Core Viewpoint - The trend of socialized employment is expanding, driven by macroeconomic pressures, labor shortages, and the need for flexible workforce solutions across various industries, particularly in manufacturing and retail sectors [1][2][6]. Group 1: Concept and Environment - Socialized employment refers to various forms of employment outside standard labor relations, including outsourcing, labor dispatch, hourly pay, platform-based flexible employment, and shared employment [1][3]. - The macroeconomic environment is characterized by economic fluctuations and a declining working-age population, leading to labor shortages and rising costs for companies [1][6][16]. - The retail sector utilizes a mix of outsourcing, hourly pay, and platform-based flexible employment to adapt to market demand fluctuations, with high employee turnover being a core issue [1][29]. Group 2: Trends and Policy - The scale of socialized employment continues to grow, with supportive policies expected to improve further [2][9]. - Socialized employment is becoming a standard practice for companies, with human resource service providers upgrading to more specialized and digital services [2][9]. - Government policies are encouraging the development of socialized employment models to enhance competitiveness [9]. Group 3: Macro Environment - The digital economy is rapidly growing, projected to reach 63.2 trillion yuan by 2024, accounting for 46.8% of GDP, driving the demand for new employment forms [6]. - The integration of digital technology is reshaping employment relationships, fostering various platform-based flexible employment models [12][40]. Group 4: Industry Penetration - As of 2024, over 240 million people are engaged in flexible employment in China, with socialized employment deeply penetrating various industries [19]. - Business outsourcing has a penetration rate exceeding 50%, while labor dispatch accounts for 20-30%, and platform-based employment is below 20% [19]. Group 5: Micro Environment - External competition and internal management demands are driving companies to adopt socialized employment strategies to remain agile and control labor costs [23]. - Socialized employment effectively balances the need for cost efficiency and individual development, allowing companies to dynamically adjust labor costs based on business fluctuations [26]. Group 6: Sector-Specific Characteristics - In the retail sector, socialized employment is characterized by high employee turnover, with a turnover rate exceeding 30% for frontline positions [37]. - Manufacturing companies are increasingly using socialized employment to manage labor costs and risks, particularly during peak demand periods [44][49]. - Different types of retail enterprises have varying socialized employment needs, with fast-moving consumer goods companies focusing on promotional roles and instant retail emphasizing delivery personnel [35].

本报讯 记者刘璐报道 近日，省安委办组织相关部门，研判会商今年一季度全省重点行业领域安全生产 风险，并调度治本攻坚三年行动工作进展。 综合研判分析，一季度低温雨雪冰冻等极端天气多，用火用电用气量增大，春运、节庆、会议等活动 多，各类安全风险交织叠加，管控难度大。各部门要重点关注极端天气给生产安全带来的影响；关注春 节等重要节假日自驾出行激增、餐饮旅游行业人数激增等给道路交通、餐饮住宿、大型商超、旅游景区 等行业领域带来的安全风险；关注节日前后从业人员情绪、注意力等因素带来的风险；关注企业赶工 期、抢进度、春季渔业捕捞旺季等可能带来违章作业、冒险作业等风险。 在安全生产治本攻坚三年行动方面，省安委办要求各部门深入开展重大事故隐患标准宣贯、排查整治， 抓早抓小抓真实；确定本行业领域安全生产重点地区并开展指导帮扶；及时总结固化、转化工作成果， 分析存在问题，研究改进措施，确保治本攻坚行动取得预期成效。 （来源：辽宁日报） 转自：辽宁日报 ...

（文章来源：21世纪经济报道） 持续两年多的"苏宁和家乐福股权拉锯战"在8月11日晚按下终止键。 ST易购当晚公告称，全资子公司苏宁国际已与家乐福集团及其子公司签署和解协议：公司以2.2亿元一 次性了结剩余16.67%股权收购尾款、知识产权欠费及多项仲裁索赔，并将在付款完成后100%控股家乐 福中国。 这意味着，曾经叱咤中国零售市场的家乐福大型商超业务，在苏宁体系内走完最后一程；而苏宁也得以 甩掉逾13亿元潜在债务"包袱"，换取一次账面超过11亿元的债务重组收益。 同时，未来双方将全面撤诉，终止所有在审仲裁、诉讼程序；并且，品牌完成切割，家乐福中国及咨询 公司须在一个月内全面停止使用"Carrefour""家乐福"及相关知识产权，门店将同步更换门头与标识。 ST易购表示，和解完成后，其不再承担对苏宁国际的12亿元履约担保责任，预计增加债务重组收益约 11.1亿元，将显著改善当期财务报表。 双方纠纷尘埃落定，也意味着家乐福中国正式谢幕。 ...