When Labor Shortage Has Become A Serial Play

At the moment, the annual return of migrant workers is coming again, and the problem of employment has once again become the focus of attention. In the eyes of the Chinese people, the Spring Festival is not over until the end of the first fifteen months of the lunar new year, and many garment enterprises have chosen to return to work before and after the node. However, in recent years, with the transformation of China's economic structure, the shortage of labor and labor costs. Rise The situation is becoming increasingly serious. When the labor force "unlimited supply era" ended, in recent years, the labor shortage of garment enterprises has been staged every year, and it has become a serial play. The industry can not help but ask: when can China's demographic dividend be sent to? How can enterprises attract new employees and retain old employees?

Shandong

Providing targeted training for transitional housing

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Since the Spring Festival in Shandong, labor shortage has also started. In Qingdao Inner Mongolia Road, Chengyang and other labor market, enterprises pull up the banner to recruit soldiers, but job seekers are far from meeting the employment needs of enterprises. According to local media reports, since the global financial crisis in 2008, the scarce labor shortage has landed on the island city. In the beginning of 2010, the employment gap in Qingdao was as high as 120 thousand, and the figure increased to 150 thousand in early 2011. At present, the relevant departments have not yet announced the employment gap this year, but from the current situation of the employment and labor market, it is hard to reverse the shortage of labor in Shandong in the short term. The reason for this is that in recent years, in order to meet the wage requirements of job seekers, enterprises have increased the market employment price, so that the annual wage increase of general jobs has reached more than 20%. At present, the expectation of wages for ordinary jobs is basically over 2000 yuan, and it is also necessary to pack food and lodging. The enterprises in Qingdao mainly rely on household electrical appliances, electronics and light industry enterprises. These enterprises have relatively low profitability, and the wage conditions of workers are not easy to satisfy the appetite of job seekers. Even some job seekers are unwilling to "bend" even if they can not find jobs in the short term. Overall, the contradiction between the cost pressures of enterprises and the expectations of job seekers' high wages is difficult to solve in the short term, and labor shortage will last for some time. To solve this problem, we must rely on constantly eliminating the low-end industries and implementing the adjustment of industrial structure from the macro environment. From the perspective of enterprises, measures must be taken to keep people concerned.

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Reporters in the Textile Alliance Holdings Group learned that in recent years, the group's textile and garment factories have also been difficult to recruit workers, difficult to maintain the situation, staff mobility is relatively large. To ensure that the production needs can be met, the group has taken some measures to ease the employment problem. For example, a number of measures have been put forward to raise wage standards for workers, to run shifts and to reimburse employees' children's tuition fees, and to earn foreign time awards. The salary of group front-line staff has been increased by more than 15% in recent years. At the same time, the group also promotes the localization of recruitment, providing married workers' transitional housing and other measures in the suburban factories, stabilizing employees and increasing recruitment. urban district Construction of the Youth Union apartment for free, providing accommodation for foreign staff, and joint recruitment and training with relevant vocational schools, and training of targeted employees. Through a series of measures, we have basically stabilized the workforce and ensured the production and employment.

Sichuan People Oriented Innovation Management Mode

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At the beginning of the new year, journalists and costumes Association of Sichuan province visited some garment enterprises in the province. The results showed that nearly 80% of the workers returned to factories in a relatively high rate and normal production was not affected. However, a small number of enterprises, especially small and medium-sized garment enterprises, have varying degrees of problems such as low rate of workers returning to factories and difficult recruitment. Production has been greatly affected.

Through further investigation, it is found that most of the enterprises that have low return and low recruitment are small and micro enterprises. There are common problems: outdated equipment, low efficiency, strong labor intensity of workers, lack of humane management of enterprises, lack of their own brands, and lack of advantages in market competition. According to the survey, the clothing enterprises in Sichuan, especially small and medium-sized enterprises, have large obstacles in the credit scale, and the enterprises lack effective communication for the government's policy support.

Integrating the various factors at home and abroad, this year, garment enterprises are facing many unfavorable factors. On the one hand, the western developed countries are weak in economy and have a dim prospect, and trade protectionism is on the rise. There will be more frictions in the fields of traditional industries such as textile and clothing, and new strategic industries such as new energy and new information technology. On the other hand, with the continuous development of our economy, the cost of production factors will rise and the appreciation of RMB will increase.

