Sending human resources (Human Resource Dispatch) is a term imported, From a legal perspective, means employing units through professional human resources services intermediary bodies to hire the required human resources, But not with the establishment of a labor relations employment forms. Human resources professional intermediary service agencies have assumed a form of employment units principal role, But the real employers have become de facto use of labor units, which is what we usually said "the recruitment, not people. " Therefore, in this sense, At this time laborers established, in essence, labor relations and formal labor relations are "people" and "work" separated. Workers were rented as commodity labor, professional human resources intermediary service institutions have ownership of labor, But the real employers are entitled to the right to use the labor force. In China this stage, Many labor and personnel departments of the government officials and some talent intermediary service agencies have been sending manpower resources, personnel leasing, exporting labor service agency personnel these terms interchangeably and very norms, which in fact there are some differences. need further clarification. Dispatch personnel, labor exports were actually referring to the dispatch of human resources, labor exports may only refer to the low-end human resources and the talents dispatch, Leasing may refers to the high-level human resources, We should unify the two of this human resources may be easier to send to all recognized and accepted, relative will be more standardized. Personnel with the concept is different, Personnel Agency referred to the Human Resources Department of Personnel Administration work outsourced to professional personnel service agencies a process or service industry Works such service or business process can be referred to as "Personnel" Therefore personnel agent with the dispatch of human resources is completely different from the two concepts. Human resources send rapid "spread" Why send human resources the concept to spread so rapidly, be so many employers accepted? Sending human resources market development and maturity of the market demand and supply to some extent the outcome. In the planned economic system even employing units of this kind of demand for labor is not the choice of form, that is, only in accordance with the relevant provisions of labor. Only when the supply and demand of the market economy operating mode to achieve the best configuration, will nurture human resources to send such industries, on the one hand, the market has a huge demand for space, the other hand a large number of professional human resources intermediary service institutions employing units to provide the necessary services. To sum up, there are roughly the following factors hastened the human resources industry to send the birth and development. The first is human resources units employing the use of the rising cost of human resources risk of a surge, lead to employment units at a loss, and had to seek relief channel professional human resources services sector emerged makes employers find solutions to problems and channels. One of the costs and risks : from the perspective of labor economics to analyze our workforce is not difficult to see the acquisition, use, severance and so will trigger the formation of labor cost, and if the labor process triggered the risks (such as accidents, occupational disease) are employing units bear the corresponding legal responsibility; costs and risks of two : Once employing units in the fierce market competition due to the variety of reasons for the use of human resources is on the reduction, it must arouse the lifting of labor relations, which is the lifting of restrictive provisions in the law for employing units have a restraining effect. Employers both in procedures and the compensation on the basis there has been a mandatory requirement Employers in terms of higher costs; costs and risks of three : in the day-to-day use of human resources process in case the labor dispute or controversy will lead directly to employers and workers face-to-face conflict, at a time when labor relations is at survival stage, it triggered the legal consequences of a relatively more serious; costs and risks of four : Due to no fault of the workers led to the lifting of the labor contract (and if not competency, non-work causes of diseases, etc.) may lead to other staff have a negative impact and professional human resources services intermediary bodies can be effectively used to help the employing units from the above difficulties. When workers and professional human resources services sector labor relations and employment units only enjoy the rights of labor, Unless human resources professional intermediary service organizations and personnel units corresponding agreement borne by employers risk legal work after fruit, otherwise, under normal circumstances all of these costs and risks will be professional human resources intermediary services organizations. Followed by the employing units of the functions of the human resources department changes Employers will make the human resources department into a strategic core enterprise sector, so as to strive for to enhance their core competitiveness. Hence, tactical management functions to further sub-human resources professional intermediary services agencies, pool resources to the core business concern key part. Compared with employing units. Human resources professional intermediary services provided by the tactical management functions may be more professional and cheap, Employers are concerned for the input-output performance-cost ratio higher. Third, Employers may make use of professional human resources intermediary service companies achieve rapid completion of an effective human resource allocation, expansion and contraction of smooth, free to a market-oriented development strategy, by reversed to sell fixed, thus significantly reducing the human resources vacancy rate makes employers participate in the market competition of low-cost strategy possible. In summary, human resources are deployed in an emerging industry is totally different from the traditional human resources services, how to accelerate the process of the legal system, making human resources industry quickly dispatched an orderly development track, with a scientific development concept to guide the healthy development of the industry as soon as possible with the standards of the international market. establish the conditions of our country to send human resources system and the system is imminent.