Responsible Electronics: China's Changing Workforce - 18 June 2014

Photo courtesy of Edwards, Ltd.

THE ELECTRONIC INDUSTRY CITIZENSHIP COALITION welcomes you to

Co-organized by the China Electronics Standardization Association

Welcome! Wednesday, June 18

•  8:30 a.m. - Welcome •  10:20 a.m. - Tea & Coffee Break •  11:45 a.m. - Lunch •  3:45 p.m. - Refreshment Break •  5:00 p.m. - Asia Network Meeting (EICC

members only) - Ballroom

EICC Board of Directors

•  Tim Mohin, Chairman, AMD •  Kathleen A. Shaver, Vice Chair, Cisco •  Bruce Klafter, Treasurer, Flextronics •  Deborah Albers, Dell •  Kevin Caffey, Qualcomm •  Andrew E. Cuthbert, Western Digital •  Tonie Hansen, Nvidia •  Hamlin Metzger, Best Buy •  Bob Mitchell, HP •  Melinda Painter, BlackBerry •  Judy Wente, Intel

中国电子工业信息行业社会责任建设

(熊华俊 2014.6.18)

一、工业和信息化部推进工业领域CSR有关情况

二、推进中国电子信息行业CSR工作情况

三、工作设想和计划

一、工业和信息化部推进工业领域CSR有关情况

行业准入、产业发展、淘汰落后、节能减排、质量品牌 • 《电子信息产品污染控制管理办法》

（一）出台政策文件，引导CSR建设

（二）开展专项行动，推动企业履行社会责任

食品行业诚信体系建设汽车行业加强生产一致性管理中国工业企业质量信誉承诺工程建设领域诚信体系建设节能和绿色发展

（三）积极支持企业社会责任相关活动，营造良好环境

企业社会责任发布会企业社会责任峰会企业社会责任国际论坛支持建立工业企业社会责任指南及实施手册、社会责任评价指标体系支持有关机构组建社会责任研究中心，开展相关研究和交流合作支持鼓励企业履行社会责任、发布社会责任报告

地方试点：浙江、山西行业试点：电子信息行业

（四）试点示范带动，探索推进企业社会责任建设

二、推进中国电子信息行业社会责任建设

产业意义：我国战略性、基础性和先导性支柱产业两化深度融合的基础，推动我国国民经济和社会创新发展面临问题：发展势头猛进 VS 大而不强，发展模式粗放、缺乏核心竞争力电子信息产品有毒有害物质控制、信息安全、电子垃圾等电子废弃物等成为社会问题…… 电子信息企业应在产业可持续发展过程中发挥更积极的作用，积极履行社会责任。不仅促进电子信息产业自身可持续发展，而且通过信息网络技术促进工业其他领域创新、可持续发展。

（一）电子信息行业的开展CSR工作的意义

（二）中电标协社会责任工作委员会简介

中国电子工业标准化技术协会（简称：中电标协），英文名称：Chinese Electronics Standardization Association，简称：CESA。

成立于1993年3月，是经国家民政部批准的国家一级协会。

　业务主管部門：工业和信息化部

• Committee on Social Responsibility of the Chinese Electronics Standardization Association （CSR-CESA）

筹备注册成立 2010.12 2011.10 2011.12

1st 民政部批准的行业社会责任组织机构工作方针政府指导、行业（协会）引导、企主主体、社会参与工作目标促进电子信息企业履行社会责任意识和能力促进电子信息产业可持续发展工作思路建体系、做评价；抓实践、重推广；广合作、促融合


成员大会专家顾问委员会

主任/副主任委员会

秘书处

咨询服务组

政策指导委员会

成员大会专家顾问委员会

主任/副主任委员会秘书处政策指导委员会

•  组织结构

交流合作组

协调联络组

研究开发组

策划推进组

推广应用组

•  会员（46）主任委员单位：

副主任委员单位：企业研究机构和媒体行业组织

•  会员（46）部分企业会员

工具开发

国际合作

政策研究

准则制定

行业推广

人才培养

组织全国范围内相关行业组织、企业、院校、科研机构制定我国电子信息行业社会责任准则或标准，建立行业性社会责任规范体系及其实施机制。

开发社会责任准则实施配套的评估和培训工具、管理咨询与解决方案工具、沟通和交流工具以及推广和宣传工具等。

在电子行业推广实施社会责任管理体系及开发工具。

研究与行业社会责任建设和可持续发展密切相关的问题和趋势，为政府的政策导向提出建议。为电子信息行业和企业培养

社会责任研究、管理和咨询的专门人才。在工信部和中电标协指导之下，加强与

国际相关标准化机构的合作和交流，积极开展以社会责任工作为抓手的国际交流和行业外交

（三）中电标协社会责任工作委员会工作简介

1、加强标准和评价体系建设，推动行业社会责任工作规范化发展《中国电子信息行业社会责任指南《中国电子信息行业社会责任指南》（英文版）《中国电子信息行业责任报告编写指南

社会责任主题

社区参与和发展

消费者关系

供应链管理

诚信运营

责任治理

技术创新与应用

员工权益

安全与健康

环境保护

管理

市场员工社会

环境

1.4

1.2

1.3

1.1 融入管理

能力建设

利益相关方合作

信息披露

责任治理：组织应通过建立和强化组织战略、管理制度以及利益相关方沟通和参与制度，确保社会责任理念和要求融入组织治理，以持续改进社会责任绩效。

决策机制

CSR职能、目标和行动

方案

具备能力

回应、补救和纠正

信息披露机制

全面性客观性

适宜性响应性

理解要求

识别、沟通和参与机制

2.2

2.1 技术创新

应用创新

技术创新与应用：组织应致力于核心技术和关键技术的自主创新，推动电子信息技术向其他产业和社会的延伸，并注重应用创新和融合发展，以及信息技术的商业模式创新。

战略规划

学、研、用研发机制

激励与考核

创新商业模式

对产业的提升

技术支持、产品和服务

4.2

4.1 安全与健康管理

人员安全与健康

安全与健康：组织应建立并不断改进安全与健康管理体系，确保为其工作，处于受其控制的场所以及使用其产品和服务的所有人员的健康与安全。

管理体系

不断改进

保障员工安全和健康

实习生、协作人员、外来参观交流人员

消费者等

防护能力

安全意识

3.2

3.3

3.1 规范用工

员工参与

员工发展

员工权益：组织应规范用工，防止歧视、童工和强迫劳动，保障员工的合法权益，确保员工参与民主管理，并促进员工在职业、社会生活和心理等方面的发展。

防止歧视童工与未

成年人

强迫或强制劳动

工会组织

沟通申诉

培训

工作与生活平衡

劳动合同

工作时间

薪酬福利

工作氛围

5.2

5.3

5.1 污染防治

资源的可持续利用

减缓气候变化

环境保护：组织应在自身活动及产品的整个生命周期中，采取措施减小以至消除对环境的负面影响，包括污染防治，提高资源使用效率，降低温室气体排放，并发挥技术优势帮助其它行业和部门减少不利的环境影响。

预防识别

可持续可再生

减少和小化

帮助其他行业和组织

逐步替代

低环境影响

降低资源消耗回收

处置

6.2

6.1 诚信理念

竞争行为

诚信运营：组织应确立自愿、平等、公平、诚信的运营理念，支持竞争性的公共政策，并确保自身的竞争行为符合诚信运营的理念和公共政策要求。

核心理念

公平与诚信建设

不正当竞争降低安全质量标准

低于市场价格

预防商业贿赂和腐败

知识产权和专有技术

7.2

7.1 合作伙伴的选择

供应链协作

供应链管理：组织应在选择和管理供应链上下游合作伙伴时考虑其社会责任政策和实践，并通过促进与上下游合作伙伴的协作构建负责任的供应链。

CSR契合程度 CSR挑战

和风险

沟通机制对话

改进社会责任绩效

社会责任承诺

8.2

8.1 消费者权益

可持续性消费

消费者关系：组织应在其提供的产品和服务的各个环节中尊重并保护消费者自愿交易、健康和安全、个人信息等权益，并利用产品和服务促进可持续性的消费。

安全健康的产品和服务

安全警示

可持续信息

优使用方式

尊重消费者

售后责任赔偿

责任信息泄漏

9.2

9.3

9.1 社区参与

社区发展

社会公益

社区参与和发展：组织应与其所处的社会环境相融合，在尊重社区自主性的基础上调整运营行为，使之与社区的共同利益相适应，并做出努力实现自身与社会的协调发展。

利益相关方反馈和期望征求

意见

创造就业

支持当地发展

消除贫困

促进人权

公开规范

融入当地社区

扶助弱势群体尊重社

区文化

防灾减灾

保护环境

社会发展

社会公益

2、开展多种形式的研讨培训，积极推广社会责任优秀理念承办政法司面向地方主管部门的社会责任培训工作组织赴台和赴美社会责任交流培训组织召开企业社会责任专题座谈、培训和调研电子信息行业社会责任典型实践案例 3、支撑部扶贫工作，推动企业公益实践活动在贫困地区落地支撑工信部扶贫办推进定点县和片区扶贫工作积极组织企业参与公益活动，进行社会责任实践


4、积极开展交流合作，促进体系间合作融合联合相关机构共同开展研讨培训等活动加强与国际国内社会责任相关机构合作 5、搭建行业交流平台，举办每年度行业社会责任年会已连续举办两届 6、加强自身组织机制建设，不断完善行业社会责任服务能力



1、标准评价体系研究与建设《电子信息行业社会责任指南》标准 “电子信息行业社会责任发展指数” 《中国电子信息行业社会责任白皮书中国电子信息行业社会责任监测评价系统

2、推广合作体系研究与建设拓展会员沟通及管理方式组织召开第三届年会及会员代表大会，总结行业社会责任年度工作推进国际组织交流与合作与瑞联稚博合作开展劳动力市场变化与企业应对相关研究及公益培训组织两岸电子信息行业社会责任及公益项目合作研讨会开展ICP企业及系统集成企业社会责任调研


3、企业意识和能力提升工程 “中国电子信息行业社会责任实践基地” 组织会员参与扶贫公益实践组织社会责任培训和教育 4、行业组织机制研究与建设


谢谢！

中国流动工人的现状及其对劳动关系的机遇和挑战

The Status of Chinese Migrant Workers: Opportunities and Challenges for Labour Relations

中国纺织工业联合会

中国纺织工业联合会 About CNTAC

Ø 中国纺织工业联合会(CNTAC) China National Textile and Apparel Council 中国纺织工业的发展导向者与利益代表者

A guidance institution and the interests representative of all textile-related industries in China.