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The government has introduced a series of policies and measures to support the development of small and medium-sized enterprises from the aspects of financing and taxation. The provincial government's "two interaction" strategy has been further promoted; the Chengdu Chongqing Economic Zone and the development of Tianfu New District have provided favorable factors for the healthy and stable development of the garment industry in our province. From the clothing industry itself, in the process of development, enterprises are paying attention to brand, innovation and technology. meanwhile More attention should be paid to "people-oriented", innovative management mode, paying attention to humanized management, improving work environment constantly, eliminating backward, updating equipment, innovating ideas, focusing on product quality and product efficiency, and promoting healthy development of enterprises.

Technical workers in Jiangsu are getting harder and harder.

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Now, it is not the recruitment of employees, but the "inspection" of employees. This year, garment processing enterprises are not as anxious as workers in previous years, but are in a wait-and-see trend. Specific recruitment starts after May 1, because enterprises do not see clearly the whole international situation and industry situation in 2012, and can not make effective judgments.

Similarly, workers do not rush to work. We are all choosing a well paid and well integrated enterprise. Now the cost of employment has risen rapidly, with an average wage of around 3000 yuan, an increase of 20% over the same period in 2011. And it is difficult to find the right workers now. Because the central and western regions are developing rapidly, the textile and garment industry needs a large number of labor force to transfer and undertake. Many clothing workers have been intercepting locally, taking Henan and Anhui as their priority. At the same time, the post-80s and post-90s sewing workers are unwilling to work overtime, lack of hardship, and come out to work not to survive, but to see the outside world. Now the new sewing workers who enter the garment industry every year do not have many people who quit every year.

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At present, most of the garment processing enterprises in Jiangsu have taken three risks or five risks to workers. The cost of workers' social security has increased rapidly, and the insurance of some workers has reached more than 800 yuan a month. The surveyed enterprises all think that it is right and proper to give workers insurance. It is the social responsibility that enterprises should undertake. But now the pace of walking is too fast and too high for enterprises to digest and bear in a short time. Moreover, many small businesses do not pay taxes or insurance, and compete at low prices, disrupting the market environment.

Guangzhou's "labor shortage" presents new characteristics, "all-around good treatment" becomes the key.

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Every year after the Spring Festival, "recruitment difficulties" will become a topic of great concern to the textile and garment industry in Guangdong. This year is no exception. Different from previous years, with the growing number of new generation of migrant workers, the "labor shortage" caused by increasing demand has become increasingly evident.

In February 6th, the reporter contacted several textile and garment enterprises in Guangdong, and found that although the Spring Festival holidays had passed several days, the turnover rate of employees in some areas of the PRD was less than 1/3. Chen Lishan, director of Human Resources Department of Guangdong thousand mile horse cloth Co., Ltd., said that, as far as she knows, most of the enterprises are bosses who have already gone to work, but the factory is still in a state of shutdown and semi shutdown. "Labor shortage has become the norm in the textile industry, especially now it is more difficult to recruit a skilled worker." Director Chen told reporters.

Mr. Lu, who has been engaged in the textile industry for more than 30 years, is also worried about this. He thought that the decline of the economy last year would alleviate the difficulty of recruitment this year, but the fact is that so far, the rate of entry of the first-line textile workers has just passed 40%. "After the fifteen month of the first month, there will be second stocks returning to the city, but even then, it is estimated that only 60% of the workers will be on duty." the factory is far from enough to eat, "Mr. Lu said with some reluctantly.

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Many small and medium-sized enterprises in the Pearl River Delta have to cope with the difficulty of recruiting workers. universal It has raised the salary and remuneration of 10%~20%, and even some enterprises have been stationed in the railway stations and labor markets all over the country. As long as the workers have a phone call to disclose their intentions, the enterprises will send cars to them half a dozen times to get them into the factory. Even so, the recruitment problem is still not optimistic. Guangzhou Hualian Textile Co., Ltd. originally intended to expand its production scale this year, with a total recruitment of about 200 people, but Mr. Cheng, who is responsible for recruitment, said he felt that this year people were really not good at recruiting, and even now 1/10 had not been recruited.

In order to retain old employees, some small and medium-sized enterprises have done enough homework before the Spring Festival. Annex Garments Co., Ltd. put forward a red notice in the front of the cafeteria and dormitory building, releasing all kinds of "on time return rewards" and "stay at home staff holiday arrangements".

However, journalists from various textile and apparel industry associations learned that another voice was heard: Although SMEs are generally faced with employment difficulties and recruitment difficulties, many workers still worry about not finding jobs.

