development. According to the needs of unit of choose and employ persons labor dispatching company,provide training for low-skilled workers, to help their employment benefit for the laid-off workers and migrant workers provide wider employment opportunities. can also improve the efficiency of employment of the matching of supply and demand. effectively reduce the cost in the process of job search and recruitment. At the same time,this new approach to human resource service is helpful to reduce the transactional work. unit of choose and employ persons to reduce labor costs. For laborers. labor dispatching can not only provide low employment ability and orderly employment channels. and can meet the demand of high employ ability of some special crowd.

Key words: Labor dispatching: Employment problem: Labor protection

1 Introduction

Labor dispatch comes from the United States, grew up in Europe and the United States, Japan. and at present has been widely in many countries. Specification of the labor dispatching is a win-win system of choose and employ persons. It can meet the needs of enterprise efficiency maximization and cost minimization, and is beneficial to expand employment on the macro scale, alleviate employment pressure. Labor dispatch is to break the traditional labor relations under the market economic .system is a new type of human resource configuration mode. is the embodiment of the new division of labor under the knowledge economy, means that the development of human resources management theory and technology progress. Labor dispatching personnel system reform for the enterprise provides a new way. is to help enterprises

to reduce costs and improve operational efficiency. optimize the talent structure, win the competitive advantage, a new type of talents to promote the development of enterprise management mode. Labor dispatch as a new mode of choose and employ persons. has a special advantage and function and thus get the favor of many businesses and organizations. but like any new chino. employee dispatching also inevitably have some problems in practice. But it is. after all. in the market economy of a kind of new way of employment, and has the tendency of further development,we should respect the needs of the real life. with laws to regulate. make its orderly

development. If not to specifications. it may appear expand the use of dispatched laborers. unit of choose and employ persons also can produce a large number of sent to exploit of laborer. unit of choose and employ persons unit of choose and employ persons between mutual shirk responsibility. avoid labor law obligations.

2 Meanings and characteristics of the labor dispatching

So-called dispatching. leasing. also known as labor dispatching. labor force,which is also called employee leasing. it is to point to by the dispatched institutions and send workers to conclude labor contract. the dispatched workers to send enterprise to pay labor. labor contract relationship exists between the dispatching institution and the dispatched labor. but the fact of labor payment in the dispatched workers and between enterprises. Is a kind of workers but do not use workers. but not hiring workers use a recruiting and employing workers phase separation model of choose and employ persons.Labor dispatching work arrangements. is a kind of new form of factors of production organization. is the enterprise of a kind of brand-new behavior of choose and employ persons. but also a new kind of economic and social phenomenon. Generally speaking, the labor dispatching work schedules are. unit of choose and employ persons through external. only engage in for-profit services provide professional organi7arion, to arrange some temporary. fixed or other special job need arrangement form. Labor dispatching company separate parts of the traditional enterprise labor management,function. through savings special positions and mission requirements of different unit of choose and employ persons, has the scale management of special service. make a profit. This kind of work schedule has certain significance. it shows that the factors of unit of choose and employ persons .n the labor management function on the social division of labor and social cooperation

In labor dispatching, for some particular demand for Labor. unit of choose and employ persons only keep the use of labor link according co the task. and other labor management function to the labor dispatching company. The division of labor and cooperation makes the unit or choose and employ persons can according to the produce market volatility. more flexible use of labor force.,on the one hand. Improve the flexibility of enterprise employee, on the other hand co save the labor cost management and use. Labor dispatching organization is the organization of all kinds of labor resources and dispatched labor services to employers, dispatched personnels labor relations after sending organization party to send labor service as the management organization of the project. Dispatching purpose is the bridge between social surplus labor resources and project unit. and is responsible for the dispatched labor administration, effectively solve the problem of labor service personnels life work. safeguard the legitimate rights and interests of workers. and contribute to social stability.