Ø  从管理机构向服务机构的转变

From government body to service organization 发展导向、政策研究、标准规范、信息交流

Guidance, Policy study, Standardization, Information exchange.

Ø 2013 年全国农民工总量26894 万人，比上年增长2.4%；

Ø 外出农民工16610 万人，增加274 万人，增长1.7%；

Ø 本地农民工10284 万人，增加359 万人，增长3.6%。

Ø 举家外出农民工3525 万人，增加150 万人，增长4.4%。

农民工：数量变化 Migrant Workers: Amount

单位：万人

指标 2008年 2009年 2010年 2011年 2012年 2013年

农民工总量 22542 22978 24223 25278 26261 26894 1．外出农民工 14041 14533 15335 15863 16336 16610 （1）住户中外出农民工

11182 11567 12264 12584 12961 13085

（2）举家外出农民工

2859 2966 3071 3279 3375 3525

2．本地农民工 8501 8445 8888 9415 9925 10284

0-14岁人口 15-64岁人口 65岁以上人口 2000年 22.9% 70.1% 6.96% 2010年 16.6% 74.5% 8.87%

来源：第六次全国人口普查数据

2008 2009 2010 2011 2012 16-20岁 10.7 8.5 6.5 6.3 4.9

21-30岁 35.3 35.8 35.9 32.7 31.9

31-40岁 24.0 23.6 23.5 22.7 22.5

41-50岁 18.6 19.9 21.2 24.0 25.6

50岁以上 11.4 12.2 12.9 14.3 15.1

来源：国家统计局，《2012年全国农民工监测调查报告》，2013年5月

农民工：年龄分布 Migrant Workers: Demographics

单位：%

2008年 2009年 2010年 2011年 2012年

制造业 37.2 36.1 36.7 36.0 35.7

建筑业 13.8 15.2 16.1 17.7 18.4

交通运输、仓储和邮政业 6.4 6.8 6.9 6.6 6.6

批发零售业 9.0 10.0 10.0 10.1 9.8

住宿餐饮业 5.5 6.0 6.0 5.3 5.2

居民服务和其他服务业 12.2 12.7 12.7 12.2 12.2

单位：%

指标合计外出农民工本地农民工

制造业 31.4 35.0 27.5 建筑业 22.2 23.5 20.8 批发和零售业 11.3 8.1 14.8 交通运输、仓储和邮政业 6.3 4.6 8.1 住宿和餐饮业 5.9 7.0 4.7

居民服务、修理和其他服务业 10.6 9.4 11.9

其他行业 12.3 12.4 12.2

外出农民工61.8%在第二产业就业，本地农民工48.6%在第三产业就业。

农民工：就业行业 Migrant Workers: Sectorial Distribution

单位：%

指标东部地区中部地区西部地区

制造业 43.1 20.1 13.2 建筑业 17.5 28.5 30.0 批发和零售业 10.2 12.9 13.2 交通运输、仓储和邮政业 5.3 7.3 8.2 住宿和餐饮业 5.0 6.2 8.1

居民服务、修理和其他服务业 9.9 11.1 12.2

其他行业 9.0 13.9 15.1

农民工在东部地区就业以从事制造业为主，在中部地区就业从事建筑业与制造业并重，在西部地区就业以从事建筑业为主。

农民工：就业行业 Migrant Workers: Sectorial Distribution

单位：万人、%

指标

人数构成

外出农民工

外出农民工跨省流动省内流动跨省流动省内流动

合计 16610 7739 8871 100.0 46.6 53.4

东部地区 4936 882 4054 100.0 17.9 82.1

中部地区 6424 4017 2407 100.0 62.5 37.5

西部地区 5250 2840 2410 100.0 54.1 45.9

Ø 东部地区跨省流出农民工882万人，72.6%仍在东部地区省际间流动；

Ø 中部地区跨省流出农民工4017万人，89.9%流向东部地区；

Ø 西部地区跨省流出农民工2840万人，82.7%流向东部地区；

Ø 在跨省流动农民工中，流向东部地区6602万人，占85.3%。

农民工：区域特征 Migrant workers: Regional Distribution

单位：万人、%

指标合计直辖市省会城市

地级市（包括副省级）

小城镇其他

外出农民工人数 16610 1410 3657 5553 5921 69 其中：跨省流动 7739 1115 1749 3064 1742 69

省内流动 8871 295 1908 2489 4179 0 外出农民工构成 100.0 8.5 22.0 33.4 35.7 0.4 其中：跨省流动 100.0 14.4 22.6 39.6 22.5 0.9

省内流动 100.0 3.3 21.5 28.1 47.1 0

农民工：区域特征 Migrant Workers: Regional Distribution

海南

黑龙江

吉林

辽宁

河北

山东

福建

江西

安徽湖北

湖南

广东广西

上海

河南

山西

内蒙古

陕西

宁夏

甘肃

青海

四川

贵州云南

西藏

新疆

江苏

浙江

北京

西部投资增长：25.29%

中部投资增长：14.58%

东部投资增长：13.73%

2013年1-7⽉月投资增速

Ø  产业转移并不能明显降低劳动力成本，也无助于劳动时间、员

工流动率等核心问题的解决。

Ø  在缺乏产业配套和社会支持系统的情况下，现有转移项目中的

相当一部分经营情况不容乐观。

Ø  转出地和转入地在环境、劳动力等领域的标准差距几近消失。

农民工：区域特征 Migrant workers: Regional Distribution

单位：%

指标受雇就业自营就业

制造业 35.8 10.7 建筑业 25.6 5.9 批发和零售业 5.5 39.6 交通运输、仓储和邮政业 4.5 15.1 住宿和餐饮业 5.3 8.5 居民服务、修理和其他服务业 10.0 13.1 其他行业 13.3 7.1

83.5%的农民工为受雇就业，16.5%的农民工为自营就业。受雇就业农民工65%从事第二产业；自营就业农民工82.1%从事第三产业。

农民工：雇用形式 Migrant Workers: Employment Types

制造业人均月收入2537元，建筑业2965元。

单位：元、%

指标人均月生活消费支出其中：人均月居住支出

金额增长率金额增长率

合计 892 21.7 453 27.0

直辖市和省会城市 972 23.4 500 25.9

地级市（包括副省级） 911 20.2 432 34.2

小城镇 807 21.5 430 21.5

农民工：收入与支出 Migrant Workers: Income vs. Expenses

单位：%

指标单位宿舍

工地工棚

生产经营场所

与人合租

独立租赁

务工地自购房

乡外从业回家居住

其他

合计 28.6 11.9 5.8 18.5 18.2 0.9 13.0 3.1

直辖市和省会城市 30.4 14.9 5.9 21.6 20.4 0.7 3.2 3.0

地级市 33.0 10.9 5.8 20.5 19.9 0.9 6.4 2.7

小城镇 23.0 10.4 5.6 13.9 14.9 1.2 27.3 3.8

农民工：居住状况 Migrant Workers: Living Conditions

外出农民工从业时间和强度

指标 2012年 2013年

全年外出从业时间（月） 9.9 9.9

平均每月工作时间（天） 25.3 25.2

平均每天工作时间（小时） 8.7 8.8

日工作超过8小时的农民工比重（%） 39.6 41.0

周工作超过44小时的农民工比重（%） 84.4 84.7

农民工：工作时间 Migrant Workers: Working Time

农民工：工资拖欠 Migrant Workers: Payment Arrears

农民工：劳动合同期限 Migrant Workers: Labour Contract Terms

单位：%

2008年 2009年 2010年 2011年 2012年 2013年

养老保险 9.8 7.6 9.5 13.9 14.3 15.7

工伤保险 24.1 21.8 24.1 23.6 24.0 28.5

医疗保险 13.1 12.2 14.3 16.7 16.9 17.6

失业保险 3.7 3.9 4.9 8.0 8.4 9.1

生育保险 2.0 2.4 2.9 5.6 6.1 6.6

农民工：社会保险 Migrant Workers: Social Insurance

Ø 回归农业的新生代？

Ø 更好学的新生代！

单位：%

指标接受农业技能培训接受非农职业技能培训接受技能培训

2012年 2013年 2012年 2013年 2012年 2013年

合计 10.7 9.3 25.6 29.9 30.8 32.7

20岁及以下 4.0 5.0 22.3 29.9 24.0 31.0

21-30岁 6.2 5.5 31.6 34.6 34.0 35.9

31-40岁 11.0 9.1 26.7 31.8 32.0 34.1

41-50岁 14.9 12.7 23.1 27.8 30.5 32.1

50岁以上 14.5 12.4 16.9 21.2 25.5 25.9

农民工：技能培训 Migrant Workers: Skills Training

单位：万人

指标合计外出农民工本地农民工

新生代农民工 12528 10061 2467

老一代农民工 14366 6549 7817

Ø  受教育程度普遍较高：初中以下文化程度仅占6.1%，高中及以上文化程度的新生代农民工占到三分之一，比老一代农民工高19.2个百分点；

Ø  集中在东部地区及大中城市务工：6872万新生代农民工在地级以上大中城市务工，占比54.9%，老一代农民工这一比例为26%；

Ø  八成以上选择外出从业：新生代农民工初次外出的平均年龄仅为21.7岁，老一代农民工初次外出的平均年龄为35.9岁，2013年间，87.3%的新生代农民工没有从事过任何农业生产劳动； Ø  以从事制造业为主：39%新生代农民工从事制造业，14.5%从事建筑业，从事建筑业的新生代农民工所占比重大幅下降，不及老一代农民工的一半； Ø  在外务工更倾向就地消费：新生代农民工在外务工的月生活消费支出人均939元，比老一代农民工高19.3%；新生代农民工2013年人均寄回带回老家的现金为12802元，比老一代农民工少29.6%。