The key to "labor shortage" lies not only in people but also in the cognition gap between employers and employees. Simply speaking, enterprises and employees can not see each other, this characteristic is particularly evident in the new generation of migrant workers. Xiao Tianhao, Secretary General of Zhongshan Textile Association, told reporters. At present, the proportion of the new generation of migrant workers is bigger and bigger. Compared with their parents, apart from the salary, they have more and more requirements for the working environment, housing conditions and corporate culture. The enterprises want to recruit skilled workers, hoping that employees can produce benefits in the short term and bear hardships and hardships, but the new generation of migrant workers often do not have such conditions.

Of course, some enterprises' bad habits are also attacking workers' enthusiasm for work. Xu Jianping, Secretary General of the Dongguan textile and garment industry association, told reporters that the remuneration of many small businesses had some "moisture": some bonuses and benefits were not written into the rules and regulations. The implementation of the salary system was quite different from the commitments made at the recruitment meeting, which led many workers to prefer wait-and-see attitude rather than immediately go into the factory to work.

Shenzhen's "old belt and new" solution to employment difficulties

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Recently, the reporter visited some garment enterprises. At present, there are several kinds of clothing enterprises recruited in Shenzhen: one is to expand production enterprises; the two is to recruit skilled workers; three is small and medium-sized processing enterprises. Bate Ali Shi, Wan Zefeng, Fei Fei, Hong Yangda, Jin Bo Lai, Tamar, Emma, Jane and other small and medium-sized women's clothing brand enterprises this year's workers have been in place. Workers with more than 3 years' experience are paid at around 5000 yuan. The wages of the workers in the middle and hot border areas are around 3500 yuan, with full attendance awards. At the end of the year, there are tours, meals and meals every month for 4 days.

Luo general, general manager of Bate Ali Shi Garments Co., Ltd. introduced to reporters: "currently, there are three or four employees in the enterprise, and the veteran employees are in the enterprise for eight or nine years, and at least three or four years. In recent years, enterprises have been grasping both hands, focusing on the professional market and sales of brand outlets, grasping brand image, brand culture and corporate culture. Now the market competition is fierce. To cultivate skilled clothing workers, we must provide comfortable housing conditions and generous salaries. After a few years, the garment workers can also work at ease and have a sense of responsibility for the enterprises.

Some employees told reporters: "before the enterprise choose workers, now is skilled workers choose enterprises, if which enterprises in the same area to work for enterprises low wages, welfare is not good, cultural life is not in place, workers in private will be compared, and so on next year this enterprise recruitment is difficult."

This year, Shenzhen's clothing industry is hard to recruit, but it is not as big as it used to be. Because some big brand clothing enterprises began to transfer production to Jiangxi, Hunan, Sichuan, Chongqing, Anhui and other western provinces and cities two years ago. Meanwhile, more and more mainland enterprises are putting the design, display and sales in Shenzhen. Before the Pearl River Delta, there were a lot of garment factories and workers engaged in external processing. Most of the workers were family or townships. Therefore, these small and medium processing garment factories can adapt to the market changes and needs.

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Nowadays, the recruitment of garment enterprises in Shenzhen is basically regulated by the market. Good companies recruit new employees for long term training, and enterprises and old employees sign long-term cooperation contracts, encourage old staff to bring new employees, and have incentives. In this way, enterprises have formed the "old belt new" recruitment system, and the system of training new employees has solved the problem of employment difficulty to a certain extent, and has also brought benefits to enterprises. Of course, it is essential to improve the employment stability of technical jobs in order to solve the problem of employment difficulty.

Zhejiang Mo Dao Jun goes earlier and has earlier pedestrians.

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After the Spring Festival of 2012, the problem of recruitment is generally faced in all parts of Zhejiang province. Companies have raised wages and benefits, and job seekers are watching. In order to solve the "labor shortage", all localities have shown clever moves.

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Hangzhou: Hangzhou, with the opportunity of People's Republic of China's Ministry of human resources and social security to inspect the spring breeze action and the employment and entrepreneurship work, has recently facilitated the coordination of urban and rural manpower resources and spring breeze recruitment meeting in Yuhang, Xiacheng and Ling'an.

With the development of spring breeze action, Yuhang District of Hangzhou city plans ahead, and seriously plays the "five cards", and actively solves the employment problem for enterprises. As the Department in charge of business, the "five cards" produced by the labor and Social Security Bureau of Yuhang district are: carrying out needs investigation, strengthening dynamic management, implementing special recruitment, improving service effectiveness, relying on information platform, strengthening docking service, strengthening labor cooperation, implementing labor service input, standardizing enterprise employment and rectifying market order.