Services for realizing labor configuration for direct purpose of labor resources and operating activities. Labor dispatching is a type of se

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劳务派遣问题研究

Wolfsan O

摘要： 劳务派遣是一种人力资源的市场配置方式，是人事代理业务的拓展和延伸。其特点在于招聘和用人相分离。在市场经济条件下，劳务派遣有其产生和发展的合理性。劳务派遣公司根据用人单位的需要，为低技能的劳动者提供培训，以帮助其实现就业，有利于为下岗失业人员和农民工提供较为广泛的就业机会，还可以提高就业岗位的供求匹配效率，有效降低求职与招聘过程中的成本费用。同时，这种新的人力资源服务方式有利于用人单位减少事务性工作，降低人工成本。对于劳动者来说，劳务派遣不仅可以为低就业能力人群提供有序的就业渠道，而且可以满足高就业能力人群的一些特殊需求。

关键词：劳务派遣；用工问题；劳动保护

1、引言

劳务派遣源于美国，成长于欧美、日本，日前在许多国家广泛推行。规范的劳务派遣是一种多赢的用人制度。它既能满足企业效率最大化和成本最小化的需要，又有利于在宏观上扩大就业规模，减轻社会就业压力。劳务派遗是市场经济体制下打破传统劳动关系的一种新型人力资源配置方式，是知识经济下新型劳动分工的体现，意味着人力资源管理理论的发展和技术的进步。劳务派遣为企业人事制度改革提供了一条新途径，是帮助企业降低成本、提高经营效率、优化人才结构、赢得竞争忧势、推动企业发展的一种新型人才管理模式。劳务派遣作为一种新型的用人模式，有着特殊的优势和作用，因而得到众多企业和组织的青睐，但同任何新生事物一样，人才派遣在实践中也不可避免地遇到一些问题。但它毕竟是市场

经济中出现的一种新型的用工方式，而且有进一步发展的趋势，我们应尊重现实生活的需要，以法律加以规范，使其有序发展。如不进行规范，就有可能出现用人单位扩大使用派遣劳动者，也会产生大量的派遣用人单位对劳动者进行盘剥，用人单位之间相互推卸责任，规避劳动法义务的现象。

2、劳务派遣含义及特征

所谓劳务派遣，又称劳动派遣、劳动力租赁，亦称人才租赁，是指由派遣机构与派遣劳工订立劳动合同，由派遣劳工向要派企业给付劳务，劳动合同关系存在于派遣机构与派遣劳工之问，但劳动力给付的事实则发生于派遣劳工与要派企业之间。是一种雇用工人但不使用工人，不招聘工人但使用工人的一种招聘和用人相分离的用人模式．劳务派遣式的工作安排，是一种新的生产要素组织形式，是企业的一种全新的用人行为，也是经济社会的一种新现象。概括地讲，劳务派遣式的工作安排是，用人单位通过外在的、只从事赢利性的劳务提供专业的组织，来安排一些临时的、非同定的或特殊的工作需要的工作安排形式．劳务派遣公司分离了传统企业的部分劳动管理职能，通过积蓄不同用人单位的特种岗位、任务需求，具有规模地经营特种劳务，赚取利润。这种工作安排形式有一定的深刻含义，它表明，用人单位在劳动要素管理职能上出现了社会分工和社会合作。

在劳务派遣中，对一部分特定的劳动力需求，用人单位只保留了劳动力的使用环节安排工作任务，而将其他劳动力管理职能转交给了劳务派遣公司。这种分工与合作使得用人单位能够根据产品市场的波动，更加灵活地使用劳动力，一方而提高了企业用工的灵活性，另一方而节约了劳动力管理和使用成本。劳务派遣组织是组织各类劳务资源并派出劳务到用工单位，派出人员的劳动关系在派出组织一方的以派出劳务服务为经营项目的组织。劳务派遣目的是社会富余劳务资源与用工单位之间的桥粱，井负责所派出劳务的行政管理、切实地解决劳务人员的生活工作问题，维护劳务人员的合法权益，为社会稳定做出贡献。