新生代农民工：特质 New Generation Migrant Workers

n  劳动关系类型从多元化走向复杂化：非全日制就业、临时性就业、季节性就业、派遣就业、远程就业、独立就业等就业形式将吸纳大量就业者，劳动者与用人单位之间的劳动关系呈现出模糊、松散、多样的复杂态势。

n  劳动冲突从隐性化走向显性化：传统劳动关系体制中的深层次矛盾及改革过程中产生的利益冲突和侵权现象不断涌现，劳动冲突逐渐从隐性化走向显性化。

n  劳动关系主体利益从一体化走向差别化：中国企业劳动关系的主体利益将从劳资利益一体化到劳资利益差别化。

n  劳动关系运行方式从行政化走向契约化：市场对劳动关系的作用不断增强，以劳动合同为载体的企业契约化用工方式已经逐渐深入人心，并为广大企业所接受。

n 三方关系的格式化：以保护劳动者为基点，注重维护稳定而轻视效率与创新的劳动法律机制造就了“强政府”、“被骄纵的劳动者”以及“被妖魔化的企业”。

劳动关系：大趋势 Labour Relations: Mega Trends

n 工人意识中对企业的矛盾认识：依赖 vs.鄙夷

n 工人的行动意识和集体意识不断增强

Ø 工人集体行动（包括罢工和抗议）越来越多

Ø 自媒体强化了集体行动的动员效果。

n 工人团结的动力，逐渐由基于传统的乡土关系向基于现代生产关系的自主组织关系转变，同业“工友”逐渐成为影响工人集体行动的重要因素。

劳动关系：工人意识与行动 Labour Relations: Workers’ Awareness and Actions

选项所占比例

亲戚 34.9

老乡 33.2

同学 12.7

工友 7.6

直接主管 6.5

政府 9.3

企业负责人 9.0 总计 100.0

当发生劳动纠纷时，哪些人能够给您提供有效的协助？ (2005年调查)

劳动关系：工人自我组织 Labour Relations: Workers’ Self-organization

选项选择此项的打工者人数所占比例

工友 144 33.9

老乡 123 28.9

社会上的朋友 79 18.6

家人 40 9.4

同乡会 6 1.4

宗教组织 5 1.2

其他（包括政治代表和工会代表）

28 6.6

总计 425 100.0




工友 204 50.1

老乡 97 23.8

家人 42 10.3


同乡会 12 3.0

宗教组织 3 2.0


9 8.0

总计 407 100.0




工友 297 66.1

老乡 90 20.0


家人

21 4.7

同乡会 12 2.7

宗教组织 8 1.8


0 0.0

总计 449 100.0



n 现实而动态地界定“员工满意度”： ü 工人对于自身利益的界定，随市场和社会环境而变化 �ü 企业应该侧重于给工人“造梦”，而非“圆梦” �

n 反思员工参与的模式和方法： ü  企业工会、员工委员会的民主选举； �ü  由厂区到社区的工作手法； �ü  第三方介入？ �

n  企业的中层管理人员仍是劳动关系的稳定器

n  关注员工的精神需求与远期生活规划

劳动关系：管理转型 Labour Relations: Management Transition

展望2020：新现象与新问题 Prospects 2020: What’s Coming New?

n 大学生工人：中国制造业的未来中坚？

n 外国劳工：有益补充还是深刻挑战？

n “第三代流动工”：市民工还是农民工？

Tel: +86 10 8522 9734

Fax: +86 10 8522 9733

Email: [email protected]

http://www.csc9000.org.cn

谢谢！ Thank you!

金杜律师事务所 King & Wood Mallesons 姜俊禄 Jiang Junlu

Updates on Regulations on Use of Dispatch Workers in China

2014年6月18日

June 18,2014

中国劳务派遣新规

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主讲人介绍

•  姜俊禄律师的主要执业领域为劳动和社会保障法等。

•  姜俊禄律师曾多次为在华投资的许多跨国公司及中国的大型国有企业并购、改制、重组、破产及上市过程中的人员安置问题提供咨询意⻅见及安置方案。此外，姜律师在处理与工会的关系、集体谈判、员工罢工等领域亦积累了丰富的经验。

•  姜俊禄律师是中国首批劳动法博士学位获得者，从事劳动法、工会法、社会保障法及国际劳动法律等领域的实务研究⻓长达二十余年。他先后参与了《劳动法》、《劳动合同法》、《劳动争议调解仲裁法》、《就业促进法》和《社会保险法》的立法以及《劳务派遣暂行规定》的制定工作。

•  姜俊禄律师现担任中国法学会社会法研究会副会⻓长，北京市劳动和社会保障法学会会⻓长，北京大学、清华大学、中国人民大学法学院客座教授等职务。

姜俊禄金杜律师事务所合伙人电话：+86 10 5878 5055 电子邮件： [email protected]

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Profile of the Lecturer

•  Mr. Jiang specializes in labor and social security laws.

•  Mr. Jiang has provided advice on settlement schemes and employee issues rising out of M&A transactions, restructuring, reorganization, bankruptcy and stock listing of large PRC state-owned enterprises and multinational companies with investment in China on many occasions. Besides, Mr. Jiang has rich experience in dealing with trade unions, collective bargaining, and employee strikes, etc.

•  Mr. Jiang is one of the first few persons to receive a Ph.D. in labor law in China. He has been engaged in researching the practical issues of labor laws, trade union laws and social security laws for over 20 years. He has also participated in the legislation of the PRC Labor Law, the Employment Contract Law, the Labor Dispute Mediation and Arbitration Law, the Employment Promotion Law, the Social Insurance Law, and the Interim Regulation on Labor Dispatch.

•  Mr. Jiang currently serves as the Deputy Chair of the Social Law Committee of China Law Society, the Chair of the Beijing Labor and Social Security Law Society, and the Guest Professor of the law schools of Peking University, Tsinghua University and Renmin University of China.

JIANG Junlu Partner King & Wood Mallesons Direct：+86 10 5878 5055 Email： [email protected]

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《劳务派遣暂行规定》出台背景 Legislative Background of Interim Regulation on Labor Dispatch • 现实背景——劳务派遣用工存在突出问题

Reality—Significant issues exist in the practice of labor dispatch •  用工单位⻓长期大量使用被派遣劳动者，甚至把劳务派遣作为用工主渠道

Employer’s utilization of dispatched employees for a long term, becoming a major employment channel

•  被派遣劳动者的合法权益得不到有效保障

Inefficient protection of dispatched employees’ legitimate rights and interests:

−  同工不同酬 Unequal pay for equal work

−  参与企业民主管理不足 Less involvement in democratic administration of enterprises

−  参加工会组织不全面 Limited membership in labor unions

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《劳务派遣暂行规定》出台背景 Legislative Background of Interim Regulation on Labor Dispatch

• 法律背景 Legislation

2012年12月28日，十一届全国人大常委会第三十次会议表决通过了《关于修改<中华人民共和国劳动合同法>的决定》

On December 28, 2012, the Decision on the Revision of the Employment Contract Law of the People's Republic of China was adopted by the 30th Session of the Standing Committee of the Eleventh National People's Congress.

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劳务派遣新规适用于哪些主体？ Applicable Scope of Labor Dispatch Subject

《规定》（第二条，第二十五条—第二十七条）

The Regulation (Article 2, Article 25 - 27)

•  劳务派遣单位经营劳务派遣业务

Certified labor dispatch agencies running labor dispatch business

•  用工单位使用被派遣劳动者

Employers engaging the service of dispatched employees

•  用人单位以承揽、外包等名义按劳务派遣用工形式使用劳动者

Employers engaging the service of dispatched employees under the cover of contracted work, outsourcing, etc.

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排除情形 Exemptions in special provisions:

1. 外国企业常驻代表机构和外国金融机构驻华代表机构等使用被派遣劳动者的，以及船员用人单位以劳务派遣形式使用国际远洋海员的，不受临时性、辅助性、替代性岗位和劳务派遣用工比例的限制。

Neither the use of dispatched employees by resident representative offices of foreign enterprises and representative offices of foreign financial institutions in the Mainland China, nor the use of international ocean seamen by seamen employers in the form of Labor Dispatch shall be subject to the provisions concerning temporary, auxiliary or substitutive positions and the provisions on the proportion of dispatched employees used.


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排除情形 Exemptions in special provisions:

2. 用人单位将本单位劳动者派往境外工作或派往家庭、自然人处提供劳动的，不属于劳务派遣。

The dispatching by an employer of its employees to work outside the Mainland China or to provide housekeeping services for families or individuals shall not fall within the scope of labor dispatch.


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什么是“三性”岗位？ Three Categories of Positions 《规定》（第三条） The Regulation (Article 3)

• 临时性：存续时间不超过6个月

Temporary positions: duration may not exceed 6 months

• 辅助性: 为主营业务岗位提供服务的非主营业务岗位

Auxiliary positions: positions of non-major business set up for assisting the positions of major business

• 替代性: 用工单位的职工因脱产学习、休假等原因在该工作岗位上无法工作的一定期间，可由其他劳动者替代工作

Substitutive positions: positions that can be held by substitute employees for a certain period of time during which the original employees are unable to work as a result of full-time study, being on leave or other reasons

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如何确定“辅助性岗位”？ How to decide auxiliary positions

《规定》（第三条，第二十二条） The Regulation (Article 3, Article22)

• 用工单位决定使用被派遣劳动者的辅助性岗位，应当经职工代表大会或全体职工讨论，提出方案和意⻅见，与工会或职工代表平等协商确定，并在用工单位内公示。

An employer shall put forward proposals and suggestions after discussion by the assemble of employees or by all workers, conduct equal consultation with its labor union or employees' representatives to decide the auxiliary positions for which dispatched employees are to be used, and shall internally publicize the decision.

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如何确定“辅助性岗位”？ How to decide auxiliary positions

《规定》（第三条，第二十二条） The Regulation (Article 3, Article22)

• 如果用工单位违反该条款，人力资源和社会保障行政部門将予以责令改正、给予警告；给被派遣劳动者造成损害的，用工单位应依法承担赔偿责任。

Where an employer violates the above provision, the competent department of human resources and social security shall order it to correct its activities and give a warning thereto; and the employer shall be liable for compensation in accordance with the law if such violation has caused damage to dispatched employees.

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劳务派遣用工比例是多少？ Ratio Limit of Dispatched Employees

《规定》(第四条) The Regulation (Article 4)

•  用工单位应当严格控制劳务派遣用工数量，使用的被派遣劳动者数量不得超过其用工总量的10%。

An employer should strictly control the number of dispatched employees not exceeding 10% of the total number of its employees.

•  用工总量是指用工单位订立劳动合同人数与使用的被派遣劳动者人数之和。

The total number of employees means the sum of the number of employees who have executed labor contracts with the employer and the number of dispatched.