As a micro and small garment enterprise, the Labor Protection Bureau of Yuhang District launched a survey on the employment demand of enterprises in the end of 2011. At the same time, based on this, a directory of skilled personnel training for the whole year will be worked out, and catalogues will be issued according to the different characteristics of each town block economy. At the same time, we will continue to take technical schools as the main positions. enterprise It is in urgent need of "directional" and "order form" skills training for talents.

Before the Spring Festival, the labor and Social Security Bureau of Yuhang district requires every town street and Development Zone to hold more than one human resource recruitment meeting. Enterprises with large demand for employment should hold special recruitment meetings in a timely manner. On the basis of organizing the recruitment meeting in the town street and the Development Zone, the community (Village) with more textile and clothing enterprises in the development zones such as Heng Tang and Qiao Si triangle village actively adopt various recruitment activities such as "job market" and "employment supermarket".

Relying on the "virtual market" covering human resources in the whole area, the information docking between employers and job seekers can be established, and the real-time display and rolling broadcast of the electronic display screen can enable the employer to publish information and recruit talents in the information terminal, namely the communities (villages).

The establishment of inter provincial labor bases in Kaijiang, Shandong, Tengzhou, Hunan and Shaoyang places in Sichuan, on the basis of regular and irregular labor importation into Yuhang area, should change the way of work, turn passivity into initiative, and implement the strategy of "going out" and "introducing".

Before the Spring Festival, the Yuhang District issued relevant documents. The district labor and Social Security Bureau, as the responsible department, thoroughly implemented the labor contract system, strictly implemented the minimum wage standard, established and improved the collective wage consultation system, improved the production and living conditions of employees, carried out social responsibility enterprise selection activities, and guided and encouraged enterprises to treat people, treat people with feelings, and keep people in their careers.

At the same time, we should give full play to the strength of the private employment agencies, and the private employment agencies on the two floor of the labour building will go to work at six in the beginning of the month. At the same time, we will implement the noon rest system during the fifteen of the first month to maximize the needs of all kinds of employers and job seekers.

Ningbo: labor wages increased by two or three. The reporter learned from the Ningbo talent service center in February 4th that since the opening of the talent market, a total of 8 recruitment activities have been held for a week. There are more than 2100 recruiters entering the market and 52 thousand people, attracting more than 3 000 applicants. Employers' salaries generally rose by two or three. For example, last year's base salary was more than 1600 yuan. This year, most of them rose to 2000 yuan, and the enterprises that paid three thousand or four thousand yuan a month can be seen everywhere. The monthly salary of interns is 1700 yuan, providing accommodation and meal stickers; the monthly salary of reserve cadres is 2300~2600 yuan; the annual salary of administrative assistants is 40 thousand to 60 thousand yuan. In the same period last year, the general market was: the monthly salary of interns was around 1300 yuan, the monthly salary of reserve cadres was 2000~2400 yuan, and the monthly salary of administrative assistants was 2800~3500 yuan.

Jiaxing: salary rises to compete for the surrounding market; Jiaxing city launched the spring breeze special recruitment meeting on the first day after the Spring Festival, from January 29th ~2 10. With the continuous development of enterprises, employment demand has increased significantly, especially in catering, clothing and textile manufacturing industries. Looking at the Jiaxing labor market from the recruitment meeting, the clothing sewing workers are 2500 yuan to 3000 yuan per month, 2500 yuan to 3500 yuan per month, and 1500 yuan to 2000 yuan per month. They were slightly higher than last year. It is understood that at the recruitment meeting, the monthly salary raised by recruitment companies increased by 200 yuan to 500 yuan. In order to compete for the surrounding market, Jiaxing's salary is generally rising.

Wenzhou: seven or eight of the textile and garment enterprises lack of useful jobs; in recent years, "recruitment difficulties" has been plaguing Wenzhou's private enterprises. According to the latest monitoring data from the Wenzhou Municipal Commission of information, about 70% of the textile and garment enterprises indicated employment gaps. In order to recruit suitable personnel, Party A promises to raise wages and provide social security benefits. Party B said, "no hurry, look again."

Because the workers' gap is too large, the factory has started work for 7 days, but production has not returned to normal. In recent days, Wenzhou's own brand clothing business owners have been running the labor market every day, but the harvest is not large. This year, the company increased the wages of multiple jobs by 500 yuan on the basis of last year's work. However, when talking to Wenzhou vocational and technical center, it was found that the wage increase still failed to keep up with the expectations of the workers.

A Post-80 migrant worker from Sichuan province looked at the newspaper and laughed and said, "no hurry, no hurry." Last year, his monthly salary was 2800 yuan. In recent days, the job center wanted to see if he could find 500 or 800 more salary. In addition to a breakthrough in salary, he also wants to find a better working environment and better employment company.

