Shoes And Clothing Enterprises Take The Route Of People'S Livelihood Skillfully, &Nbsp, Closely Related To Market Demand.

It is reported that in the Yangtze River Delta and Pearl River Delta small and medium-sized shoes and clothing enterprises suffer from the pressure of operation, the National Federation of industry and Commerce propaganda and education department vice minister Wang Shangkang and his party came to Fujian, Fuzhou, Quanzhou, Xiamen, Zhangzhou and other places in recent days to investigate the situation of local enterprises. Among them, four enterprises visited Quanzhou, Heng, PEAK, Hongxing Erke, and 361 degrees in Quanzhou.

For the research group, the inspection of shoes and clothing enterprises in Quanzhou has made them a great harvest, according to Wang Shangkang's words. Quanzhou Enterprises attach importance to their own brand building and independent technological innovation, which is a magic weapon for their success, which brings good results to other private enterprises in China. draw lessons from "

Wang Shangkang told reporters that, unlike shoes and clothing enterprises in Dongguan, Quanzhou shoes and clothing enterprises have their own brand and technological innovation, while many of Dongguan's enterprises are processing enterprises. They do not have their own brands, so they are greatly influenced by the international environment. In addition, Quanzhou's shoes and clothing enterprises also focus on improving their social responsibility image through the construction of corporate culture and the improvement of employee welfare system. resist The best basic factors are the low order, the cost increase and the difficult employment.

Wang Shangkang believes that from the four enterprises visited, Quanzhou's private enterprises have many commonalities. First of all, their products are closely linked to people's livelihood. Secondly, Quanzhou's private entrepreneurs are self-made and become rich by hard work. Third, these enterprises are paying attention to the development of science and technology, and have established their own research and development centers in Beijing and Guangzhou. PEAK has built the R & D center to the United States. Fourth, these enterprises take the road of brand development. This starting point is very important and very valuable. This is also the difference between Quanzhou enterprises and others. Fifth, during their inspection, they also found that Quanzhou enterprises all paid attention to the fulfillment of their social responsibilities. Apart from doing well in product liability, they also made good examples in terms of employee welfare and employment and charity investment. Finally, Quanzhou enterprises still have lofty ideals of creating international brands. For example, PEAK striving to create an international brand and revitalize the national industry as its goal. He believes that doing international brand The significance of national rejuvenation is the road of the Chinese nation in the past hundred years. It is very valuable for Quanzhou enterprises to have such a concept.

　　 Equity incentive to employees Master consciousness

Equity incentive is no longer a new thing for Quanzhou shoes and clothing enterprises in the process of spanformation and upgrading. Listed companies, including seven wolves, Anta, Phoenix Bamboo textile and PEAK, have been attracting and retaining talents through equity incentive measures. In the unlisted enterprises, Xingye leather and other enterprises also have equity incentive practices or plans.

A few days ago, Ding Mingquan, chairman of Jinjiang gold knitting garments Co., Ltd. announced that 20% of the total capital of the company would be donated to all the staff and workers as a reward stock. The first batch of employees received a total of 200 employees, to the company executives, to workers, cleaners and security guards.

The focus of equity incentive on front-line employees will be the trend of management innovation. Heng An Group is the first company to employ ESOP in China. Since its establishment, major shareholders have been diluting shares, increasing the shareholding ratio of management and technology business backbone, holding hundreds of employee stock ownership, many of which are excellent employees at the grass-roots level. In 2007 and 2009, the Heng An Group implemented two employee option incentive plans to ensure that employees can share interests with enterprises. The company has thousands of employees who own shares and options.

Last year, PEAK announced the equity incentive plan, which will give a total of 13 million 85 thousand shares to more than 400 PEAK employees. According to the briefing, PEAK will also launch the second round of equity incentive to distribute to the new PEAK employees who are outstanding.

Set up an employee interview room to run an enterprise university.

Giving an unimpeded channel of communication will help entrepreneurs listen to frontline staff, build a harmonious enterprise, and help retain talent.

Lian Tai (Quanzhou) Light Industry Co., Ltd. set up an employee interview room, which is a pioneering work. {page_break}

According to Shen Xu, chief executive officer of Luen Thai company, in order to avoid staff turnover and labor shortage, the company has implemented a minimum wage system. Workers enjoy 2800 yuan, 2500 yuan and 2000 yuan salary in accordance with A, B and C levels according to their positions and jobs. He believes that a large part of the enterprises only focus on recruitment and do not pay attention to retaining people. In this regard, Luen Tai has attached great importance to it. In order to better retain talents, Lian Tai Company has set up an employee interview room since last year to receive complaints and advice from employees once a month. The interview is also divided into two parts: the old staff and the new employee. "Through the batch interviews with new and old employees, we can understand the adaptability of new employees, and listen to the management and life advice of the old staff. This year, the canteen is fully renovated and renovated, which is one of the projects accepted by the company after the interview. He said.

To help employees build a good career growth space is another magic weapon for Quanzhou shoes and clothing enterprises to recruit and retain people. Prior to this, hang an School of management was established, one of the purposes is to enable employees to better and more easily participate in all kinds of training, and vigorously promote the sharing and exchange of internal technical experience, so as to help employees improve their personal qualities and capabilities in a variety of ways.

In fact, not only is Heng An so, XTEP, Li Lang and other enterprises have set up enterprise universities in recent years, and have set up a set of perfect incentive mechanism for workers. Workers' pay increases, ratings and promotions are linked to skills and performance. In this way, for outstanding workers and special workers, not only the treatment is greatly improved, but also the corresponding training and promotion opportunities.

The salary is guaranteed. The dining hall is free for three meals.

XTEP group has focused on corporate culture for many years, and has done a lot of attention in caring about employee welfare. In order to optimize the catering and living conditions of employees, XTEP has implemented the new welfare system of free food in the cafeteria since March 1st this year.

According to Xiao Xuri, manager of XTEP's corporate culture department, free meals include breakfast, middle and late meals, breakfast is porridge, steamed bread and other common breakfast, lunch and dinner are two meat, one element, one soup configuration. He said that the system of free meals is also flexible. For employees who do not want to eat in the dining hall, the company will subsidize meals at the level, while those who enjoy the allowance of meals can no longer enjoy the free meals in the canteen. "We are guided by the concept of humanized management, so that employees can predict ahead of time whether to attend free meals next month. The whole system fully gives employees the freedom to choose their own space." Xiao Xuri said.

He also mentioned that starting from this year, the production workshop no longer worked overtime at night, becoming a precedent in the industry. Today, XTEP operates 6 days per week for grass-roots workers, and the company's management departments have implemented 5.5 days of work per week, and employees enjoy more spare time.

He also said that since last year, all employees of the company have implemented the minimum wage system, so long as they are new ordinary employees, they can get a guarantee of 2000 yuan basic salary. In addition, every employee's birthday will be subsidized, and every department and workshop will celebrate life on the same day. In addition, every year on May 1, national day, new year's day and other festivals, XTEP will hold a large cultural evening party, which will be presented by the staff itself, and will give bonuses and prizes to outstanding employees in the year.