And here specific people are important, whose professionalism is needed by the third-party company. For a fee, they work for some time in the receiving company, while continuing to remain full-time employees of the transferring organization.
This is the fundamental difference between outstaffing and personnel outsourcing. Both names come from the English language. The first is formed from the words "out" and "staff", and the second from the words "out" and "source".
The literal translation the benefits of using our teacher database of the first term means "off-staff" , which implies that the employer takes certain specialists outside of its staff. At the same time, the employees do not have formal employment relationships with the customer company. They are listed on the staff of the outstaffing company. The document that formalizes the relationship is an outstaffing agreement between the transferring and receiving organizations to provide activities for the selection of employees on a paid basis.
When outsourcing personnel, the outsourcing company, under an agreement for the provision of paid services (outsourcing is precisely this type of relationship), entrusts its own forces to the receiving party to perform certain actions, and delegates its function for temporary use.
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Outstaffing is needed, first of all, to minimize your personnel costs. Many companies find it economically advantageous to enter into a service agreement, while reducing the number of employees. This is what actually happens: formally, the employee quits the original company and moves to the outstaffing organization, but in fact continues to perform the same labor function (or changes at the request of the management) at the customer's enterprise.
Both of these options are related to tax optimization. The outsoAnd here specific people are important, whose professionalism is needed by the third-party company. For a fee, they work for some time in the receiving company, while continuing to remain full-time employees of the transferring organization.
This is the fundamental difference between outstaffing and personnel outsourcing. Both names come from the English language. The first is formed from the words "out" and "staff", and the second from the words "out" and "source".
The literal translation of the first term means "off-staff" , which implies that the employer takes certain specialists outside of its staff. At the same time, the employees do not have formal employment relationships with the customer company. They are listed on the staff of the outstaffing company. The document that formalizes the relationship is an outstaffing agreement between the transferring and receiving organizations to provide activities for the selection of employees on a paid basis.
When outsourcing personnel, the outsourcing company, under an agreement for the provision of paid services (outsourcing is precisely this type of relationship), entrusts its own forces to the receiving party to perform certain actions, and delegates its function for temporary use.
Read also!
"Marketer's KPI - Key Indicators and Accurate Calculation"
Read more
Outstaffing is needed, first of all, to minimize your personnel costs. Many companies find it economically advantageous to enter into a service agreement, while reducing the number of employees. This is what actually happens: formally, the employee quits the original company and moves to the outstaffing organization, but in fact continues to perform the same labor function (or changes at the request of the management) at the customer's enterprise.
Both of these options are related to tax optimization. The outsourcer performs the tasks required by the customer, relieving him of the forced recruitment of personnel. The outstaffer takes on the registration of the workers needed by the client. But both options are beneficial for the customer from an economic point of view. Although these optimization methods have their drawbacks.
Please note!
The outstaffing agreement does not have a clear legislative regulation, so the parties often abuse such circumstances. Fiscal authorities identify tax evasion schemes and pay increased attention to this type of agreemurcer performs the tasks required by the customer, relieving him of the forced recruitment of personnel. The outstaffer takes on the registration of the workers needed by the client. But both options are beneficial for the customer from an economic point of view. Although these optimization methods have their drawbacks.
Please note!
The outstaffing agreement does not have a clear legislative regulation, so the parties often abuse such circumstances. Fiscal authorities identify tax evasion schemes and pay increased attention to this type of agreem