Shaoxing: job seekers pick and choose; in the morning of January 31st, the first comprehensive human resource fair in Shaoxing in the Spring Festival was held in Shaoxing's human resources market.

On the 31 day of the recruitment meeting, a total of more than 60 household units offered 3800 jobs. Reporters at the scene saw the crowd in the field, but compared to the employers' eagerness to seek talents, job seekers were much more choosy and unwilling to place orders. After graduating from secondary technical school for a few years, Mr. Shen, after 90 years, did not find an ideal position after a morning's shift. "In the printing factory before, the monthly salary of more than 3000 yuan, now want to change the work of a high salary, but turned around did not see the right." His only requirement is high wages.

Reporters learned that the majority of textile and garment enterprises this year Shaoxing The number of recruiting workers in the new spring is about 200 thousand, and the vast majority of enterprises have difficulties in recruitment.

Some experts believe that in the two major backgrounds of the employment buyer market and the seller's market translocation and the migration of migrant workers from the coast to the inland, the increasingly difficult recruitment will become normal. If we fight to rob migrant workers, we will not leave them with love. How to learn to retain migrant workers will become a topic that we must face up to in the coming period.

Free shuttle bus shuttle bus: Ningbo Beilun Shenzhou Knitting Co., Ltd. wrapped more than 300 buses a year ago and sent tens of thousands of employees home. After a year, most of the returning employees came back and brought 1268 new employees.

Star of the enterprise, travel abroad: Ningbo lion Dun clothing company annually commentary on the "star of the enterprise" 20 employees, organized to South Korea, Japan, Southeast Asia and other places free travel.

Labor union, complementary gap: some productive and complementary enterprises in Huangyan have adopted the "labor union" mode, that is, sending idle workers to B enterprises during the off-season, so as to solve the problem of oversupply and shortage of workers in the peak season.

Schools and enterprises hand in hand, pre recruit students: in January 31st, Yunnan Qujing technical school, finance and economics school and more than 200 clothing professional students came to Jinhua garment enterprises internship, qualified students will be turned into formal employees.

The county magistrate went to Henan to recruit thousands of miles. In January 31st, Huzhou Deqing County Magistrate Hu Guorong led 18 key enterprises to Qixian County, Henan Province, and used 760 buses to carry more than 760 migrant workers.

Heilongjiang buses buy free shuttle workers to and from work.

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After the Lantern Festival in the 15th day of the first month of the Chinese lunar calendar, it should be the peak season for textile enterprises to organize production, but some textile enterprises in Heilongjiang are still on holiday. The main reason for the suspension of production is the shortage of labor.

Influenced by the international financial crisis, the price of raw materials has increased, and the shortage of labor has also occurred. Reporters in the investigation and understanding of some enterprises in the province, the boss of the enterprise all sigh.

In fact, the problem of "labor shortage" has appeared in the previous two years, which has become more and more serious since last year. After the new projects in the province were put into operation, enterprises could only start 70% because of the lack of production workers. Some garment enterprises have merged the three classes into two classes due to the shortage of workers. "Labor shortage" has become a popular garment enterprise in Heilongjiang province. existence The phenomenon. In the analysis of recruitment difficulties and labor shortage, the chief executive said: "with the implementation of the policy of benefiting agriculture and the increasing investment in agriculture in recent years, the income of farmers has increased significantly, leading to the return of some people to agriculture. The change of employment concept of post-80s and 90s people is not willing to go to production enterprises, especially in textile enterprises. It is considered that textile enterprises have strong labor intensity, low treatment and willing to work in the service sector, which leads to difficulties in recruitment and shortage of labor.

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In view of the problem of recruitment and labor shortage, textile enterprises in Heilongjiang province have also taken various forms and measures. First, some enterprises have made technological transformation to the equipment, increased advanced equipment, and reduced the number of employed personnel by means of advanced equipment; the two is to raise the wages of workers; in 2011, most enterprises in Heilongjiang province increased wages to workers, and the increase was basically in 10%~20%; three, some enterprises bought buses and sent workers to and from work free of charge; four, some enterprises took workers to give gifts on their birthdays, while workers worked for welfare during the new year, and organized workers' spring outing. These measures are adopted to retain workers.

From the investigation of recruitment difficulties and labor shortage, journalists feel that enterprises must get rid of the current predicament, accelerate the transformation of development mode, improve the technological innovation and product innovation ability of enterprises, increase investment in technological transformation, and enhance the comprehensive competitiveness of enterprises, which is an urgent task for enterprises.