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從“勞務派遣”到“勞務外包”需要觀念的轉(zhuǎn)變

2019-09-23

從2008年的《勞動合同法》頒布實施,“勞務派遣”作為法定非標準勞動關(guān)系,為規(guī)范企事業(yè)單位的靈活用工機制起到了積極的推動作用,派遣制用工數(shù)量也有逐年增加的趨勢。雖然,對勞務派遣“三性”崗位、“用工比例”、“同工同酬”等核心問題上,政府和社會相關(guān)部門一直在進行研討,但當2014年3月1日《勞務派遣暫行規(guī)定》(以下簡稱“暫行規(guī)定”)正式頒布后,派遣制用工企業(yè),包括雖然尚未列入暫行規(guī)定適用范圍的事業(yè)單位,都不得不面對一個棘手的問題“比例”限制,并由此在“2年過渡期如何調(diào)整”、“派遣用工方式如何轉(zhuǎn)變成外包方式”等方面引發(fā)了各種研討和觀點。派遣的價值來自“服務”,外包的價值來自經(jīng)營。

一、價值主張不同

眾所周知派遣公司收取服務費的方式均是按派遣員工人數(shù),每月每人的固定服務費模式,派遣公司雖然是派遣員工的用人方,但是派遣公司并不是派遣員工在工作生產(chǎn)中創(chuàng)造出的價值受益者,市場上目前每人每月100-200元不等的服務費的價值產(chǎn)生于:派遣公司在勞動合同關(guān)系維護和矛盾調(diào)節(jié)、日常社保繳納和支取、工資發(fā)放等事務性手續(xù)的辦理而產(chǎn)生的人工和辦公費用,勞務派遣公司的盈利能力來自作為第三方機構(gòu)在勞動關(guān)系協(xié)調(diào)處理方面的專業(yè)能力以及在上述工作集約管理的規(guī)模優(yōu)勢。

但是當派遣轉(zhuǎn)為外包,原來的派遣公司轉(zhuǎn)身為“承包”公司時,承包公司的價值則體現(xiàn)在通過承包“經(jīng)營”某一個環(huán)節(jié)或某類工作,依靠專業(yè)優(yōu)勢、管理優(yōu)勢、規(guī)模優(yōu)勢,提高員工的生產(chǎn)效率來實現(xiàn)。顯然此時從事外包工作的員工,其勞動付出所產(chǎn)生的價值直接為承包單位擁有;而對于發(fā)包單位來說,原來的“用工單位”身份不復存在,才能確保與承包單位的合作可以實現(xiàn)。此時支付給承包企業(yè)的不再是“手續(xù)辦理”的服務費,而是將部分工作、流程外包的同時,實際也是該部分生產(chǎn)“利潤”的讓渡。

派遣的核心競爭力是以人力資源專業(yè)知識與經(jīng)驗為核心的資源配置與服務能力,外包的是以專業(yè)、業(yè)務流程為核心的生產(chǎn)運營與服務能力。

勞務派遣

二、核心競爭力不同

派遣公司需要人力資源和勞動法律等相關(guān)專業(yè)能力,并對人力資源進行規(guī)?;渲门c管理。但是對于從事外包業(yè)務的公司來說,更需要在某業(yè)務流程環(huán)節(jié)或某專業(yè)的生產(chǎn)運營經(jīng)驗和能力。

派遣公司是從“成本中心”出發(fā)的經(jīng)營思路,承包企業(yè)是從“利潤中心”出發(fā)的思維模式。

三、經(jīng)營思路不同

派遣員工并未給派遣公司直接創(chuàng)造價值,派遣公司的盈利都是通過提供人力資源以及勞動關(guān)系管理等規(guī)范性的事務工作實現(xiàn)的,因此無論是與用工企業(yè)之間的溝通還是與派遣員工之間的溝通,更多是圍繞如何“規(guī)范”流程,規(guī)范操作等降低各類勞動關(guān)系過程可能產(chǎn)生的風險進行思考的。因此當勞務派遣公司的負責人在與客戶談“外包”模式轉(zhuǎn)換時,最難克服的慣性思維是,“風險”意識擴大化,即非常容易把小概率事件當成“大概率”必然發(fā)生的風險進行運營成本測算,從而導致雙方談判的破裂。因此,需要以企業(yè)經(jīng)營的角度從投入/產(chǎn)出的時間、比例、周期、資金、設(shè)備、場所、人員等各方面因素,系統(tǒng)設(shè)計盈利目標和執(zhí)行機制。

