Global EditionASIA 中文雙語Fran?ais
    Business
    Home / Business / Industries

    Sharing economy gets HR twist

    By HE WEI in Shanghai | China Daily | Updated: 2020-03-23 08:47
    Share
    Share - WeChat
    A Hema courier scans parcel labels with a high-tech device for information on delivery points in Hangzhou, Zhejiang province, on Jan 31. [Photo by Niu Jing/For China Daily]

    Diminished fluidity in the labor market and an ever-increasing gap between supply and demand gave rise to employee sharing, intra-industry or inter-industry, said Han Jian, associate professor of management at the China Europe International Business School in Shanghai.

    "In developed economies, the percentage of flexible employment could average between 30 percent and 40 percent," she said. "Such a trend is also inevitable in China, and the outbreak has pushed it to the forefront and under the spotlight."

    Regarding the rise of flexible work arrangements, Han highlighted a combination of factors, including an aging population, industrial structural adjustment, the accompanying upgrade of products and services, and the subsequent changing requirements in terms of knowledge and skills of labor.

    Many internet-based firms have jumped on the staff-share bandwagon. Top players such as JD's online-to-offline or O2O platform Dada, Suning and Dingdong Grocery unveiled recruitment plans for temps.

    Suning said nearly 3,000 applications were received in just three days after the hiring notice went public on Feb 7. Dingdong Grocery said it planned to hire 1,500 people from the catering and hospitality fields.

    Chen Yan, head of recruitment agency Veryeast, which is dedicated to the tourism industry, said requests from member companies to sign up for a joint employee-sharing plan were "brisk and earnest". The initiative aims to connect idle workers of hotels, canteens and travel agencies with the likes of logistics and e-commerce sites that are desperate for skilled temps.

    "We hope the staff-share initiative can address the companies' urgent needs and minimize their losses during the epidemic," Chen said. "Also, staff members stand to increase income, injecting confidence that the tourism industry is set to bounce back on pent-up demand."

    Gao Guolei, managing partner of Zhanghe Capital, said the outbreak has effectively allowed certain enterprises to "experience" flexible working arrangements, which are set to be a long-term trend.

    "The unified permanent employment relationship and fixed schedule of '9-to-5' would become a vestige of the past," said Gao, also a visiting scholar of Columbia University. "With the passage of the time, we will definitely see a variety of work arrangements and corresponding labor agreements materialize."

    Referring to cases in the West, Gao listed several income types: package, which includes a basket of equities including regular income, allowances, and even stock options; income normally fixed by annum or month; and wages, usually settled by week or even on an hourly basis.

    "Select Chinese cities are likely to see a surge in paychecks calculated by hour or by workload," he said.

    Han from the CEIBS believes employee-sharing is conducive to companies that are agile in human resources allocation and control relevant costs. She expects a surge in demand for specialized third-party professional services firms.

    But she noted companies need to refine their human resources strategy to keep abreast of the times. They need to keep assessing the person-job fit factor, and which positions are suitable for flexible hiring (normally labor-intensive roles). At the same time, employers should ensure their core talents are retained.

    "It's also important to update relevant laws and regulations related to flexible employment," she said. "These include a wide range of topics like a clearer definition on the labor relations, rights and liabilities, as well as the prevention of commercial secret leakage and damage to corporate image."

    Gao said social security mechanisms should be optimized to protect legal rights of "flexible workers".

    "Especially for those who come from rural areas, they only have temporary work contract with employers. Their social insurance and related benefits need to be properly sorted out," he said.

    |<< Previous 1 2   
    Top
    BACK TO THE TOP
    English
    Copyright 1995 - . All rights reserved. The content (including but not limited to text, photo, multimedia information, etc) published in this site belongs to China Daily Information Co (CDIC). Without written authorization from CDIC, such content shall not be republished or used in any form. Note: Browsers with 1024*768 or higher resolution are suggested for this site.
    License for publishing multimedia online 0108263

    Registration Number: 130349
    FOLLOW US
    CLOSE
     
    日韩人妻无码精品无码中文字幕| 精品爆乳一区二区三区无码av| 乱色精品无码一区二区国产盗| 人妻精品久久久久中文字幕69| 国产在线拍偷自揄拍无码| 日本久久中文字幕| 亚洲中文字幕无码永久在线 | 最近中文字幕在线中文视频| 亚洲AV无码不卡无码| 中文字幕在线观看亚洲| 亚洲男人在线无码视频| 久久亚洲AV成人无码国产| 在线播放无码高潮的视频| 一区二区三区在线观看中文字幕| 亚洲国产a∨无码中文777| 日韩亚洲国产中文字幕欧美| 国产成人无码精品一区在线观看| 人妻丰满熟妇无码区免费| 亚洲AV无码片一区二区三区| 国产啪亚洲国产精品无码 | 亚洲日本va午夜中文字幕久久| 精品久久久久久中文字幕大豆网 | 国产精品成人无码久久久久久 | 精品日韩亚洲AV无码一区二区三区| 欧美视频中文字幕| 久久综合中文字幕| 久久亚洲中文字幕精品有坂深雪| 自拍中文精品无码| 久久人妻无码中文字幕| 中文人妻无码一区二区三区| 亚洲一本大道无码av天堂 | 亚洲国产精品无码中文字| 色噜噜亚洲精品中文字幕| 亚洲精品一级无码中文字幕| 精选观看中文字幕高清无码| 国产真人无码作爱免费视频| 国产精品xxxx国产喷水亚洲国产精品无码久久一区 | 人妻少妇乱子伦无码视频专区| 无码国产精品一区二区免费16 | 国产精品无码A∨精品影院| 乱色精品无码一区二区国产盗|