簡單地說， 人力資源公司， 是找到人才然后推薦給公司，然后人才跟公司簽合同，幫公司找人才。勞務派遣和人力資源申請的條件不同，派遣方式也是有區別的。
In short, a human resources company is to find talents and recommend them to the company, and then sign contracts with the company to help the company find talents. The conditions of labor dispatch and human resources application are different, and the dispatch methods are also different.
The simplest way to distinguish is to see who pays the social security and wages of the dispatched employees. If the dispatching company pays the social security and wages, it is the business scope of labor dispatch. On the contrary, it is human resources service, which is to help the enterprise recruit the required personnel without labor dispatch. So what's the difference between them: one is specialized in labor dispatch, the other is specialized in talent recruitment. The human resource companies of labor dispatch agencies mainly do personnel management, risk control and social security agency.
獵頭公司就是專門招聘，招聘人員，面試。勞務派遣工作主要工作：用工單位只能在臨時性、輔助性或者替代性的工作崗位上使用被派遣勞動者，用工單位應當嚴格控制勞務派遣用工數量，使用的被派遣勞動者數量不得超過其用工總量的 10%。 勞動合同、勞務派遣協議的訂立和履行勞務派遣單位應當依法與被派遣勞動者訂立
Headhunting company is specialized in recruitment, recruitment and interview. Main work of labor dispatch: the employing unit can only use dispatched workers in temporary, auxiliary or alternative jobs. The employing unit shall strictly control the number of dispatched workers, and the number of dispatched workers shall not exceed 10% of its total employment. Conclusion and performance of labor contracts and labor dispatch agreements the labor dispatch unit shall conclude labor contracts with the dispatched workers according to law
For a written labor contract with a fixed term of more than 2 years, the labor dispatch agreement shall specify the following contents:
（1） The name and nature of the assigned job;
（2） Duty station;
（3） Number and duration of dispatched personnel;
（4） The amount and payment method of labor remuneration determined in accordance with the principle of equal pay for equal work;
（5） The amount and payment method of social insurance premiums;
（6） Working hours, rest and vacation;
（7） Relevant treatment of dispatched workers during work-related injury, childbirth or illness;
（8） Labor safety and health and training;
（9） Economic compensation and other expenses;
（10） Term of labor dispatch agreement;
（11） Payment methods and standards of labor dispatch service fees;
（12） Responsibility for violating the labor dispatch agreement;
（13） Other matters that shall be included in the labor dispatch agreement as stipulated by laws, regulations and rules. If the dispatched laborer suffers accident injury due to work in the employing unit, the labor dispatching unit shall apply for industrial injury identification according to law, and the employing unit shall assist in the investigation and verification of industrial injury identification. The labor dispatch unit shall bear the liability for industrial injury insurance, but may agree on compensation measures with the employing unit. After the dispatched worker returns, during the period of no work, the labor dispatch unit shall pay him monthly remuneration in accordance with the minimum wage standard set by the local people's government.
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