Deeply Exploring The Shortage Of Clothing Workers

The future competition is brand competition.

If building a big brand and marketing it well, it is very important.

It is understood that the current clothing marketing talent is not easy to find.

Li Jihai, President of Guangzhou Fashion Designers Association, said that in addition to understanding marketing, clothing marketing personnel should also understand fashion design, clothing market and even the international fashion trend, so as to make an accurate judgement for the direction of clothing marketing.

The financial crisis that broke out in the second half of 2008 caused many domestic textile and garment enterprises to lay off workers in different degrees because of the shrinking orders, which led to the industry's "worker panic".

A large number of workers left the garment enterprises and went back to their hometown to find another way out.

However, by the 8 and September of 2009, the business situation was rising, but it could not attract people.

By the end of 2009, there were frequent reports of "shortage of migrant workers".

There are many opinions about the employment of garment enterprises. I want to express some opinions here.

Viewpoint 1: no shortage of general practitioners

Ordinary workers are often referred to as migrant workers. These workers usually do not need any academic qualifications, nor do they need experience.

On the surface, we are unable to recruit workers. In fact, if we divide the labor needed by enterprises, we can see that clothing enterprises are not simply unable to find general practitioners. For China with abundant human resources, as long as the improvement of the employment environment and the increase of wages and salaries can be generally solved, the recruitment of general practitioners is easy to solve.

Enterprises can not recruit skilled workers who are qualified for their skills.

The so-called thousand armed forces are easy to get, and one will be hard to find.

Although skilled workers grow up from general practitioners, but because of their long working hours, skilled skills and certain skills, they can bring good benefits to enterprises, so salaries and benefits are higher in all aspects.

However, skilled workers need time to develop and pay for training.

Most enterprises are unwilling to bear the cost, which leads to the lack of "skilled craftsman" in the industry, so it is very difficult to recruit the people who need it.

For a long time, because the mobility and arbitrariness of Chinese clothing enterprises are too large, it is not only difficult to recruit workers, but also more difficult to stay and work, resulting in workers' lack of sense of responsibility resulting in low labor efficiency and even damage to equipment.

Due to the low wage level in the garment industry for many years, the labor intensity of workers such as truck drivers and sewing workers in the industry has become more serious.

If enterprises can strengthen the training of skilled workers, and through optimizing the public environment, earnestly safeguarding the legitimate rights and interests of workers, and creating a sound system and cultural environment, this problem can be solved.

Viewpoint two: the employment mode is not perfect.

Under normal circumstances, we only think that the process of migrant workers' panic to the shortage of migrant workers is the process of the shrinkage and recovery of China's textile and garment industry, but this is only a superficial understanding.

When we go deep into thinking, we will find that our enterprises have not yet established a perfect human resource training mechanism, at least not in the long run.

For example, in 2008, textile and garment enterprises should consider whether they will be short of manpower when the production is restored.

I agree that enterprises can have a complete set of personnel training mechanism.

Some garment enterprises in China have made breakthroughs in this respect.

Take the red bean group as an example, since 2004, the upgrading of industries and the maturity of industrial clusters have greatly improved the threshold for employment.

Red beans, which are actively pforming and upgrading, are in urgent need of high-quality workers.

So red beans turned into recruiting workers, and founded the first business secondary vocational school in Xishan District, Wuxi red bean vocational school.

However, these skilled workers are far from meeting the needs of pformation and upgrading of red beans.

In order to speed up the three major pformations of the group from production management to creation and operation, from asset management to integration of production and finance, and from domestic enterprises to multinational enterprises, the red bean vocational school has been upgraded to the red bean Institute, and is trying to train innovative talents with high quality application, market, compound, professionalism, specialization and internationalization for the group.

This directional talent training mode is one of the solutions for enterprises to reserve talents and improve employment patterns.

In fact, as long as enterprises focus on talent training, they will always find a suitable way of talent management.

Viewpoint three: technical personnel are most lacking.

Tailoring sewing workers, knitwear and dyeing workers, garment plate making workers and other positions are relatively high, requiring formal and professional professionalism, mainly from tertiary institutions.

However, at this stage, Chinese textile colleges and universities have fewer training students than the current demand for Chinese clothing industry.

Wang Yi, Dean of Nantong Textile Vocational Technology College, said that the number of people engaged in textile and garment industry is large, but the quality is generally low, and professional technical personnel are very scarce. The school's 100% employment rate for 6 consecutive years is the best proof.

As of 2009, 3/4 of the graduates in 2010 had been booked by enterprises, and quite a few students were still selected from three or four enterprises.

