How do companies choose flexible labor?

With the rapid development of information technology and the impact of the epidemic, the hottest new mode of employment in the market today is flexible labor. Flexible labor is a new way of employment and a new trend in the future. Do you know whether your business is suitable for flexible labor? How to judge? Here's how to find out.

First of all, what is flexible labor? Flexible labor is equivalent to "flexible dispatch", is a growing product in the field of talent dispatch services, it is the dispatch company to assume a full range of legal employer responsibility, in the dispatch of the number of people to determine the dispatch cycle, the dispatch of talent screening are very flexible form of employment.

Flexible labor includes four types of forms other than full-time labor:

1) part-time labor as the representative of the flexible time;

2) labor dispatch as the representative of the flexible form of employment;

3) business outsourcing as the representative of the flexible form of service;

4) platform labor as the representative of the flexible form of employment. Flexibility in the form of employment represented by platform-based labor.

What is often called labor dispatch and socialized employment belong to the category of flexible employment.

According to the statistical report of human resource service industry, with the gradual popularization of the concept of flexible employment, more and more enterprises and freelancers have started to try and enjoy the flexible employment mode.

Flexible labor is a way out but not universal, in reducing costs at the same time, must pay attention to the issue of compliance, the model is not compliant, it is meaningless to reduce costs. Companies that provide and use flexible labor services should remember one thing: flexible labor is not used to avoid social security. Otherwise, they are on an increasingly risky path.

So what types of jobs or businesses are suitable for flexible labor?

1) can be measured by the quantity and quality of jobs, such as how many pairs of shoes made and how the quality, or can be measured by the length of the job, such as maidservants, hourly workers, customer service, etc.;

② enterprises on their own number of employees, volume, quality of strict control of the enterprise, such as state-owned enterprises, science and technology enterprises, etc.;

3) can be measured by the results of the Work, such as the performance of sales, the stage of the project technology outsourcing, advertising display results, etc.;

④ platform-type labor, such as takeaway, courier, Netflix, live with goods, e-commerce platform, etc..

Flexible labor is a big concept, specifically through labor dispatch, labor outsourcing, business outsourcing, the use of flexible labor platforms, etc. are specific to the implementation of the landing approach.

So our business in the end is suitable for the important examination of the following three points:

1, the number and composition of all employees of the company?

Generally speaking, most of the internal staff of the enterprise by the professional core staff, outsourcing staff, temporary workers and part-time staff. Among them, the professional core staff is the foundation of organizational development and essential. Apart from this part of the staff, the rest can be added or subtracted according to the actual situation.

What we need to do is to count the percentage of the remaining staff in the company's overall headcount. If the percentage is less than ten percent, it's time to consider the possibility of flexible labor, as this model is likely to bring positive changes to the company's current state.

2. Is the organization in the midst of change?

Simply put, is the company in the midst of a major decision to implement, such as whether or not to carry out new business development, scale up, etc.?

Obviously, if the company needs to use a lot of people in the period of rapid change, it may be worthwhile to reduce the recruitment of core staff to boldly use the spirit of labor, not only in the uncertainty of the change to improve the ability to resist risk, and more importantly, also for their own province out more labor costs.

3. Is the volume of business affected by off-peak seasons?

A simple example is the courier business, the annual double eleven and various holidays will see the recruitment of sorters and courier temporary workers information. Imagine, if this part of the staff is not a short-term laborers, there will certainly be idle time to raise idle people or busy time labor shortage.

So companies can refer to the current composition of the staff, if in the business off-season and peak season will be unsaturated workload or workload backlog, it should be staff restructuring, the choice of flexible employment. Compress the number of fixed employees in a reasonable range, so that fixed expenses into variable expenses to save costs.

After the inspection, you also need to reconcile the accounts, accounting for the cost of oh

1, the cost of normal working hours

The cost of an employee is not only reflected in the payroll, there are a lot of invisible invisible costs: meeting costs, communication costs, training costs, overtime costs, the cost of talent flow, job mismatch costs, the cost of risk, etc., which the cost of talent flow is unavoidable for most companies. The cost is difficult to avoid for most companies, and the difficulty of recruiting and retaining people is not a new topic.

So we can simply start with the recruitment of a core staff, calculate the time required for recruitment, manpower, training costs, etc., if the short-term can not immediately "for my use", not only affect the normal promotion of the company's business, but also because of the instability of the personnel caused by the "people and money two empty! "

This is the first time that a company has been able to use its own technology in the market.

Then, if you consider using temporary or contract workers with the required skills, I believe we can quickly resolve the situation and greatly improve the company's input-output ratio.

2, the cost of overtime outside normal working hours

For small and medium-sized enterprises in the market, employees working overtime will seldom pay the corresponding overtime, but the transfer of time off has become the preferred choice of many companies, but the transfer of time off is in fact another time cost. And in large enterprises, overtime is commonplace, but also pay a high overtime rate.

This problem can be easily solved by dividing the work of the core workforce into more repetitive and easy-to-perform tasks, reauthorizing the right number of core employees, and then increasing the number of flexible workers.

From a business perspective, the value of the core staff can be maximized.

So what are the right roles for flexible workers?

While non-core employees can be considered flexible labor, but not that the rest of the staff can be spirit of the labor model, the specific positions have to do a specific analysis:

1, the nature of the work of the position

The work process is simple to operate, cooperate with the collaboration of the requirements of the lower and repetitive positions, such as online customer service, in fact, the current market, many of the large companies in the customer service position are Outsourced, which is also a kind of flexible labor;

The work goal is clear, the results can be quantified, such as sales, its work assessment can directly look at the number of sales and sales.

2, job turnover

Repeatedly, the employee turnover rate of large positions, you can judge that the position is not suitable for the employment of fixed staff.

So what are the considerations in the implementation process?

1, organizational recognition

Want to implement flexible employment, how to do a good job of organizational management is also is also a challenge in front of managers. Treating regular workers differently from flexible workers often leads to low morale and higher turnover rates. It is clear that if flexible employment is to be implemented, the organization needs to be more inclusive in terms of its corporate culture.

2. Compliance and legality

Because of the cooperative relationship between the company and the spiritual worker who undertakes the task, the individual can contribute according to the income from the business, so in order to ensure that this model is recognized, it is necessary to ensure the authenticity of the flexible employment;

3. Risk management and control

For flexible personnel, the company does not have to pay social security provident fund, but the workers are also exposed to work injuries and other risks during the process of labor. labor process also face the same risk of work-related injuries and accidents and related social security disputes, so you need to buy a commercial insurance for such employees.

With the continuous development of the market economy, the transformation of enterprises' employment has become inevitable. Whether you can rationally use flexible labor to solve the problem of enterprise employment and realize cost reduction and efficiency, depends on your thoughtful action.