Flexible working is a new type of employment mode that is popular today. Also, they can increase the flexibility of workers’ employment and increase the efficiency of employers’ employment. Especially when enterprises are facing business adjustments and organizational structure adjustments, they can assist enterprises to complete transformation quickly and effectively, avoiding unnecessary legal and labor costs, Tax risks.
This article will take you to understand what is meant by flexible employment. What are the characteristics of flexible working? Also, the advantages of flexible working for enterprises.
They itself is a mode of employment. To save labor costs or conduct tax planning, employers will adopt this temporary, short-term, and flexible mode. If you haven’t understood the concept of flexible employment. Also, you can think of freelancers and part-time jobs.
For employers, flexible employees can hire on demand according to business conditions and seasons. The working time and location can freely allocate to improve the flexibility of employment and reduce the cost of employment. For flexible employees, flexible employment has no restrictions on working hours and work locations. Also, They can freely pick up and arrange work according to their actual situation. For both, a “win-win” can achieve through them.
Under the model, the relationship between the employer and the flexible employee changes from the employment relationship of the labor contract to the cooperative relationship of the labor contract. Employers no longer “possess” talents, but “use” talents flexibly, reducing employment risks and labor costs, and reducing legal liabilities for employees’ work-related injuries and accidents. And employment people no longer “kill a job” or “take dead wages”. Also, it means that they can flexibly choose employment according to their career planning, time, and place, from “wage earners” to “self-employed”, how many kinds of like being your boss.
Compared with traditional employment models, its forms are rich and diverse, and employment industries are diverse. Also, it broadens the employment channels of enterprises, reduces labor costs and risks, and breaks the limitations of time, place, and deadline for employment.
The above is a brief introduction to flexible employment. I don’t know if you have any understanding of what flexible employment means and its characteristics through the explanation of the editor. If you have any questions, please contact us online, and we will provide timely assistance You answer.
The advantages of flexible employment are obvious, and it is mainly manifested in the following eight aspects.
The traditional attendance management mode is based on the relevant regulations of my country’s working hours management, and the management mode is relatively fixed and rigid. For example, under standard working hours, most companies adopt the attendance method of working 9-6 hours a day, 8 hours a day and clocking in at least twice a day. As we all know, Internet companies have more flexible working hours and attendance management methods.
The first benefit of flexible employment is the flexibility of attendance management. Businesses no longer limit employees’ commutes, work hours, and clock-outs. The change in the attendance method derives from the change in the working hour system. The change in the working hour system will also have a certain impact on the attendance method. At present, in our country’s currently working hours, only when enterprises implement the irregular working hours system. The comprehensive working hours system can realize the flexibility of partial attendance management.
Human resources practitioners know that one of the basic elements of labor contracts is job content. But most labor contracts weaken job content and focus on positions and departments. This has a lot to do with the traditional concept of human resource management. The traditional human resource management theory describes more about the job than the content of the job. Job description includes “job description”, “job changes with salary”, “personnel job matching”, “job value” and so on.
The content of the job is more important than the job itself. The core of human resource management should be the content of the work, not the work itself. Flexible employment follows this logic very well, weakening job attributes and strengthening work content. So that the company’s own work needs and employees’ technical expertise can perfectly match, and the flexibility of work content realize.
Today, when the law popularizes by the whole people. It is no longer possible for enterprises to simply and rudely terminate the labor relationship of employees as in the past. Transparent information and free arbitration make it harder for employees to leave a company than to enter it. Due to the different laws applicable to flexible employment, not only are employees very flexible when they “enter the company”. But also when companies and employees “leave the company”. They can also choose a reasonable way to leave according to the agreement. Flexible employment makes the enterprise more flexible in the mechanism of employee entry and exit.
In traditional labor relations, wage settlement methods are relatively fixed, generally divided into a monthly wage system and an annual wage system. Monthly salary system or annual salary system, the company should pay employees at least once a month. The salary payment standard should comply with the relevant laws and regulations of our country. Such as minimum wage standards, probationary salary standards, and so on. At the same time, it is not easy to change the time when the company pays employees’ wages every month.
In addition, in traditional labor relations, the salary structure includes different items. Such as salary, performance, commission, bonus, subsidy, etc., and there are great differences in actual payment. When resolving matters such as overtime pay, sick leave pay, and economic compensation, companies, and employees often have disputes over determining the salary structure. When adopting a flexible employment model, enterprises can freely agree with employees on the amount of salary settlement, settlement rules, settlement frequency, etc., to meet the needs of both parties to the greatest extent and reflect the true wishes of both parties.
Traditional employment methods focus on the labor process. The reason why many business managers are keen to implement the “996” and “007” working hours system is that they feel that as long as they work long hours, employees can achieve something. Working overtime may not get the benefits that managers want, and much overtime work is even futile because everyone’s energy has been exhausted in the 8-hour workday.
Flexible employment is a result-oriented way of working, which does not emphasize hard work, but only advantages. Since work results can be directly quantified, the flexibility and effectiveness of flexible employment result orientation are obvious.
Since the implementation of the “Labor Contract Law of the People’s Republic of China” in 2008. When enterprises establish labor relations with employees, they will sign labor contracts with employees. Many enterprises and individuals ignore diversified employment methods and only focus on labor relations. Labor relations are only one of the diversified employment relations in our country.
The emergence of flexible employment breaks the inherent labor relations of enterprises and realizes the flexibility and diversification of employment methods. Relevant data show that many companies that adopt flexible employment models feel the benefits of this flexibility.
Under traditional labor relations, to facilitate the management of employees and provide employees with corresponding working conditions, the company will set up office space according to the actual situation, so that employees can work in the designated office space. Centralized offices not only cause employees to spend a lot of time commuting to and from get off work, but may also pose a risk of work-related injuries.
Flexible employment options are a good way to avoid this risk. As long as there is a computer and the Internet, employees can choose to work from home, in coffee shops, libraries, and other places.
After the promulgation of the “Social Insurance Law of the People’s Republic of China”, labor relations and social security payments have been closely linked. According to the law, when an enterprise establishes a labor relationship with its employees. It must pay social insurance for the employees. The practice of bundling with social insurance does provide employees with certain protection. But it also increases the labor cost of enterprises.
Flexible employment reflects the flexibility of social security payments. When adopting flexible employment, traditional labor relations no longer exist between enterprises and employees, and social security payments are no longer mandatory. Enterprises can pay different insurance for employees according to different employment relationships. Such as social insurance, commercial insurance, employer liability insurance, work-related injury insurance, etc.
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