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哪些情形下可以退回被派遣员工？ Circumstances to Return Dispatched Employees 《规定》（第十二条） The Regulation (Article 12)

1. 客观情况发生重大变化 (《劳动合同法》第四十条第三项）

Significant changes in previous objective circumstances (provided in Item 3 of Article 40 of the Employment Contract Law)

2. 经济性裁员（《劳动合同法》第四十一条）

Economic layoff (provided in Article 41 of the Employment Contract Law)

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哪些情形下可以退回被派遣员工？ Circumstances to Return Dispatched Employees 《规定》（第十二条） The Regulation (Article 12)

3. 破产、吊销营业执照、责令关闭、撤销、提前解散、经营期满不续

Where the employer is declared bankrupt, has its business license revoked, or ordered to be closed down or cancelled, or where the employer decides to dissolve in advance, or discontinues operation upon the expiry of its licensed period; or

4. 劳务派遣协议期满终止

If labor dispatch agreement is terminated upon expiry

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其他情形（《劳动合同法》第三十九条、第四十条第一、第二项）Other Circumstances (Article 39, Item 1,2 of Article 40 of the Employment Contract Law)

1. 在试用期间被证明不符合录用条件的

Confirmed to fail to meet the employment conditions in the probationary period;

2.  严重违反用人单位的规章制度的

Seriously violates the rules and systems of the employer;

3.  严重失职，营私舞弊，给用人单位造成重大损害的

In serious dereliction of duty or engages in malpractices for selfish ends, causing significant harm to the employer;

哪些情形下可以退回被派遣员工？ Circumstances to Return Dispatched Employees

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4. 同时与其他用人单位建立劳动关系，对完成本单位的工作任务造成严重影响，或者经用人单位提出，拒不改正的

Establishes a labor relationship with another employer at the same time, producing serious impact on the completion of tasks of the employer, or refuses to make corrections after the employer informs him of the issue;

5.  欺诈、胁迫或者乘人之危，使用人单位在违背真实意思的情况下订立或者变更劳动合同的

The employment contract is concluded or changed against the true intention of the other party by deceptive means or threats, or by taking advantage of such party’s precarious position;


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6. 被依法追究刑事责任的

Charged of criminal liability in accordance with the law;

7. 劳动者患病或非因工负伤，在规定的医疗期满后不能从事原工作，也不能从事由用人单位另行安排的工作的

The employee is ill or injured due to reasons unrelated to work, and fails to perform the original work after the prescribed treatment period or fails to perform other work arranged by the employer; and

8.  劳动者不能胜任工作，经过培训或调岗后仍不能胜任工作的

The employee is not incompetent for the job, and after training or the adjustment, the employee still is incompetent for the job.


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哪些情形下不得退回被派遣员工？ Circumstances NOT to Return Dispatched Employees 《规定》（第十三条）The Regulation (Article 13)

• 如果被派遣劳动者处于《劳动合同法》第四十二条规定的情形，在派遣期限届满前用工单位不得依据客观情况发生重大变更或经济性裁员的理由退回该劳动者。

If a dispatched employee falls under any of the situations stated in Article 42 of the Employment Contract Law, the employer concerned may not send the dispatched employee back to the relevant labor dispatch agency prior to the expiry of the term for labor dispatch.

• 派遣期限届满的，应延续至相应情形消失时方可退回。

Upon expiry of the term for labor dispatch, the dispatched employee may not be sent back until relevant situations disappear.

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《劳动合同法》第四十二条规定的情形指：

Situations specified in Article 42 of the Employment Contract Law include:

a. 从事解除职业病危害作业未进行离岗前职业健康检查，或者疑似职业病病人在诊断或医学观察期间的；

where an employee who has engaged in work exposed to occupational hazards has not undergone post-employment occupational health check or during the period where an employee is suspected to have contracted an occupational illness or under medical observation;

b. 在本单位患职业病或因工负伤并被确认丧失或者部分丧失劳动能力的；

where an employee has contracted an occupational illness or suffered a work injury while working for the employer and is confirmed to have lost his/her labor capability wholly or partially;

哪些情形下不得退回被派遣员工？ Circumstances NOT to Return Dispatched Employees

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c.  患病或非因工负伤，在规定的医疗期内的；

during the stipulated medical treatment period of an employee suffering from illness or non-work-related injury;

d.  女职工在孕期、产期、哺乳期的；

during the pregnancy, maternity leave or breastfeeding period of a female employee;

e.  在本单位连续工作满十五年，且距法定退休年龄不足五年的；

where an employee has worked for 15 years consecutively with the employer and will attain his/her statutory retirement age in less than five years' time; or

f.  法律、行政法规规定的其他情形。

any other circumstances stipulated by the laws and regulations.

哪些情形下不得退回被派遣员工？ Circumstances NOT to Return Dispatched Employees

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什么是过渡期？如何进行用工调整？ Transition Period and Adjustment of Hiring Method 《规定》（第二十八条） The Regulation (Article 28)

•  如果用工单位在2014年3月1日前使用被派遣劳动者超出10%的比例限制，应当制定调整用工方案，于2014年3月1日起2年内降至规定比例。

Where the number of dispatched employees engaged by an employer prior to March 1, 2014 exceeds 10% of its total number of employees, the employer should make an adjustment scheme of hiring method, and reduce the percentage to the required ratio within two years from March 1, 2014.

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什么是过渡期？如何进行用工调整？ Transition Period and Adjustment of Hiring Method 《规定》（第二十八条） The Regulation (Article 28)

•  但是，2012年12月28日前已依法订立的劳动合同和劳务派遣协议期限届满日期在2016年3月1日后的，可以依法继续履行至期限届满。

However, if any employment contract or labor dispatch agreement duly executed prior to December 18, 2012 will expire after March 1, 2016, such contracts or agreements may continue to be performed until the expiry thereof in accordance with the law.

•  用工单位应当将制定的调整用工方案报当地人力资源和社会保障行政部門备案，但没有提及未备案的法律后果。

The employer should submit its adjustment scheme of hiring method to the local department of human resources and social security for record-filing.

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For Question & Contact Information

JIANG Junlu Partner King & Wood Mallesons Direct：+86 10 5878 5055 Email：[email protected]

劳务派遣与学生工 Labor Dispatch and Student Workers ----Knowing the Risks Wenjuan Yao Verité China Office June 18, 2014

国际性非赢利机构，成立于1995年，总部设在美国 Network of NGOs working globally in 60+ countries, established in 1995, headquarter in the US.

业务 Things We Do 企业社会责任咨询、培训/能力建设、研究、审核 CSR related consultaEon, training/capacity building, research and audit

维泰所获奖项 Verité Awards

关于维泰 Who Is Verité

Fast Company Social Capitalist Award 2005

Skoll Award for Social Entrepreneurship 2007

Schwab FoundaEon US Social Entrepreneur

of the Year 2011

1. 电子信息技术企业的劳务派遣及常见问题Labor Dispatch in ICT Factories and Common Issues IdenEfied

2. 电子信息技术企业的学生工及常见问题Student Workers in ICT Factories and Common Issues IdenEfied

3. 强迫劳动、人口贩运的风险与对策

Risks of forced labor, human trafficking and management strategies

讨论的问题 Topics to Discuss

1. 电子信息技术企业的劳务派遣及常见问题 Labor Dispatch in ICT Factories and Common

Issues IdenEfied

VERITÉ FAIR LABOR. WORLDWIDE.

审核数据 Audit Data　在91个接受审核的工厂之中

Of 91 ICT factories audited: �  39个使用了劳务派遣工，约占总数的43% 39 used dispatched workers , which is 43% of total factories audited.

� 在使用了派遣的工厂中，派遣工占生产工人总数的平均比例约为48%

On average, dispatched workers constituted 48% of the total workforce in the factories hiring them.

95


业务摘要

使用劳务派遣工的地区差异使用劳务派遣工的企业性质差异

� 审核数据 Audit Data

18.18%

72.00% 71.43%

0.00%

25.00%

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

广东省 Guangdong

江苏省 Jiangsu

上海市 Shanghai

浙江省 Zhijiang

四川省 Sichuan

使用劳务派遣工的地区差异 Regional Differences in the Use of Dispatched Workers

0%

10%

20%

30%

40%

50%

60%

港资 Hongkong

Owned

合资 Joint Venture

内资 Domestic Owned

台资 Taiwanese

Owned

外资 Foreign Invested

17%

60.00%

15.38%

40.00% 44.12%

使用劳务派遣工的企业性质差异 Business Owner Difference in the Use of Dispatched

Workers

广东省江苏省上海市浙江省四川省

45 26 7 5 4

8 18 5 0 1 港资合资内资台资外资

6 5 15 31 34

1 3 2 12 15


一些常见问题　Some Common Issues

97

派遣工人人数超过法定的比例限制，有的达100%。No. of dispatched workers beyond legal limits. 没有针对派遣公司的监管制度，没有对劳务派遣公司进行审核。No monitoring system for labor agencies, and did not conduct audit in labor agencies. 没有将EICC 或客户要求沟通给劳务派遣公司。Did not communicate EICC or client requirements to labor agencies. 使用不合资质的劳务派遣企业。Using unqualified labor agencies. 劳务派遣员工合同期限只有一年，低于法律规定的两年期限。The term of employment agreements signed between workers are labor agencies are less than two years. 没有为劳务派遣工人购买社会保险。Dispatched workers were not provided with social insurance. 派遣工工资拖欠。 Delayed payment of wages


2. 电子信息技术企业中使用学生工的情况及常⻅见问题

Student Workers in ICT Factories and Common Issues IdenEfied


审核数据　Audit Data

在91个接受审核的工厂中 Of 91 factories audited： �  24个使用了学生工，约占审核工厂总数的26%

24 used student workers, which is approximately 26% of the factories audited. � 学生工占工人总数的平均比例大约是9.4% On

average, student workers constitute approximately 9.4% of the total workforce in the facilities hiring them.


