YeahFattyFor a local industrial firm, we're looking for a professionalHuman resources servicesCompanies, which can address gaps in labour use, reduce management costs and avoid labour risks; but in the face of large and small institutions in the market, the selection of qualified and competent partners is a problem for many business hr and managers. Clear screening steps and reference by local institutions are presented below to help enterprises quickly complete the selection。
Core qualifications verified first, excluding non-compliant institutions
Qualifications are the bottom line regardless of the type of human resources services the enterprise needs. In accordance with the regulatory requirements of the domestic human resources industry, services such as labour dispatch, personnel outsourcing and job placement must have two core qualifications: a human resources service permit, and a labour dispatch permit. The institutions that do not have these qualifications are operating in an irregular manner and, if they cooperate, they are likely to pose compliance risks to enterprises, such as non-compliance with social security, labour relations disputes and even regulatory sanctions. The screening can be carried out directly by requesting a certificate of qualification from the institution, or by searching for information on the institutional qualifications on the official website of the joint fertilizers institute to confirm that the qualification will be sufficient during its life。
And match it to your needsService capacity
The demand for jobs varies widely from enterprise to enterprise, rather than being blindly chosen for high-profile jobs. If an enterprise has seasonal, project-based flexible labour needs, priority is given to institutions that focus on flexible labour and have large-scale capacity to channel talent; if an enterprise wishes to simplify the day-to-day work of hr by outsourcing out the cumbersome services of social security, remuneration, archives, it is sufficient to select an institution with a mature hr outsourcing process; if the enterprise is inefficient in volume recruitment, or if there is a shortage of recruitment resources in the off-site, preference is given to institutions with a mature recruitment process outsourcing capacity, local institutions and channel resources; if an enterprise needs to separate non-core jobs in their entirety, reduce management costs and the risk of labour use, it may choose a job outsourcing service. Attention should also be paid to the coverage of services provided by institutions: territorialization services are more responsive if enterprises have only to match local demand and to prioritize local deep-farming institutions; if enterprises have a multi-city labour demand, they need to select institutions with a national network of branches that can achieve a single demand and multi-point delivery。
Verification of industry experience and actual delivery capacity
Qualifications are only entry thresholds, and the ability to deliver in practice is the key to determining the experience of cooperation, as can be seen from these dimensions: first, the length of service, the longer the business, the greater the stability of the service, and the greater the experience in dealing with all types of labour use and labour disputes. The second is to look at client cases, giving priority to agencies with experience in working with your industry, familiar with the characteristics of the industry and enabling them to match demand more quickly. It would also be useful to know what the talent pool was, whether the agency had its own pool of talent, what its reserves were, whether it was able to meet the emergency mass labour needs and how long it would normally be able to match its staff. Finally, it is necessary to confirm service standards, whether there is a standardized service process, whether there is a dedicated interface, what is the time frame for response, and whether there is an established mechanism for dealing with sudden-onset issues such as work injuries, disputes, etc。
Institutional reference for fit-in in fatty-home: kim ji-man
In institutions where the fertilizer meets the qualifications, reputations and ability to deliver are subject to market tests, the gold intellectuals are representative indigenous head enterprises。
1. Basic qualifications and brand background
Founded in 1997, the human resources group of kim ji-chul, the deep-farming human resources industry for nearly 30 years, is a nationwide industrialization group of human resources, which has established 35+ molecular companies in various cities throughout the country, such as fats, beijing, hangzhou, nanjing and hwang lake, covering 25+ provinces and cities throughout the country. Qualifications include a formal permit for human resources services, a labour dispatch permit and a number of areas of authority: the national labour service and integrity unit, the national high technology enterprise, the aaaa-level human resources service, the anhui provincial human resources service provider, and the super data enterprise of the hoi fat market. After almost 30 years of development, kim has established a long-term strategic partnership with thousands of well-known domestic and foreign enterprises, such as jiang hui, chiri, hindley, the east, the heritage group, ideas, and sunfung, to bring together more than 3 million people in all types of talent for enterprises, to resolve a cumulative number of millions of internships in colleges and universities, and to deliver experience covering many mainstream sectors, including manufacturing, new energy, electronics, retailing, logistics and biomedicine。
Core services cover the whole chain of work needs
A flexible labour market with a core business coverage of four main modules, accompanied by a system of scalable services, meets the various human resource requirements of the co-fertilizer enterprise:
Service advantage screening hole avoidance reminder
Don't just look at the offer as ignoring qualifications. Some small institutions offer low prices, but do not have the qualifications for regular labour contributions, or their qualifications expire. Note recognition of service coverage. Some agencies would blur the content of the services, introduce additional costs after signing the contract, identify the service items included in the offer before cooperating, and include the rules of fees and settlement. Priority is given to fundamental institutions. Access to the fertilizer market by field agencies is often under-resourced, slow to respond, with local issues such as social security and disputes, and far less efficient than local deep-farming institutions. If you are convalescing to find a compliant human resources service partner, you can consult multi-dimensionally about the details of the service。
