Exploration Of Talent Dispatch In China

Nowadays, our society is in the era of knowledge-based economy. With the dramatic changes in the market, competition among the enterprises is increasingly intense, which extends from natural resources, capital and product technology to human resources. As a cornerstone of competence of enterprises, the importance of human resources is undeniable. In order to achieve competitive advantages in the condition of uncertainty, enterprise must have a flexible staff team and effective control of the cost. Meanwhile, information exchange channels become developed and the labors have the demands of jobs. For the above reasons, talent dispatch emerged.Talent dispatch service has unique merits and plays an important part in the distribution of the talent market. The flexible feature of this new configuration model of human resources satisfies all requirements from enterprises for flexible usage of talent and has been developed very fast bom home and abroad. However, it still has some complicated issues need to be dealt with. The employment relationship is divided into three principal parts, which hasn't been regulated in labor laws now. This raises many issues that must be solved in practice. Dispatched talents and employers are not in the form of labor relations so that employers can make use of that to avoid social responsibility. There are contradictions between dispatched talents and internal full-time staff in organization. Another problem is the lack of ability of human resources department Therefore, the function of this model cannot be effectively shown. The talent dispatch agencies are in confusion at present as well. The quality is different and mere is an unclear target and terrible mess phenomenon in the operation. Dispatched talents are inevitably in vulnerable status because of the two strong groups. For example, legitimate rights will be violated, career planning is difficult to establish and it is hard to integrate into the organizational culture in the employers, etc. In addition, the concept of talent dispatch is not universal so that many people still worry about it. Lack of separate legislation and different regional policies also become the obstacles of developing talent dispatch. With the trend that talent dispatch will get more and more popular in China, it is necessary to do some advanced studies on the new employment mode.To solve the above problems and deficiencies, taking actual situation in our country into account, this thesis provides the following measures and suggestions for developing talent dispatch. Firstly, the government should complete the relevant legislation, including a series of problems such as establishment of dispatch agency, validity of the contract, the scope of operations, equal status of the staff, protection of intellectual property, regional policies and so on. Secondly, public acceptance should be enhanced in the effort of the government, state policy, the dispatch agency, the labor and public opinion. Thirdly, the participants who are involved in the talent dispatch should regulate their behavior. Dispatched talent should focus on self-learning to improve their quality and ability, cultivating professional ethics, and protecting thenlegitimate rights. Dispatched talent must be treated equally and be well trained and educated. Regulating the operation of dispatch agency to improve their capacity is extremely important. Meanwhile, talent dispatch associations can be set up to strengthen self-discipline.