业务摘要

使用学生工的地区差异使用学生工的企业性质差异

�  审核数据 Audit Data

13.6%

24.0%

28.6%

20.0%

25.0%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

广东省 Guandong

江苏省 Jiangsu

上海市 Shanghai

浙江省 Zhejiang

四川省 Sichuan

使用学生工的地区差异 Regional Differences in the Use of Studen Workers

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

港资 Hongkong

Owned

合资 Joint Venture

内资 Domestic Owned

台资 Taiwanese

Owned

外资 Foreign Invested

16.67%

20.00% 20.00%

29.03%

11.76%

使用学生工的企业性质差异 Business Ownership Difference in the Use of Student

Workers

广东省江苏省上海市浙江省四川省

45 26 7 5 4 6 7 2 1 2 港资合资内资台资外资

6 5 15 31 34

1 1 3 9 4


一些常见的问题　Some Common Issues Identified 通过派遣公司使用实习生Hiring of student workers through labor agencies 没有针对实习生所在学校的监管机制，没有开展对实习生所在学校合规性的审核 Did not have monitoring system for collaborating vocational schools; did not conduct audit in the schools

没有签订三方协议 Did not sign tripartite agreement with schools and student workers 　没有实习生管理政策 Did not have management policies and procedures for using of student workers 　

实习生的工作时间超法律标准 Working time of student workers exceeded regulatory limit 　

实习起始时间/实习期不符合当地或EICC要求 Intern terms of student workers exceeded regulatory/EICC limits 没有为实习生购买意外保险 Did not purchase accident insurance for student workers 　　

工资不直接支付给学生本人 Did not pay student workers directly 　


3. 强迫劳动、人口贩运的风险与对策 Risks of forced labor, human trafficking and

management strategies


强迫劳动的定义　Definition of Forced Labor 以任何惩罚相威胁，强迫任何人从事的非本人自愿的一切劳动或服务。－国际劳工组织：《强迫劳动公约》（第29号） All work or service which is exacted from any person under the menace of any penalty and for which the said person has not offered himself voluntarily.—ILO,The Forced Labour Convention(No. 29), 1930 18岁以下的男孩和女孩的强迫劳动是最恶劣的童工形式之一。－国际劳工组织：《最恶劣形式的童工劳动公约》（第182号） Forced labour of girls and boys under 18 years old is one of the worst forms of child labour as defined by ILO. --- The Worst Forms of Child Labour Convention(No. 182), 1999 本议定书所提及的措施须包括反对以强迫或强制性劳动为目的的人口贩运的具体行动 the measures referred to in this Protocol shall include specific action against trafficking in persons for the purposes of forced or compulsory labour -----1930年强迫劳动公约2014年议定书 the Protocol of 2014 to the Forced Labour Convention, 1930

风险探讨Discussion of Risks


人口贩运定义　Definition of Human Trafficking (a) “人口贩运”系指以剥削目的而通过威胁或使用暴力手段，或通过其他形式的胁迫，诱拐、欺诈、欺骗、滥用权力或滥用脆弱境况，或通过授受酬金或利益取得对另一人有控制权的某人的同意等手段招募、运送、转移、窝藏或接收人员。剥削应至少包括利用他人卖淫或其他形式的性剥削、强迫劳动或服务、奴役或类似奴役的做法、劳役或切除器官。 "Trafficking in persons" shall mean the recruitment, transportation, transfer, harbouring or receipt of persons, by means of the threat or use of force or other forms of coercion, of abduction, of fraud, of deception, of the abuse of power or of a position of vulnerability or of the giving or receiving of payments or benefits to achieve the consent of a person having control over another person, for the purpose of exploitation. Exploitation shall include, at a minimum, the exploitation of the prostitution of others or other forms of sexual exploitation, forced labour or services, slavery or practices similar to slavery, servitude or the removal of organs. 　


人口贩运定义（续）　 Definition of Human Trafficking　（Continued) (b) 如果已使用本条(a)项所述任何手段，即使“受害人”对(a)项所述的有预谋进行的剥削表示了同意，仍应视为“人口贩运”； (b) The consent of a victim of trafficking in persons to the intended exploitation set forth in subparagraph (a) of this article shall be irrelevant where any of the means set forth in subparagraph (a) have been used. (c) 为剥削目的而招募、运送、转移、窝藏或接收儿童，即使并不涉及本条(a)项所述任何手段，也应视为“人口贩运”； (c) The recruitment, transportation, transfer, harbouring or receipt of a child for the purpose of exploitation shall be considered "trafficking in persons" even if this does not involve any of the means set forth in subparagraph (a) of this article. (d)“儿童”系指任何18岁以下者。　“Child” shall mean any person under eighteen years of age. ---- 摘自：《联合国打击跨国有组织犯罪公约关于预防禁止和惩治贩运人口特别是妇女和儿童行为的补充议定书》2000年 Protocol to Prevent, Suppress and Punish Trafficking in Persons Especially Women and Children, supplementing the United Nations Convention against Transnational Organized Crime, 2000

VERITÉ FAIR LABOR. WORLDWIDE. 106

两个高⻛风险点：Two High Risk Areas： •  通过劳务中介公司使用未成年工/童工，并有强迫劳动和涉及人口贩运的⻛风险（典型案例是在珠三角打工的四川凉山的未成年工和童工）。Using of child labor through labor agencies, risk of involving human trafficking and forced labor.

•  利用行政的力量/毕业证书/学费等方式变相强迫学生参加与专业无关的实习，有人口贩运和强迫劳动的⻛风险。Force student workers to participate in the internship jobs irrelevant to their field of study through abusive using power of local authorities, academic credentials or tuitions, risk of human trafficking and forced labor.


管理对策 Management Strategies �  ILO 2014年强迫劳动(补充措施)建议书的要求 the Forced Labour

(Supplementary Measures) Recommendation, 2014 成员国应采取措施，消除劳务招聘和安置机构的虐待和欺诈行为，例如：Members should take measures to eliminate abuses and fraudulent practices by labour recruiters and employment agencies, such as:

(a) 取消向工人收取招聘费用； eliminating the charging of recruitment fees to workers;

(b) 要求雇佣合同透明，明确解释雇佣条款和工作条件； requiring transparent contracts that clearly explain terms of employment and conditions of work;

(c) 建立健全且易于利用的投诉机制； establishing adequate and accessible complaint mechanisms;

(d) 处以适度的惩罚；并 imposing adequate penalties; and (e) 对这些服务机构进行监管或颁证。regulating or licensing these services


管理对策 Management Strategies

1.  提高认识 Increase Awareness 避免决策者因小失大，执行者盲目无知 To avoid business

decision makers losing the greater and implementers’ ignorance 2.  加强管理 Improve Management

EICC 管理体系方式 EICC management system approach 政策与执行 Intention and implantation 3.  注重实效 Striving for Effectiveness 绩效指标的设定与考核 Performance indicators and

measuring

■新法执行与派遣合规性 ■用工方派遣需求与冲突 ■第三方行业服务背景 ■劳务外包经验分享 ■管理咨询与增值服务

主题分享——

第三⽅方视⾓角下的劳务⽤用⼯工服务与操作

任仕达（中国）何文胜 Marx

Ho randstad China

1 9 6 0 ’ 珍妮，我们的招聘助理正在学⽣生公寓内向前来求职的候选者发送招聘采集表.

第⼀一部分新法执⾏行与派遣合规性

劳务派遣在中国⾯面临的发展瓶颈

1

数量庞⼤大

业务偏⼩小

2

雇主责任难以匹配

3

服务质量

参差不起

4

低价竞争

缺乏创新

5 被派遣员⼯工处于弱势

• 2008年实施的《劳动合同法》对劳务派遣的低资质要求导致出现⼤大量不具经营条件的派遣单位 • 派遣单位数量急剧扩张，但上规模的企业⽐比例⾮非常低，更缺乏国际知名⾃自主本⼟土品牌 • 业务⾯面偏窄，易造成恶性竞争

• 派遣单位是被派遣劳动者法律上的雇主 • 派遣单位资质的优劣不但决定了其派遣服务质量，亦限制了其承担雇主责任能⼒力的⼤大⼩小

• 我国劳务派遣市场处于初级发展阶段，很多派遣单位缺乏专业管理经营 • ⼤大多数派遣单位仅是形式上的雇主，与被派遣劳动者的关系松散，实质仍是劳动事务代理 • 在员⼯工招聘、培训、绩效管理、福利待遇、员⼯工沟通、宿舍服务等⽅方⾯面能⼒力⽋欠缺

• 有些派遣单位为追求利润⽽而侵犯劳动者合法权益 • 在市场竞争中处于低⽔水平的价格竞争，⽽而缺乏差异化发展的理念 • 很少注重创新服务⼿手段提⾼高被派遣劳动者能⼒力或素质

• 被派遣劳动者没有议价能⼒力，⾃自⾝身权益经常受到侵害 • ⼤大部分派遣员⼯工分布于制造业、建筑业等技术含量低的⽣生产⼀一线岗位，从事基础的⽣生产、制造业

务环节 • 派遣单位较弱的能⼒力导致很少有被派遣员⼯工接受了岗前培训

⾏行业⽴立法与中国劳务派遣服务的转化

对应⽅方法

通过实施事务外包，替代之前的劳务派遣，将事务外包给专业劳务公司来降低综合⼈人⼒力资源成本

企业将⾮非核⼼心事务外包给劳务公司，企业不承担外包⼈人员的雇主责任，能轻易地解决法律上的劳务问题，同时在⾮非核⼼心领域⻓长期使⽤用外包⼯工作⼈人员

解除⾮非核⼼心员⼯工签订⽆无固定期⽤用⼯工困扰，将⾮非核⼼心业务外包出去，外包公司既是⽤用⼈人单位也是⽤用⼯工单位，企业⽤用⼯工⽆无顾虑

旧条款（含2013-7-1修改条款实施）

新⾏行条款（指2014-3-1实⾏行）

关键词⽴立法细则

⽴立法宗旨

⽴立法意图主要是限制劳务派遣的规模，使之不成为企业⽤用⼯工主要形式

限制规模辅助性岗位≤10%

⽴立法⽅方式

使⽴立法避免脱离中国实际，避免⾏行政干预的负⾯面影响 • 不能形成规模性清退，造成失业问题； • 不能形成新的社会⽭矛盾； • 不能妨碍⽤用⼯工单位的正常⽣生产经营；

维持现状根据各地进度，不明朗

考量标准谋求“三性”标准的量化企业仅能通过外包和将派

(辅助性、临时性、可替代性) 遣⼈人员转正两种⽅方式解决劳务问题

衡量标准取决于各地执法核查科学性

⽴立法保护性

保护派遣员⼯工免遭不公平和歧视，避免权益受到侵害

同⼯工同酬（甲⽅方劳务成本上升）

保护对象淘汰资质不合格派遣单位实现同⼯工同酬（难度⼤大，易触雷区）

企业⾯面临与⾮非核⼼心⼈人员订⽴立⽆无固定期限劳动合同的顾虑

发挥正能量

通过劳务派遣满⾜足企业灵活⽤用⼯工需求，降低成本，控制⻛风险，也创造就业机会

引导正作⽤用新法下很难在满⾜足各项规定前提下达到此项⺫⽬目的

社会背景

⼈人事制度问题没有解决，劳⼯工难享结社权、集体谈判权和集体争议权利等权利

制度症结不明朗

1 9 8 0 ’ 艾玛，我们的职业顾问正在向客户确认全球招聘计划的最终细节.

