Under the New Deal, the cost of labor has increased significantly. How can companies avoid labor risks?

1. The Golden Tax Phase III has higher requirements for enterprises to operate in compliance with laws and regulations

The implementation of the Golden Tax Phase III policy means that China's e-government management level has been relatively improved. From another perspective, it actually means that the requirements for corporate compliance and legal operation have increased. The income data, social security data, personal tax data, etc. of enterprise operation and management are all more transparent, which leads to the need for enterprises to continuously improve the awareness and methods of compliant operation, and at the same time, it is bound to increase management costs.

Compliance operation, rising costs

2. Where should labor cost control go?

Under the premise of paying full wages to employees, the legal and compliant operation of enterprises has led to a substantial increase in the labor costs of enterprises, especially state-owned enterprises and central enterprises. Under such conditions, the funds that enterprises can use to reward and motivate employees become very small, because a large amount of funds cannot be directly used for employees, but are consumed in some legal costs. This is bad news for enterprises, but labor costs can be optimized, such as optimizing the salary structure, optimizing personal taxes, etc. In addition, labor outsourcing and flexible labor can be achieved through labor cost reduction. control.

Tax collection optimization, cost reduction and efficiency increase

3. Labor outsourcing

The concept of labor outsourcing is relatively vague. So far, there are no clear legal provisions to define it, and it is relatively a gray area employment method. There are four main purposes of labor outsourcing:

First, optimize the talent structure. Large-scale central enterprises, state-owned enterprises, government agencies and institutions, including listed companies and joint-stock companies need to optimize the talent structure because they are limited by the establishment and the development of the enterprise is restricted. Under the circumstance that core high-quality talents have occupied a lot of establishments, grassroots jobs There will be situations where it is difficult for the preparation to meet the needs of the business. On this basis, labor outsourcing can ensure the normal employment of the enterprise without occupying the establishment of the enterprise.

Second, increase the salary of core talents. The total salary of state-owned enterprises is limited. If the salaries of grassroots personnel and core personnel are mixed, it is difficult for enterprises to give core staff a salary that matches the market. Labor outsourcing does not occupy a share of the total salary, so the problem of insufficient total salary can be solved by outsourcing some positions.

Third, control the risk control of front-line employment. The management of enterprise human resources must be carried out around the core talents. No matter how perfect the human resource management mechanism is and how the system is optimized, it cannot guarantee that the tentacles of human resources can reach everyone. If the management and control are not in place and the communication is not in place, there must be potential employment risks in front-line positions. And labor outsourcing can solve the problem of enterprise employment risk through the professional management of human resources company.

Fourth, simplify the management hierarchy. One of the cores of an enterprise's development is that the enterprise must respond quickly, and reducing layers is the most intuitive and effective way. Therefore, streamlining and optimization at the communication and management level is one of the cores of an enterprise's development. Labor outsourcing can realize the communication and management of grass-roots employees by directly connecting with the enterprise, thus achieving the purpose of reducing the management level.

4. Flexible employment

Flexible employment is mainly based on labor relations and economic cooperation. It is completely different from traditional labor dispatch, full-risk outsourcing, part-time and other non-standard labor relations. It is a completely non-labor relationship concept. This means that companies do not need to pay for the social security part of flexible employment.

Flexible employment can not only help companies reduce social security costs, but also allow companies to avoid corporate risks while saving taxes reasonably. In this year’s individual tax reform, the advantages of flexible employment platforms have also been highlighted. Individual income tax is the core of the tax reform. This round of reform does not touch on the clear vision of personal labor income, but retains salary income, labor income, and author’s remuneration. The name of the earned labor income.

Diversification of labor income still maintains the original category, on this basis, labor income is still retained. It is still permissible to pay labor income to individuals. For individuals, various labor and economic sources are allowed, while for enterprises, through flexible employment platforms, contracting tasks, not forming regular labor relations with laborers, and reducing social security contributions can reduce the cost of labor. business costs.

At present, the adjustment of industrial structure has played a great role in promoting the change of the employment mode of enterprises. In many countries, the proportion of flexible employment can account for 10% to 40% of the total employment. For example, 40% of people in Japan are employed through flexible employment. One person serves many positions at the same time and is employed by many companies. China's current ratio of flexible employment is less than 1% nationwide. Combined with the current domestic economic environment, political environment and the actual operation of enterprises, flexible employment is actually very suitable for most of the current domestic enterprises.

In the process of exploring flexible employment, Haode Linggong finally established the flexible employment platform "Sharing Haode" through continuous exploration. Through a large number of practical summaries, flexible employment mainly has the following four advantages:

The first is the speed advantage of deploying personnel, that is, the personnel should be in place quickly; in the four areas of warehousing sorting, store service, data sorting and conference service. The demand of corporate personnel for grassroots personnel often has peaks and troughs. During the peak demand period, it is difficult for the company's own recruiters to recruit enough staff in a short period of time due to lack of recruitment channels. Channels and unique recruitment methods can maximize the speed of staffing.

The second is personnel ability. The most difficult part of flexible employment is whether the recruited people are qualified, whether they can come on call, and they can fight. In response to this situation, "Good" mainly trains a large number of qualified flexible employment service personnel through interviews and a large number of online and offline training, and at the same time establishes a credit and experience evaluation system, so that enterprises have a very intuitive understanding of the people they use. The scoring system can be viewed.

The third is the on-site order. Almost all flexible employment business sites need at least one full-time person to manage and coordinate the on-site work. In many cases, the flexible employment locations of enterprises are very scattered, and the employment is very concentrated, which leads to enterprises. These employees do not have sufficient management and control capabilities, and the "good" flexible employment has helped enterprises to solve the management of this "last part of the road" through our own management team.

The last is cost control. The mode of large-scale employment of enterprises in a short period of time often leads to a large number of long-term contracts. These are huge costs that enterprises cannot bear. The original intention of flexible employment is actually to solve the problem of short-term large-scale employment needs. Pay-per-day and piece-rate are both proven models, which also greatly alleviate the cost problem of enterprises.

V. Summary

No matter what way to optimize labor costs, it is ultimately for the enterprise to achieve sound and healthy development, which is also the foundation of enterprise survival. At the same time, legal compliance is a guideline that enterprises must follow. Regardless of the human cost optimization at any stage of its development, an enterprise must respect the objective constraints of development. Haode Lingong always follows this principle to help enterprises achieve various goals related to human resources, and takes this as its own responsibility to develop together with the enterprise.