It is understood that the employment rate of textile and clothing related majors in Donghua University, Jiangnan University and other schools in the Yangtze River Delta region has always been relatively high, maintaining more than 90%.

Viewpoint four: lack of high-end talents in the future

At present, the proportion of low-end products exported by the garment industry is relatively large, but the price advantage of low price products is gradually losing, because some Southeast Asian countries can lower the price.

Therefore, in the future, the Chinese clothing industry wants to cope with the fierce competition and challenge, can only upgrade, and turn to the high-end market.

And the high-end market means big brands, high-tech, new ideas, clever design, and we are quite short of talents in these four aspects.

In the financial crisis, most of the garment enterprises are weak enterprises with weak scientific research capability, low end routes and weak risk tolerance.

The industry regards this economic difficulty as an opportunity for industrial upgrading, so in the future, we should strengthen the training and use of textile talents, improve the added value of products and the competitiveness of enterprises.

R & D innovative talents:

According to the statistics of the first textile network, there are about 2.4 Textile Enterprises above Designated Size in the Yangtze River Delta region, of which about 6 of them are R & D departments, but the average proportion of R & D funds to sales is only about 0.3%, which is far from the 3% to 5% of developed countries.

The reason for this disparity is that it is related to some wrong ideas.

It is generally believed that the textile and garment industry is a sunset industry. It is a labor-intensive traditional industry. It does not require technological innovation and technological input, resulting in school running enthusiasm is not high.

For example, the gap of knitting technology talents is very large now. Schools are doing everything possible to expand enrollment in this direction, but in the end, because there are not many students to sign up, schools can only start one class.

The reasons for the lack of R & D talents are diversified.

Zhang Zhe, general manager of Shanghai morning brocade clothing consulting company, believes that, first of all, in the Yangtze River Delta and even the whole country, the level of entrepreneurs in textile and garment industry is generally not high. They are more willing to invest in hardware than software. Compared with investing 5 million yuan to create research centers, they are willing to invest 10 million yuan in the introduction of new production lines.

The second is the lack of R & D talent, which leads to the rise in commission, the rise in commission and the determination of R & D developers to drive a vicious circle.

In fact, the research and development of new products is very important for textile and garment enterprises. Technological innovation can bring huge profits and strong competitiveness to enterprises.

Jiangsu Shen Cheng industry is a typical example. Ma Jianzhong, the general manager of the company, said that in the past, he had commissioned others to do sales and R & D, which accounted for about 30% of the cost of the enterprise.

In recent years, the company has focused on nurturing marketing teams and R & D teams, with annual investment amounting to 3% of sales.

Although invested in R & D funds, it actually saved costs and won market initiative.

Creative design talents:

Creativity has become a powerful engine for China's textile and garment industry to take off.

Creative design is productivity, which can build the right of fashion discourse and guide the consumption of life.

If we want to have a firm foothold in the world market, we must attach importance to creativity. We still have many shortcomings in this regard.

For garment enterprises, they have the ability of original design, design experience and excellent designers who can keep up with the market trend.

The director of the recruitment department of a well-known talent website said that the demand for creative design talents in garment enterprises has been significantly enhanced, and the proportion of creative posts in the recruitment of enterprises has been increasing. This is because the existing clothing enterprises can not be completely neutral in the market if they do not have independent innovation.

According to the insiders, relying on only a few schools to train talents is difficult to meet the needs of enterprises. The talent gap in the garment industry is still very serious. Taking only the most urgent garment designers in the enterprise as an example, at present, there are about 5 garment enterprises in China, and the gap of garment designers is as high as 100 thousand.

Some enterprises have to engage in low-end products because they can not recruit suitable designers.

Brand marketing talents:

The future competition is brand competition.

If building a big brand and marketing it well, it is very important.

It is understood that the current clothing marketing talent is not easy to find.

Li Jihai, President of Guangzhou Fashion Designers Association, said that in addition to understanding marketing, clothing marketing personnel should also understand fashion design, clothing market and even the international fashion trend, so as to make an accurate judgement for the direction of clothing marketing.

At present, there are few related majors in Colleges and universities, and specialized clothing marketing training is rare.

Talents follow the environment and capital follows talents. Talent competition is essentially a comprehensive environment competition.

It is necessary to create a system environment for talents to become "wealth" and the entrepreneurial environment for talents, and to create a humane environment conducive to the growth of talents, and fully cultivate the marketing awareness of these talents.

Brand marketing talents will be valued in the future.

The great regret of China's garment industry is that there is no world-famous and competitive brand. I believe this situation will change in the future.