而對于原來的用工單位,在轉(zhuǎn)換成為發(fā)包企業(yè)時,是通過降低管理幅度和難度,以實現(xiàn)自身核心業(yè)務的價值提升,此時需要克服的慣性思維是:單純的成本控制思維模式;由于外包對于發(fā)包企業(yè)來說實際是專業(yè)的“采購”,在專業(yè)采購中不僅要考慮成本,更重要的是承包企業(yè)的專業(yè)成熟度能否確保外包部分的生產(chǎn)運營結(jié)果以及標準要求能否實現(xiàn),因此,只有通過讓渡一部分利潤給外包企業(yè),才能實現(xiàn)對承包企業(yè)的“激勵”,以滿足發(fā)包企業(yè)對生產(chǎn)結(jié)果的要求。

勞務派遣合作雙方的界面在雇主責任的認定與承擔上,雙方共同承擔雇主責任;而發(fā)包方與承包方的合作界面是對勞動成果及服務標準達成的認定上,通過“外包”將勞動關(guān)系轉(zhuǎn)化為“經(jīng)濟關(guān)系”。

四、合作界面不同

派遣制用工不是標準勞動關(guān)系,勞務派遣公司是派遣員工的用人單位,而要派公司是派遣員工的用工單位,雙方共同承擔雇主責任;但是作為一家從事外包業(yè)務的承包企業(yè)來說,發(fā)包與承包公司之間只有經(jīng)濟合作關(guān)系,從事外包業(yè)務的公司員工與公司之間是標準勞動合同關(guān)系,這部分員工的雇主責任完全是由從事外包業(yè)務的公司承擔。勞動關(guān)系決定了誰來全部承擔“雇主責任”,承包企業(yè)不僅僅需要考慮“勞動關(guān)系”風險的防范問題,更重要的是需要思考如何構(gòu)建吸引、挽留和培養(yǎng)員工的人力資源管理機制問題。

而當派遣模式轉(zhuǎn)化成外包方式時,原來的用工單位雖然不再承擔員工的雇主責任,但是由于可能生產(chǎn)場地、設(shè)備、人員其實并未發(fā)生客觀的變化,變化的僅僅是“身份”和“角色”,因此,如何在轉(zhuǎn)換過程中既能剝離與原“派遣員工”之間的“指揮管理關(guān)系”,又能保證外包的生產(chǎn)目標實現(xiàn),將成為發(fā)包企業(yè)必須要面對的問題。

上述觀念的轉(zhuǎn)變一方面需要從“派遣”和“外包”的理論概念方面加強理解和共識,同時需要一定具體的措施,以促進觀念和模式的順利轉(zhuǎn)變。經(jīng)過東方慧博公司與專家的反復溝通研討,結(jié)合自身在“派遣”向“外包”模式轉(zhuǎn)換的成功實踐,我們認為派遣企業(yè)(承包單位)和受派遣企業(yè)(發(fā)包單位)應該在模式轉(zhuǎn)換過程中著重注意以下兩方面的配合工作:

(一)組建由雙方生產(chǎn)運營、財務負責人共同參與的工作小組,共同參與探討“外包”業(yè)務的范圍、承包方式、財務指標等信息。從本文上半部分可以看出,派遣模式向外包模式轉(zhuǎn)換過程中,單純依靠雙方人力資源部進行商議研究是無法實現(xiàn)的,需要雙方經(jīng)營層面、財務層面的共識方能實現(xiàn)。

(二)雙方共同就“派遣”制用工目前的現(xiàn)狀以及未來發(fā)包企業(yè)需要的“靈活用工”或“輔助用工”需求進行盤點,并根據(jù)相關(guān)法律法規(guī)以及行業(yè)特點,制定具體的、分階段的實施方案。由于在轉(zhuǎn)換過程中,發(fā)包方勢必關(guān)注的是生產(chǎn)運營指標的完成,而承包方關(guān)注的是成本和盈利空間,因此,雙方不僅需要就外包業(yè)務或崗位進行探討,還需要在運營管理的過渡方式上進行溝通,既要保證合法合規(guī)性,又要保證雙方以及員工的合法利益不受損失。同時,還需要盡快完成過渡期,構(gòu)建真正意義上的外包戰(zhàn)略合作關(guān)系。

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[listorder] => 27 [ismenu] => 1 [sethtml] => 1 [letter] => waibuzhaopin [usable_type] => [create_to_html_root] => 1 [ishtml] => 1 [content_ishtml] => 1 [category_ruleid] => 1 [show_ruleid] => 11 [workflowid] => [isdomain] => 0 ) ) 1 公司地址 內(nèi)部招聘 外部招聘
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