劳务是以实现劳动力配置为直接目的而经营劳动力资源的活动。劳务派遣是劳务经济的一种类型。劳务派遣既能满足政府的公益性的要求，也能满足用工单位的要求，为劳务部门提供生存渠道。专门的劳务派遣机构，通过将员工派遣到用人单位工作的方式进行劳务活动，劳动者虽然在用人单位工作，但是他是劳务派遣机构的职工，劳动者和劳务派遣机构签订劳动合同，和用人单位没有直接的关系，劳务派遣机构和用人单位之间有民事的合同。劳务派遣的特殊性在于出现了专门的劳务派遣机构，出现了雇佣关系与劳动使用关系的分离。劳务派遣是一种人力资源的市场配置方式，是人事代理业务的拓展和延伸。劳务派遣是随着市场经济的发展和市场竞争的激烈而产生的一种新型用工方式，对企业来讲它可以降低招聘成本，使用人制度更加灵活，对劳动者来讲可以更容易获得就业机会。劳务派遣涉及到派遣单位、实际用人单位以及派遣劳动者三方之间的关系。按照西方的劳务派遣模式．派遣单位先与劳动者签订劳动合同，随后由派遣单位对劳动者进行面试和培训，将劳动者派往实际用人单位，劳动者再在实际用人单位从事约定的工作。由此可见，在这个三角关系中，作为劳务派遣制度的一个重要的特征是：劳动者与派遣单位成立劳动关系在先，劳动者被派遣单位派到实际用人单位在后。被派遣人员到用人单位工作在其管理、指挥下从事有偿劳动，双方既具有正常劳动关系的特点，又具有民事劳务关系的特点。

3、劳务派遣的内容

3.1、人员招聘

为用人单位提供人员服务解决方案，包括人员招聘、筛选等管理工作。这将使得用人单位的决决策层或领导层能更加集中精力于其核心业务发展和客户关系目标的实现。根据客户的需求，分析岗位应符合的条件，应具备的素质，个性特征、行为风格、专业技能、履历要求等．通过各种媒体广告、招聘广告发布招聘信息。需要到外地引进的劳动力资源由本中心与客户协商招聘事宜。根据用人单位的情况，可以在各院校举办校园招聘会。根据需要对招聘人员进行职业能力测评，以满足用人单位对人员素质测评。在用人单位需要时提供经过面试、测评的候选人。

3.2、用工单位面试、录用

由劳务派遣组织进行人员的初步两试，再组织人员统一由用工单位面试、录用。从而减少用工单位因员工招聘、管理非长期雇员队伍上的时间与精力。

3.3、签订《劳动合同》和《劳务协议》

依照《劳动法》和与客户签订《劳务派遣协议》，劳务派遣组织与所有劳务人员签订《劳动合同》，注明所要派遣到的企业名称及岗位。使其成为本中心的正式员工，再由我们派遣到贵公司工作。明确了劳动关系。用工单位应当与每位劳务人员签订《劳务协议》以明确劳务关系。

3.4、社会保险

依照劳动和社会保障部门用人单位要为员工缴纳社会保险的要求。按规定根据劳务人员的具体情况缴纳社会保险并办理相关手续：在每月固定时日内，由用人单位支付当月社会保险所需费用。根据协议内容为员工上缴社会保险费用。根据企业每月人员增减情况变化，及时办理人员调入、调出社会保险的转移手续．符合养老、医疗、失业、工伤应享受的待遇时，负责办理各项费用的报销手续，应用人单位要求代交住房公积金。向用人单位提供各项社会保险的政策咨询及各项社会保险新出台政策的宣传。

3.5、代发工资

对派遣人员最重要的工资发放，根据《劳务派遣合同》约定，应按如下程序发放：企业按月管理和考核劳务人员情况，确定劳务人员应发工资总额、社保经费、加班费、个人所得税等，每月底划拨到派遣机构财务帐上，派遣机构代发全部劳务人员的工资、代扣个人所得税、代扣社会保险金。

3.6、培训

根据派遣单位的性质及要求，对派遣人员进行相应的培训。如：仪容仪表、服务礼仪、顾客心理、销售技巧等。对于实际工作中出现的不足，除了要求派遣人员积极配合用人单位的各项业务培训以外，还将不定期邀请业内权威人士进行业务提高、同行业比较、行业知识等相关培训。

3.7、跟踪回访

在派遣人员上岗后，用人单位将会接受定期的关于派遣人员工作表现及本中心服务水平的调查，通常为电话询问和书面的调查表，专职人员也将被要求反馈其对工作满意程度、工作岗位建议意见、顾客意见等方面的调查。这些反馈将于每季度进行总结并列明相应处理办法、建议或意见，以不断提高劳务派遣组织及用工单位所提供给顾客的服务水平。

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