Shortage Of Talent Education Resources In Chinese Garment Enterprises

When professional education can not meet the demand in a short time, how can enterprises fill the gap of talents?

It can be said that the lack of timely understanding and correct understanding of the new characteristics of the talent group in the new era and the lack of communication and interaction are the important reasons for China's garment enterprises to reproduce the talent gap after the financial crisis.

However, is this the only factor causing dislocation between enterprises and talents?

domestic clothing Industry strategy expert, Yang Dayun, President of UTA Fashion Management Group, believes that this is the cause. clothing The absence of talents is mainly due to two aspects, one is the dislocation of the current educational system and the market demand, the other is the shortage of professional education resources. The topic of the education system is a commonplace. The clothing specialty is a highly applied discipline. In the absence of a large number of effective training, the talent quality education carried out by the university has become an armchair strategist.

At many job fairs, companies are reluctant. recruit This problem is reflected by fresh graduates. Many college students need to take 2-3 years to go to work before they can train practical talents. On this basis, how many enterprises have the ability to train professionals who are suitable for their actual needs? The answer is very difficult. People who only have theory but have no practical experience give the enterprise a headache; but those who have no experience and no theoretical basis make the enterprise heartache. Because when a company develops to a certain stage, it will be in urgent need of strategic leadership and professional and technical personnel with professional qualities. This shows that the lack of professional talents has become a bottleneck that hinders the development of Chinese garment enterprises again.

No matter brand, product or shop operation, it can not be separated from "human" operation. Only by strengthening the application of professionals in practical work, can the core competitiveness of enterprises be formed, and then the gap between Chinese enterprises and international brands can be narrowed.

As far as professional education resources are concerned, we know that professional education in developed countries in Europe and the United States has gone through over 100 years of history. Whether it is clothing design, marketing or visual art, it has undergone many years of market test. At the same time, in view of the actual demand of enterprises, many applied disciplines, such as commodity planning, purchasing, etc., have been extended. These professional education also provide more applicable professionals for enterprises.

But in our country, professional education is relatively weak. We know that promoting the development of an industry is a necessary and important factor for professionals. For example, when ZARA entered the Asian market to choose offices, it not only included laws, policies, taxes and other important reference conditions, but also regarded talents as the main reference items. The reason is very simple: as a garment enterprise famous for marketing, whether local talent can be recruited is related to the success of investment. So ZARA chose Hongkong in the end, because it was much easier to find high-quality professionals with international expertise in Hongkong than in the mainland. This is also the reason why many other top international brands have invested their vision in mainland China after ZARA. However, when they entered the Asian market, they did not set their headquarters on the mainland.

At this stage, talents including designers, Chen Li Shi and others, such as commodity planners, visual merchandisers, Chen Li Shi, trainers, and marketers who have theoretical basis and practical work experience, are urgently needed by Chinese garment enterprises. However, when professional education can not meet the demand in a short time, how can enterprises fill the gap of talents?