第⼆二部分⽤用⼯工⽅方派遣需求与冲突

中国劳务派遣⾏行业数据统计

28356家

* 以上数据来自中国人力资源和社会保障部

ü 全国县级以上劳务派遣企业数量，主体涉及国有、外资、民营、公共机构等

1600万⼈人 ü 全国劳务派遣⽤用⼯工总⼈人数

12.9% ü 全国劳务派遣⽤用⼯工占全部⽤用⼯工⽐比例

5% → 5.5%

→ 6.8% → 7% ü 2008-2011年劳务派遣⽤用⼯工占全部抽样⼈人⼝口的⽐比例

67% ü 具有⾼高中、中专和技校学历的派遣员⼯工占⽐比（派遣主流群体）

18-29岁 ü ⻘青年员⼯工在被派遣劳动者中占⽐比较⾼高，且主要分布于制造业、建筑业

31.2%、15.3% ü 城市/农村户籍派遣员⼯工具中⾼高级以上国家职业资格证书的⽐比例

*10% ü 劳务派遣⽐比例法律⺫⽬目标调控值（辅助性岗位）

⽤用⼯工⽅方需求类型与服务市场的实际差异

⽤用⼯工⽅方需求点

•

2. 服务质量 • 及时性

— 第三⽅方资源渠道可获得性⼈人才库储备

— 第三⽅方核⼼心竞争⼒力（资源调配）任职资格匹配管理

— 第三⽅方标准化管理（BPC）科学的招聘流程

— 仅愿外包，不愿做partner 客户服务/员⼯工服务

— ⼈人员在岗保有率可靠性、持续性

— 不关注或⽆无预算

•

•

•

•

•

员⼯工诉求点 1. 处于求职状态 • 处于求职状态的员⼯工信息获得

1. 性价⽐比 • 灵活派遣及管理外包员⼯工

— 第三⽅方承担⽤用⼯工⻛风险（随时退回）科学合理的报价

— 没有对派遣操作的合理预算，试图以派遣价格推进外包管理

2. 收⼊入 • • •

合理⽔水平相对有竞争⼒力薪资准确、及时发放

3. 员⼯工关怀 • 福利措施 • 员⼯工帮助计划

1 9 9 6 ’ 任仕达进⼊入美国的第三年，为亚特兰⼤大奥运会派遣了160,000名员⼯工.

第三部分第三⽅方⾏行业服务背景

第三⽅方⾏行业服务背景（⾏行业专注度）决定服务⼈人才梯度

第三⽅方⾏行业服务背景（⾏行业专注度）决定批量资源可获取性（⽰示例）

the world of finding talent has changed

实习生资源供应

设立广西、江西和湖南三大基地，储备春、秋

季两季各6000名实习生

储备

职介联营

randstad技术与品

牌注入3层范围3家

职介与人力服务公司

转移基地

建立观澜、黄江PCB装

配工转移工作站，确

定穿梭巴士，组团参观FXX园区

内地 Road show

江门、中山、东莞内地

工业园卖场宣传活动，湖南怀化、娄底和广西

玉林、南宁大卖场开展

80’s 90’s 2000 2010 2013+

六⽉月七⽉月⼋八⽉月九⽉月⼗十⽉月⼗十⼀一⽉月

⼗十⼆二⽉月

总计

3,922 4,887 6,487 9,632 5,669 5,145 4,554 40,296

第三⽅方⾏行业服务背景（⾏行业专注度）决定批量资源可调配性（⽰示例）

⼈人数可匹配项⺫⽬目（⼲⼴广东省内）

1）FXXX （深圳）项⺫⽬目岗位：

电⼦子类⽣生产线普⼯工；

项⺫⽬目⼈人数：淡季（11 ⽉月-次年 01 ⽉月份或不定期）-450 ⼈人、旺季-2000 ⼈人；员⼯工

⽉月度综合收⼊入：CNY 2500 – 3500

驻场服务：有 2）

WXXX （中⼭山）项⺫⽬目岗位：模具类⽣生产线普⼯工；

项⺫⽬目⼈人数：淡旺季⽆无明显区分 – 1000~2000 ⼈人（供应商整合管理）；员⼯工

⽉月度综合收⼊入：CNY 2200 – 3500

驻场服务：⽆无 3）

KXXX （珠海）

项⺫⽬目岗位：研磨、⻋车床、焊⼯工、仓储等岗位普⼯工；项⺫⽬目⼈人数：淡季

（4-6 ⽉月份或不定期）-350 ⼈人、旺季-800 ⼈人；员⼯工⽉月度综合收⼊入：

CNY 2000 – 4500 驻场服务：有

3）AXXX （⼲⼴广州番禺）项⺫⽬目岗

位：化⼯工企业⽣生产线普⼯工；

项⺫⽬目⼈人数：淡季（6-9 ⽉月份或不定期）-50 ⼈人、旺季-300 ⼈人；员⼯工

⽉月度综合收⼊入：CNY 2000 – 3500

驻场服务：⽆无

成本分析（甲⽅方）

保守估计

l 因项⺫⽬目以旺季⼈人员回流为导向，所以建议在转移期间设⽴立⽉月度转移补贴，以淡季 3 个⽉月为例，⽉月度补

贴成本为 CNY1200 x 3 个⽉月 x 300 ⼈人 x 60%（40%流失） = CNY 648000 / 三个⽉月

备注：补贴的作⽤用 - 转移中薪资差额的补充、吸引员⼯工回流的保障（不回流不发放）

l 驻点服务⼈人员成本（含⼯工资、社保、公积⾦金、补贴、招聘费⽤用）约￥15000/⽉月。

l 项⺫⽬目服务费⽤用，以每⼈人每⽉月 CNY300 计（含⼈人员流失后的补充招聘服务），成本

为：CNY300 x 3 个⽉月 x 300 ⼈人 = CNY 270000 / 三个⽉月

以上⼩小计： CNY 933000 / 三个⽉月

淡季⾮非转移模式下的成本分析

l 基本⼯工资：CNY 1600 x 3 个⽉月 x 300 ⼈人 = CNY 1440000 / 三个⽉月

l 社保福利：CNY 1440000 x 21.20% = CNY 305280 / sum

l 流失招聘成本（以单次招聘费 CNY300、流失率 80%为例）：

CNY300/⼈人 x 300 定编 x 80% = CNY72000

l 员⼯工培训成本（以单次培训成本 CNY300 为例）：

CNY 300 x 300 ⼈人 x 80% = CNY 72000

l 以上⼩小计： CNY 1889280 / 三个⽉月

第三⽅方⾏行业服务背景（⾏行业专注度）决定第三⽅方专业资源投⼊入度

实物管理

⽣生产

实物

资产

实物

3

财务管理

应收款

保证⾦金

4 形象管理

VI 管理

宣传

管理

5

业务

范围

服务

标准

服务(业务) 管理

客户

要求

体验

要求

客户(体验) 管理

资质管理

运营

资质

1

⼈人员管理

配置

要求

运营

机制

2

法律

要求

6 7

周度 Daily

1.

订单需求

分析及

数据库

建设

*2013年

计划2000

2.

以周为

单位的

招聘计

划管理

3.

招聘计划

4. Recruitment plan (backup)

6. 招聘流程

控制

8. Supplement & Replacement

9. Approval

inta ke

7. Candidate intake

5. Standard recruitment SOP

10. Match (EWS 60-70)

11. Managementof flex. workers

11. Selection of perm. wo rkers & Training

12. Accumulation of talent pool (100)

13. Make each pro cedure fitted for BPC standard & KPI testing

计划

月度

分析

日度

执行

4. 招聘支持

计划

5. 标准招聘

SOP流程

8. 人员增补与

替换

7.

人员获取

9. 客户面试

通过

10. 职岗匹配

(2000人)

11. 灵活用工

管理

11. 筛选稳定用

人人力并进行

培训

12. 符合XX需

求的人才库储备

13.

各执行环节严格依照BPC管控标准或项目KPI考核标准

第三⽅方⾏行业服务背景（⾏行业专注度）决定第三⽅方系统平台匹配性

SCO在线服务中⼼心是为客户和员⼯工打造的⺴⽹网上服务平台。 CSCO在线客户服务中⼼心的特点：

ü 客户的⼈人事管家。将繁琐的⼈人事事务简化，节省时间，帮助客户摆脱⼤大量表格、数据的困扰。客户可轻松处理⼈人事事务。 ü 客户⼈人事决策的助⼿手。

⼈人事决策往往需参考个⼈人综合信息和历史记录，通过CSCO可轻松获取信息，避免整理分散数据的烦恼。特别是各类提醒。

ü 随时满⾜足所需。客户可在任何时间和地点登录，获取所需信息。 ESCO在线员⼯工服务中⼼心的特点： ü 数据实时更新，查询便捷。

ü 随时满⾜足所需。员⼯工随时登陆

2 0 0 4 ’ 任仕达连续三次成为威廉姆斯⻋车队的赞助商，任仕达的⼩小叶⼦子在F1赛场上驰骋.

