劳务派遣是指劳务派遣机构和劳动者订立劳动合同后，依据与接受派遣机构订立的劳务派遣协议，将劳动者派遣到用人企业工作的一种新型用人机制。它的特点是劳务派遣机构“招人不用人”，用人企业“不招人用人”，这种招聘和用人相分离的用人模式，是国际上十分流行的用工形式。劳务派遣为企业人事制度改革提供了一条新途径，是帮助企业降低成本、提高经营效率、优化人才结构、赢得竞争优势、推动企业发展的一种新型管理模式。 随着《中华人民共和国劳动合同法》（下称：新《劳动合同法》）的颁布施行，对劳务派遣机构的资质，劳务派遣三方的权利义务关系等内容都有了法律上的新规定，对劳务派遣市场长久以来由于法制不规范而形成的种种问题开始发挥其应有的规范作用。与此同时，也给用 人企业带来了新的机会和挑战。 本文主要通过分析新《劳动合同法》给整个劳务派遣市场所带来的影响，讨论用人企业如何适时调整自己的人力资源管理策略，抓住机会，迎接挑战，让劳务派遣在本企业发挥其应有的积极作用。

In the market economy country, labor dispatching is a modern kind of way of recruitment and employment that has already existed and continued being developed. Labor dispatching can help the enterprise to cost down, to improve the business efficiency, to optimize talented person structure, to win a competitive edge. But the law before Law of People’s Republic of China on Labore Contract cannot solve the different problems come out from the labor dispatching market, such as discrimination, the difficulty-enlargement of employers’ responsibilities settlement. The labor dispatching market was totally a mess. Without a doubt, the new law can bring a large influence to the total labor dispatching market, not only to the dispatching organization, but also to the employing units and the wide employers. In this paper, we focus on how the employing units deal with the new situation, how they take advantage of labor dispatching, optimize the human resource structure and help the enterprise to be better.