By cooperating with human resources companies for job outsourcing, enterprises can invest more energy in the development of their core business while ensuring the amount of labor, so many enterprises will now choose the way of job outsourcing of human resources companies to solve the employment problem. So today, let's take you to learn about job outsourcing.
1. What is job outsourcing in human resources companies?
Job outsourcing is a kind of outsourcing service that takes the enterprise position as the target and provides the whole process and risk of the position from personnel recruitment to the termination of labor relations. Through job outsourcing, human resources companies can invest more energy in the development of their core business while ensuring the amount of labor.
Second, the content of the human resources company's job outsourcing:
1.All-risk post outsourcing: For the positions designated by the enterprise, we provide professional personnel recruitment, induction training, labor relations management, salary and welfare management, labor dispute settlement, work-related injury compensation, labor relationship termination compensation, and post supplementary re-recruitment and other full-process and full-risk outsourcing services during the duration of the position.
2.Semi-risk post outsourcing: Provide professional personnel recruitment, induction training, labor relations management, salary and welfare management, post supplementary re-recruitment and other services for the positions designated by the enterprise, and assist the enterprise to provide professional advice on handling labor disputes, work-related injuries and compensation for labor relationship termination.
3.Temporary employment outsourcing: According to the temporary employment needs of enterprises in certain specific periods or occasions, we provide full-risk post outsourcing services with hourly pricing units to meet the flexible needs of enterprises.
3. The scope of job outsourcing of human resources companies:
1.The mobility of employees in the required positions is large, and it is difficult to recruit personnel.
2.There is a high risk of the nature of work, the working place and the working hours of the employees in the required positions.
3.The working space and working hours of the employees in the required positions are scattered, and it is difficult to manage.
4.The number of required positions fluctuates seasonally, making it difficult to recruit and dismiss employees.