Methodical bases of evaluating the efficiency of outstaffing for employees

The relevance of this article is related to the fact that the managerial practices aimed at achieving high financial results, which are used by the enterprises’ leaderships, often have negative effect on the employers. One of the forms of manifestation of this is the precarization of employment, which the phenomenon of outstaffing is directly related to, and is now gaining a huge scale. Despite a number of restrictions introduced in the Russian Federation with regard to outstaffing, this type of employment still remains a wide-spread one, and many problems of the outsourced workers remain unsolved. The issues on the adequacy of labor and social guarantees for outsourced specialists need to be studied, as well as those on developing a methodology of evaluating the efficiency of this form of employment. The authors describe the methodology developed by them to assess the efficiency of entering a system of outstaffing by a job applicant. It is suggested to perform this assessment through calculating the social and economic efficiency of outstaffing. This methodology involves a system of indicators, which are divided into 4 groups by the authors: payment for labor, costs, intensity of labor and working conditions. Such systematization, by indicating the main aspects of labor of the outsourced specialists, allows to easily operate the results of the analysis and reveal the key problems of unstable forms of employment both at a certain enterprise and at a bigger scale. The practical relevance of the article-suggested methodology is that the use of it will allow job applicants to make substantiated decisions when choosing between the possibilities of outstaffing and its potential risks, which accompany the signing of a non-standard labor contract with an employer.