第四部分劳务外包经验分享

制造业劳务外包（⼯工段承揽）13个管理系统

劳务承包 13个系统

持续改善系统

员⼯工招募现场管理

质量保证系统

安全系统

后勤与宿舍管理系统

沟通系统

⽣生产应急系统

招招聘聘系系统统

培训系统

⽇日常管理系统

保安防盗防泄密系统

薪资福利

考核奖惩系统

2100 2120 2130 2140 2200 2310 2320 2330 3200 绩效奖 0 0 0 0 0 0 0 0 0

加班费 1496 2634 895 668 12320 441 310 4071 1325

35000 30000 25000 20000 15000 10000 5000

0

40000

坐标

轴标

题

2013年03⽉月任仕达派遣员⼯工固定成本分析

专技 0 0 0 0 0 0 0 0 0

本薪 3810 6350 1270 1270 21590 1270 1270 15240 2540

本月工资统计人员 3 5 1 1 17 1 1 12 2

制造业劳务外包结果交付（⽰示例）

1) 供应⽅方向买⽅方提供业务外包服务，外包服务员⼯工的劳动关系归属供应⽅方或供应⽅方的分包商 2) 对于在买⽅方提供外包服务的员⼯工，供应⽅方保证按照劳动法为其购买相关保险，并确保供应⽅方分包服务商(如有)也为

员⼯工依法购买了保险。因供应⽅方及其分包商未及时申报和购买相关保险⽽而产⽣生的后果及法律责任由供应⽅方⾃自⾏行承担 3) 供应⽅方外包服务员⼯工携带违反买⽅方⽣生产部要求的物品进⼊入买⽅方⽣生产区域，买⽅方有权要求更换或停⽌止该员⼯工外包服务 4) 供应⽅方服务⼈人员违反操作规定给买⽅方造成损失，⼀一经核实，如买⽅方要求退回，供应⽅方应同意退回处理并照价赔偿 5) 供应⽅方提供的服务时间每天12⼩小时（包括中休和吃饭时间） 6) 如有⼯工伤事故发⽣生，供应⽅方应及时申报⼯工伤，并负责处理相关事宜和承担深圳市⼯工伤保险所规定的相关责任 7) 买⽅方向提供服务的的外包服务员⼯工提供⼯工⾐衣和脚腕带等安全⽤用品，⼯工⾐衣和脚腕带管理由供应⽅方负责 8) 供应⽅方应当派专员按照买⽅方要求进⾏行外包服务员⼯工的管理，具体要求⻅见附件⼆二

合作内容定义买⽅方：国际XX系统集成（深圳）有限公司外包服务员⼯工：供应⽅方的正式⼯工或供应⽅方分包服务商的员⼯工,即同供应⽅方或供应⽅方的分包服务商签订劳动合同的员⼯工外包服务：买⽅方要求供应⽅方或供应⽅方的分包服务商提供的服务，包括组装\测试\包装

可交付产品及服务的说明

1) 供应⽅方根据买⽅方的要求给买⽅方提供产品的组装\测试\包装的外包服务（“外包服务”） 2) 供应⽅方根据买⽅方的要求到买⽅方指定的⽣生产区域（培训期间可在外包服务⽅方区域）提供服务 3) 买⽅方负责外包服务员⼯工进⾏行服务前培训，但外包服务员⼯工在买⽅方培训后向买⽅方提供服务 4）买⽅方负责对供应⽅方的业务表现进⾏行考核，并按⽉月⽀支付供应⽅方费⽤用。

服务质量及考核标准

1) 买⽅方有权在服务期内根据验收标准进⾏行抽查，验收不合格者取消其服务资格并由供应⽅方补⾜足⼈人数缺额 2) 根据每个服务周期指标统计来评估下⼀一个服务周期服务量分配情况, 服务结果严重不达标的供应⽅方将进⾏行停⽤用整顿 3) 供应⽅方在任何⼀一个服务周期内2项或2项以上达不到标准，供应⽅方应向买⽅方⽀支付违约⾦金 4) 供应⽅方⼀一年内累计有10次达不到标准，买⽅方有权直接要求终⽌止和供应⽅方的服务

供应方责任

制造业劳务外包合作阶段化及KPI设定

Jan. Feb. Mar. Apr. May Jun. Jul. Aug. Sept. Oct. Nov. Dec. ⽉月度

合作周期

确定岗位个⼈人考核

⺫⽬目标

个⼈人与部⻔门

⺫⽬目标与实际完成率 - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

- - - - - - - - - - - - - - - - - - - - - - - - - -

- - - - - - - - - - - -

验收项⺫⽬目验收内容验收标准

外包服务基础理论供应⽅方提供100％基础理论培训供应⽅方提供理论培训签到表

外包服务基础实操基础实操包括：外包⼈人员⾏行为规范、外包⼈人员现场规章制度，以及实际操作态度

基础实操不合格取消其服务资格,

⼯工位授权外包⼈人员经过在线实操后需取得⼯工位授权 2次授权不合格者，需退回并由供应⽅方补⾜足缺额

其它根据相应⼯工艺质量⽂文件根据相应⼯工艺质量⽂文件

⼀一季度⼆二季度三季度四季度磨合、试⽤用期调试、修正使⽤用趋成熟优化

2 0 0 8 ’ 史蒂芬，我们的客户服务专员，正在回答客户的提问.

第五部分管理咨询与增值服务

管理咨询在外包项⺫⽬目中的价值体现 – 资源利⽤用与整合

客户员⼯工服务⽅方员⼯工团队

1. HR调研 - 分析报告 – 资源整合– 灵活派遣/⽤用⼯工配置 - BPO. 2. 候选⼈人资源库建设

3. 关键客户/项⺫⽬目中技能分享、推⼲⼴广

4. 政企合作、资源转移

新服务模式

企业核⼼心能⼒力 1+1 ＞2

⽂文化整合 1+1 ＞2

借助内部、外部两个流程/制度资源，建⽴立动态的业绩评价管理体系（服务商、员⼯工）。通过第三⽅方的⾓角度考评对未来⼈人⼒力资源管理的需求

通过⽂文化相似度⾼高的外包商在短期内达成⺫⽬目标⼀一致的团队⽂文化、建⽴立信任关系。消除习惯性防卫的⾏行为，使各⽅方的合作和协调在对称的信息层⾯面

拟留任员⼯工⼯工作职岗跨越

借助外包商的专业性使公司（甲⽅方/外包商）的核⼼心能⼒力与其拥有的个⼈人技能更紧密地整合。从⽽而使其职业⽣生涯有新的进步

管理咨询在外包项⺫⽬目中的价值体现 – HRBP部分职能

管理咨询在外包项⺫⽬目中的价值体现 – COE部分职能

制定、沟通及确定JD & KPI

• 双⽅方明确服务标准

客户 ↔ 任仕达

员⼯工⼿手册及绩效标准沟通

• 员⼯工明确服务要求 • 以书⾯面形式确认签字

任仕达 ↔ 服务⼈人员

⼯工作绩效评估 • 任仕达定期评估和抽样调查 • 客户⽇日常反馈 • 客户满意度调查

客户→ 任仕达任仕达→ 服务⼈人员

基于评估结果的绩效提升

• 合格员⼯工参加深化技能培训 • 不合格员⼯工进⼊入谈话、改进

流程或直接更换

任仕达 ↔ 服务⼈人员

定期服务总结及分析

• 定期总结服务优良情况 • 改善措施及实施效果

任仕达 ↔ 客户

Good to know you.

人力资源解决方案-华南区何文胜 Marx Ho

Address: [email protected] MP:86 (0)134-3444-4877/133-188-177-83

Evaluating Vocational High Schools in China

Scott Rozelle, James Chu EICC, Shenzhen, China

June 18, 2014

0

2000

4000

1978 1983 1988 1993 1998 2003

Year

Unskilled wage

2010

≈ $2.00 / hour in 2011

Park and Cai, 2008; Li, 2013

≈ 30 ¢ / hour in 1978

≈ $3.00 / hour in 2014

In an era of rising wages, it’s important to identify sources of

productive labor Annual Real Hourly Wage (1978 dollars)

VET graduates and students are an important source of labor

135

7,000,000

10,000,000

Vocational Education Training (VET) Graduates and Students

Others

Indeed, vocational school graduates are becoming foundational to many industries—including the

electronics industry •  Electronics

–  70% of workers at one factory were vocational high school graduates

•  Car repair –  “Vocational high school graduates account for 31.5% of

all employees, and this proportion is growing rapidly.” •  Petroleum Engineering

–  “Over the past decade, the proportion of vocational school graduates in our industry has grown to 85%”

•  Chemical Engineering –  “Vocational school graduates accounted for 77% of all

employees in the past three years.” (Sources: Ministry of Education, State Council News Agency)

136

By Person

Industries also hire a large number of student workers from vocational high schools

Student workers can represent a substantial % of the workforce

60% 99%

59% 36%

72% 70%

Factory 1 Factory 2 Factory 3 Factory 4 Factory 5 Factory 6 Factory 7

Unfortunately, not all Vocational Schools are good … There appear to be huge disparities in the quality of vocational school graduates and students…

138

There are “good” schools… •  Students learn basic skills:

math, Chinese and English •  Student learn specific

skills: applied computers, digital control

•  Students finish school and don’t drop out

•  Schools attempt to provide productive and safe internship … in situations where students can learn and be treated fairly

139

There are “bad” schools…

140

There are even “ghost town” schools…

141

In the case of those schools that are helping students stay in school, learn skills, and behave appropriately … … we expect that the schools are:

•  producing students and graduates that will be more professional, loyal and productive workers in the future!

142

Of course, this is a hypothesis … it is actually one of the things that REAP is studying

Working with good schools is NOT just a matter of finding schools with good students / graduates

•  There are also risks associated with hiring student workers.

•  Students workers need to be hired in ways that are compliant with: – EICC Codes of Conduct; and –  ILO Core Conventions.

143

144

However, code violations in hiring student workers may be common

Student workers… Evidence on Compliance Minimum age Cannot be younger than 16

years old 7% of students who reported having internship experience were younger than 16

Oversight Should have an accompanying teacher to help them learn and adjust

Only 12% of students had an accompanying teacher. Among those with accompanying teachers, 70% of students reported that their teacher never asked them about what they were learning during the internship

Labor fees Should not have to pay to participate in an internship

Each student had to pay an average of 500 RMB to participate in their internship

Relevant work Should receive tasks relevant to their major

Among students who attended an internship, more than 40% said their work had nothing to do with their major, early childhood education and accounting majors reported working on assembly lines

Equal Pay Should be paid the same wages as other workers

30% of student workers said they were "very dissatisfied" with wages received during internships.

No Overtime Cannot work overtime Over 70% of students worked more than 40 hours a week, and 15% said they worked more than 80 hours a week.

