随着社会经济和企业专业化分工的不断深化发展，人力资源外包作为提高企业生产与竞争效率，优化人员成本的用工形式逐渐盛行，解决了劳动力资源与企业需求的有效匹配，但是也给社会发展带来了劳资关系的隐患。外包员工在招募和管理使用环节责任主体不同，雇佣形态的多元化和劳务给付方式的变化引发外包员工权益保护的新思考。外包员工对于身份归属、薪酬与职业发展、必要的职业技能培训以及表达途径等方面较为关注，但实际用工管理环节可能存在忽视甚至歧视问题。

中智公司作为人力资源服务的中央管理企业，主动承担落实员工权益保护对于构建和谐劳动关系，推动社会关系稳定发挥着至关重要的作用，同时促进企业自身可持续性的健康发展。近年来外包员工权益保护不足导致争议事件数量不断增加，引起企业在管理机制上的反思。以建立劳资命运共同体为目标，本文创新性地通过人力资源外包公司的研究视角，通过对其输送到发包企业的外包员工开展问卷调研和个人访谈的研究方式，了解中智公司外包员工在发包企业工作的实际感受，发现员工权益保护中存在的问题。外包员工权益保护存在执行和监管的不规范性与边界模糊性，资本的逐利性与外包员工维权意识能力不足导致自身处于弱势地位，其劳动报酬权、持续发展权益、劳动争议处理权以及公平权益的保护面临着不同程度的困境，比如权益表达渠道不畅通，缺乏救济与维权途径，难以有效参与企业管理，培训机会少，职业稳定与晋升体系等方面存在问题等，不同程度地侵害外包员工的个人与集体权益。本文通过劳权、企业伦理与社会责任、劳资博弈、社会交换等既有的理论体系，挖掘隐含在问题背后的原因并寻找解决措施。通过健全以发展权益为核心的外包员工权益保障制度机制，提供培训和咨询服务从而提高外包员工维权能力与意识，发挥工会职责提高组织民主化程度，促进员工集体谈判等一系列管理举措，改善中智外包员工权益保障现状。外包员工权益的保护之路任重而道远，通过与发包企业通力合作，落实社会责任与契约化管理，明确合作企业双方雇主责任及权益保护义务，完善企业治理和构建外包员工权益的日常评价与监管体系，实现劳资双方良性、稳定、和谐的依存关系，无论对企业、外包员工乃至社会发展都具有重要意义。

With the deepening development of the social economy and the specialized division of labor in enterprises, human resource outsourcing has gradually become popular as a form of employment that improves the efficiency of enterprise production and competition and optimizes personnel costs, which solves the effective match between labor resources and enterprise needs, but also provides social development Brings the hidden danger of labor relations. Outsourced employees have different responsibilities in the process of recruitment, management and use. The diversification of employment forms and changes in labor payment methods lead to new thinking on the protection of rights and interests of outsourced employees. Outsourced employees are more concerned about identity attribution, salary and career development, necessary vocational skills training and expression channels, but there may be neglect or even discrimination in actual employment management.

As a human resources service, CIIC is the only central first-level enterprise with human resources as its core business directly managed by the State-owned Assets Supervision and Administration Commission of the State Council. CIIC takes the initiative to undertake the protection of employees' rights and interests, which plays a vital role in building harmonious labor relations, promoting the stability of social relations, and at the same time promoting the sustainable and healthy development of the enterprise itself. In recent years, the lack of protection of the rights and interests of outsourced employees has led to an increase in the number of disputes, which has caused enterprises to reflect on their management mechanisms. With the goal of establishing a community of shared future for labor and capital, this paper innovatively uses the research perspective of human resource outsourcing companies to conduct questionnaire surveys and personal interviews on outsourced employees who are sent to outsourcing companies to understand that CIIC's outsourcing employees are in outsourcing companies. The actual feeling of work, and found the problems existing in the protection of employees' rights and interests. The protection of the rights and interests of outsourced employees has irregularities in implementation and supervision, and the boundaries are ambiguous. The profit-seeking nature of capital and the lack of awareness of rights protection of outsourced employees make them in a weak position. Their rights to labor remuneration, sustainable development rights, labor disputes, and fair The protection of rights and interests is faced with dilemmas of varying degrees, such as poor channels for expressing rights and interests, lack of relief and rights protection means, difficulty in effectively participating in corporate management, few training opportunities, problems in occupational stability and promotion system, etc., which harm outsourced employees to varying degrees. individual and collective rights. Through the existing theoretical systems such as labor rights, corporate ethics and social responsibility, labor-capital game, and social exchange, this paper explores the reasons behind the problems and finds solutions. Through a series of management measures, such as improving the rights protection system and mechanism of outsourcing employees with the development rights and interests as the core, providing training and consulting services to improve the rights protection ability and awareness of outsourcing employees, giving full play to the responsibilities of trade unions, improving the degree of democratization of organizations, and promoting collective bargaining of employees, etc. The status quo of the protection of employees' rights and interests in smart outsourcing. There is still a long way to go to protect the rights and interests of outsourced employees. By cooperating with outsourcing companies, we will implement social responsibility and contractual management, clarify the responsibilities of employers and rights protection obligations of both parties, improve corporate governance and build a daily evaluation of the rights and interests of outsourced employees. It is of great significance for enterprises, outsourced employees and even social development to realize a benign, stable and harmonious interdependent relationship between labor and management.