What is flexible employment?

"Flexible employment" is a new employment model. The traditional employment mode is a long-term fixed employment mode, while the recruitment under the flexible employment mode is demand-oriented and emphasizes temporality and flexibility. The earliest form of flexible employment mode is labor dispatch, and then outsourcing and part-time employment appeared. Nowadays, a new form of employment based on platform has gradually developed. This new form relies on digital technology to connect the supply and demand ends efficiently and conveniently. In the past, enterprises were directly connected with the labor force. Now, as an intermediary, the flexible employment platform optimizes the whole employment process, helps enterprises to solve their employment needs, and at the same time ensures their financial compliance, realizing "people" and "posts".

2. Advantages of flexible employment

Usually, manufacturing enterprises or service enterprises will encounter changes such as "trade fluctuation, seasonal fluctuation and time fluctuation", and adopting flexible employment methods can effectively solve the problem of waste of human resources or shortage of manpower under the fluctuation of business volume. With the gradual maturity of flexible employment, more and more enterprises adopt flexible employment forms. The main reasons include: 1) reducing costs and improving efficiency. 2) risk externalization. 3) Flexible employment methods. 4) Quick recruitment. Enterprises entrust their recruitment and management needs to third-party human resources service providers, which can concentrate their internal core resources to develop their core business, enjoy the professional resources of human resources institutions, and enhance their overall operational capabilities.

3. Flexible employment business model

Under the outsourcing mode, the roles of flexible employment industry include employers, employers and outsourced employees. Employers help employers to achieve recruitment and employment management, and employers and workers only conduct assessment and delivery around the work content. From the profit model, the employer's income mainly comes from the service fee paid by the B-end employer. The service fee can be divided into: 1) and charged directly according to the number of employees. Increase a certain proportion of service fee on the basis of personnel cost. 2) Charge by project. Fees are charged according to the execution cycle, difficulty and volume of outsourced projects, but will eventually be converted into the number of employees according to the business volume. The employing enterprise has the right to use the outsourced employees, but does not have the ownership. The separation of the right to use and ownership reduces the hidden costs and risks of employment management, and the rational allocation of human resources effectively improves the labor efficiency of employers.