Insurance & Protection

Should receive adequate insurance and protection

33% of students said they either did not know of or did not receive any insurance protection before starting their internship, Less than a third of students reported receiving training about safety regulations before beginning any internship work

No 3rd Party Brokers

Placement bribes or third party brokers cant be used to hire student workers

Teachers reported competing for placement bribes (e.g. RMB 500 - 800 per student), 5% of students reported being placed on internships through third party labor brokers

Examples of code violations (1)

Evidence from: Stanford study of vocational schools, n~20,000 students across 3 provinces

Minimum age Cannot be younger than 16 years old

Evidence of Violation: 7% of students who reported having internship experience were younger than 16

145



Oversight Should have an accompanying teacher to help them learn and adjust to the internship

Evidence of Violation: Only 12% of students had an accompanying teacher. Among these students, 70% reported that their teacher never asked them about what they were learning during the internship.

146



Labor Fees Should not have to pay to participate in an internship

Evidence of Violation: This is very common in some schools … students in a subset of schools were paying an average of 500 RMB to participate in their internship.

147

Of course, you know better than we do that these code violations are risky!

There are: •  Ethical Risks •  Legal Risks •  Risks to Public Image

148

Unfortunately, it’s hard to identify the “good” vocational schools.

How can a supplier be expected to identify which schools are both:

•  High quality - producing “quality” graduates (professional, loyal, productive)

•  Internship compliant (with EICC/ILO Codes)

149

Why is it difficult to identify the “good schools”?

150

Vocational schools are not adequately assessed for quality by China’s Education

System

•  Multiple government ministries oversee the vocational system

•  At most, the metrics used to assess quality primarily

look at inputs (building space per student) and not outputs like: • Producing “good” (skilled, professional) workers •  Internship compliance

151

The GOAL of our work is to identify “good” schools that can cooperate with industry.

•  How can we find schools that produce students and graduates that make more productive employees?

•  How can we find schools that will run internship programs that are compliant with regulations/codes and that treat students fairly (and allow them to thrive)?

152

Rest of the presentation

•  What are vocational high schools?

•  How do you assess vocational high schools? – What have we learned so far about the quality of

vocational high schools?

•  What else is needed besides assessment? What’s next?

153

Vocational schools are an alternative, parallel education track (versus academic high school) in China

154

Vocational high school (non competitive)

Academic high school (competitive)

Vocational high schools are meant to provide qualified workers for industries (like the electronics industry)

•  By policy, the first two years are supposed to be classroom learning, teaching: –  Basic skills (math, Chinese, English) –  Specific skills (e.g., applied computers / digital control)

•  By policy, the third and final year is supposed to be spent in a company internship

•  Vocational schools are supposed to teach both basic and vocational skills to help students prepare for the labor market

155

Vocational high schools have been a key component of China’s education system for the last decade

•  As a result –  vocational high school

enrollments have expanded from 11.7 million to 22.1 million in the last decade

156

51 68

81 97

126

0 20 40 60 80 100 120 140

2007 2008 2009 2010 2011

Yuan

(bill

ion)

Government Expenditures in VET

Annual investments in vocational school of 126 billion yuan ($20 billion US dollars)

157

In this environment, how do we identify schools of good quality?

Our approach to identify which schools that:

•  produce “good” students and graduates (professional, loyal, productive)

•  internship compliant (provide internships in

which students are treated fairly and actually learn something)

158

Principles of creating an assessment toolkit

•  One of the best ways to determine school quality is to follow students over time.

•  Like an evaluation of a company, we want to know if: – The school produces “good” graduates

(professional, loyal, productive) – The school is internship compliant

159

Step 1. Selecting a sample

160

SHAANXI

ZHEJIANG

HENAN

Provinces combined have populations of more than 220 million

Step 2. Developing an assessment toolkit

•  Create examinations that test student learning in general skills and specific skills

–  Exam content based on national curricula, expert feedback, and extensive piloting

–  Exam reliability/validity verified by experts in the field of educational measurement

–  Exams equated/scaled across grades (to measure learning gains for individual students over time)

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Also need to collect information on student / teacher / principal: à psychological traits/health à classroom behavior à Internship compliance à dropout rates à teacher and school characteristics

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Step 3. A survey at the start of the school year

•  We collected information from 20,000 students from Henan, Shaanxi, and Zhejiang –  We gave them tests for

basic and vocational skills.

–  We surveyed students, teachers and principals.

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Step 4. A follow-up survey at the end of the school year

Give the “same” exams and surveys to the same students Start of the year End of the year

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Produce an “index” that summarizes school quality

•  For each school, we created a quality index that reflects: –  student learning in general skills –  student learning in vocational skills –  student gains in non-cognitive abilities –  student dropout rates –  internship compliance and performance –  other relevant metrics

•  Examine the distribution of quality across schools

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What have we learned so far about the quality of vocational high schools?

0

100

100 (the best)

There are a lot of VERY BAD schools


0

100

100 (the best) There also are a lot of VERY GOOD schools



0

100

100 (the best) There also are a lot of VERY GOOD schools


There also are borderline schools

What else is needed besides assessment?

•  Of course, an assessment toolkit is only the beginning!

•  We also want schools to take the assessments seriously … to aspire to produce the kinds of interns and graduates the industry needs.

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To accomplish this goal, we seek to work with the EICC to pilot a “credentialing program” to help EICC suppliers / identify good sources of productive labor

Using the REAP tools, we want to assess and certify that schools are of high quality – that they:

•  produce good graduates

•  are internship compliant

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The output: a list of high quality (produce productive interns/graduates + compliant) schools that can be made

available to all EICC members

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Good$schools Borderline$Schools Bad$SchoolsSchool&1 School&259 School&540School&2 School&260 School&541… … …School&258 School&539 School&936

Similar to the conflict minerals program…

So who is going to be responsible for creating, sustaining, and supporting this system?

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The idea is NOT to burden the EICC. This would be something that we foresee to be funded by

participating schools : ULTIMATE PLAN: •  China’s government is

interested in adopting these or similar standards … as a public service to both industry and the education system (i.e., this would motivate lower-performing schools to “shape up” and reward higher-performing schools)

1

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A Support Letter to the EICC •  On May 13, 2014, the

Henan Provincial Department of Education published a public letter to the EICC.

•  In the letter, they show support for an industry evaluation of vocational high schools

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A Support Letter to the EICC •  Excerpts from “Regarding the Implementation of an

Evaluation of Vocational Schools”

–  “Currently, vocational education faces a critical problem: they are rarely subject to comprehensive evaluations.”

–  “We are especially writing this letter to you to ask you to provide support to the project team.”

–  “We seek to incorporate industry insights and feedback of what constitutes a good vocational school to serve as the foundation for good policies among the government and schools.”

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Join us to discuss this proposal in more detail later this afternoon

•  The meeting of the EICC Asian network will be from 5 p.m. - 7 p.m. at the JW Marriott hotel (site of the conference).

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Thank you!

reap.stanford.edu

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Responsible Recruitment and Management of Student Workers

Labour Education and Service Network 勞工教育及服務網絡

website: www.lesnhk.org

LESN: who are we? •  An independent Hong Kong labour

NGO since 2001. •  Expertise:

–  Pre-departure labour trainings to vocational schools: since 2004, worked with over 50 tertiary and secondary vocational schools, provided direct trainings to over 300 teachers and 4,000 students

–  Curriculum and brochure adopted by teachers, supplier HR teams and development NGOs.

A tool kit for Responsible Management of Student Interns

•  EICC authorized research, conducted by LESN and the Nanjing University Labour Law Legal Mediation Programme

What’s the difference of me going directly to work and you going to a vocational school?

I paid tuition fee and management fees!

•  Nov 2013 - Mar 2014, conducted case studies in 7 factories and vocational schools.

•  Reviewed common issues, related legislations and EICC codes, also incorporated cases of best practices from factories and vocational schools.

Definition: Student Workers? Student Interns?

•  In China, registered students cannot be “workers”: they are not free persons to form labour relations.

•  Interns: – Through lawful

arrangements by schools (依法应通过学校安排)

– School, the enterprise and student intern forms a lawful tri-parti relationship (构成三方责任关系)

Flow Chart to Responsible Management of Student Interns

第一阶段︰筛选合作职校 (School Screening)

操作要点一︰确认学校具备办学资格

操作要点二︰与学校建立合法合规的合作协议与安排

第二阶段︰接收实习学生 (Receiving Student Interns)

操作要点三︰确认学校合法合规地输出学生

操作要点四︰接收实习生，杜绝童工与一年级学生

第三阶段︰新进实习生培训及适应

(Orientation and Training)

操作要点五︰确保实习生融入新环境

第四阶段︰实习期间 (During Internship)

操作要点六︰落实合法合规的实习生管理

第五阶段︰实习结束 (Evaluation)

操作要点七︰结束实习，进行评估

Noted Key Issues

•  School Screening: – Whether qualified to provide certificated education: annually

reviewed by local Education Dept. – Whether over-charging school fees: standards annually reviewed

by local Price Dept. – Whether providing education program according to Education

Regulations. – Whether working through labour agencies or properly certified to

provide work-study programs (半工半讀).

•  School profiles with track records should be established

第一阶段︰筛选合作职校 (School Screening)

Noted Key Issues 第二阶段︰接收实习学生

(Receiving Student Interns)

•  Key Issues in Receiving Student Interns : – Age and year of the students, proper length of internship – Free will of the students

– Insurances for the students – Assigned school management and teachers managing

internship – Lawful tri-parti agreements – Issues with labour agencies, schools intercepting payment

to students

Noted Key Issues

•  Key Issues: – Establish thorough managing system for student interns:

training, work management, communication and welfare. – Sufficient orientation and training from enterprises – Sufficient follow-up from the on-site teachers – Respect rights of student interns and juvenile: restrictions

to working hours, night shifts, task allocation, and right to internship allowances

第三阶段︰新进实习生培训及适应

(Orientation and Training)

操作要点五︰确保实习生融入新环境

第四阶段︰实习期间 (During Internship)

操作要点六︰落实合法合规的实习生管理

第五阶段︰实习结束 (Evaluation)

操作要点七︰结束实习，进行评估

•  The Tool kit will be electronically published shortly.

•  In a nutshell, we believe better protection to student interns and better cooperation between schools and suppliers would benefit the students, the society and the industry in the long run. Only then, the business and the industry can achieve sustainable development.

Responsible Electronics: China's Changing Workforce - 18 June 2014

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Transcript of Responsible Electronics: China's Changing Workforce - 18 June 2014