In Case Of Labor Shortage &Nbsp, AOKANG And Other Shoe Companies Open The Road Of "Self Redemption".

September 30th hearing " Labor shortage "Like a nightmare, dreams of Wenzhou shoe companies. Led by AOKANG Shoe enterprises The road of "self redemption" has been opened, and the "home" cultural atmosphere has been created through soft management, so as to cultivate reserve talents actively.

In September 20th, Tan Xinggang, who was exhausted and tired, returned to the company. He did not attend to drinking water. He hurried to report to his leader about the experience of robbing people in Shenzhen. As the personnel administration manager of AOKANG thousand stone manufacturing center, apart from managing the daily operation of the factory, he also has an important duty to provide enough staff for production needs.

A month ago, one of his personnel commissioners went to Chongqing to recruit workers, bringing only a handful of people to the factory. 3 days ago, Tan decided to go to Shenzhen in person.

The reality is very cruel. "I almost traveled across the small and large talent market in Shenzhen. enterprise The number of recruits is more than that of applicants, and an applicant rushing to a pile.

The "labor shortage" that troubles Chinese manufacturing enterprises seems to be coming back again.

Since the beginning of the labor gap, the "encounter" of Tan Xing is only a miniature of the labor market in China.

According to statistics, more than half of the enterprises in the coastal areas of China say difficulties in recruiting workers, especially 62.27% of enterprises in the Yangtze River Delta region. After visiting the major manufacturing enterprises in Wenzhou, many recruiters are worried about recruiting workers. "The labor gap is very large. This is the biggest problem that our clothing industry is facing now. Maybe the situation will be more serious next year", a staff member of the Wenzhou clothing trade association said.

At present, a lot of enterprises at the entrance are eye-catching positions, which are displayed only in the past year only at the end of the year: the "free air supply room, half the allowance for meals"; the general wage minimum wage is 1800 yuan / month, the mechanic 3000~5000 yuan / month: "monthly rest 4 days"... Those employees who came to Wenzhou for a few years did not dare to think about the treatment. Nowadays, large and small enterprises in Wenzhou can be seen everywhere.

"Nevertheless, there are few people who come to apply for jobs." Fan Manru, general manager of AOKANG thousand stone manufacturing center, said that due to the recent increase in orders, the existing production capacity is insufficient, consider recruiting employees and buying equipment to form two new production lines. Equipment and venues are almost ready, but people are always hard to get enough. In Wenzhou, no one can be recruited, and the recruitment of workers to the western and Pearl River Delta is very small. Let alone reserve workers for next year's production. "It's a shame to throw away the order. I'm still working hard to get enough people together." Faced with this dilemma, fan man had to comfort himself.

According to the staff of Wenzhou shoe leather industry association, more than 80% of shoe companies are worried about recruiting people, and the gap from the beginning of this year has not been alleviated.

Multiple factors have spawned " Labor shortage "

"Labor shortage" has been occurring every year, and this trend is more serious this year.

People? This year, the biggest voice of Wenzhou enterprises is probably recruiting difficulties. The economic situation is constantly improving. Many enterprises immediately get entangled after a long period of excitement. There are orders, the expansion of production lines, but no workers can be recruited.

In the view of Guo Yong, general manager of AOKANG North manufacturing center, there are three possible reasons: first, as the industry moves westward, the state's support for the Midwest policy has greatly promoted the development of the local economy and the optimization of the labor environment. Many mature workers choose to go home to work or create jobs. Two, after 80 and 90, they become the main force of industrial workers. They are not as hard-working and loyal as those of the older generation. They also pursue the superiority of their working conditions and their professional development. Three, the enterprises themselves do not attach enough importance to the construction of enterprise culture, and do not create a "home" atmosphere for employees to make their work merely a means of making a living. {page_break}

Guo Yong believes that for industrial development, this is a natural process. How to better attract talents, train talents and retain talents is the basic guarantee for the long-term development of enterprises.

"The era of demographic dividend is about to die." Cai Fang, director of the Institute of population and labor economics of the Chinese Academy of Social Sciences, believes that the aging population and family planning policy have resulted in a continuous increase in social dependency ratio, a decrease in the proportion of productive population and a serious impact on labour productivity.

Nowadays, the lack of labor in coastal manufacturing enterprises is a corroboration of the continued disappearance of demographic dividends, and to a certain extent, will weaken the vitality of sustainable economic growth.

"Soft management" has become a new way to break through the workforce. Is there no better way for enterprises to do so?

"Labor shortage is a self regulating way of the market. It forces enterprises to speed up structural upgrading and technological spanformation to digest costs, and the later they will lose the opportunity to adjust." Guo Yong said that they had anticipated this situation in the beginning of the year, and it was unrealistic for skilled workers to improve their efficiency again. The only way left was to update the equipment. "A computer pattern machine works at a rate of more than ten workers per day, and there are some difficult and impossible works that can be done easily."

In the middle of this year, he also visited Jiangxi, Sichuan and other provinces, and found that a new mode of production is emerging. Many skilled workers returning home from the coastal areas have accumulated certain funds and technology, and have started specialized and single factories, such as needle truck production line and car bag production line. Some even have an annual output value of tens of millions. "This is a specialized and collaborative mode of production, which may indicate that in the future, we will also split the production process, partly or totally outsource it."

In addition, AOKANG launched a series of "soft management" measures. In the past, traditional manufacturing industry in China focused on physical management such as product design, manufacturing, quality and so on. There was no attention to soft resources such as resource management, service orientation, manpower training, enterprise culture and process innovation. In 2010, Wang Zhentao, chairman of AOKANG company, proposed in the shoe leather industry that "soft manufacturing" should be used to create "hard value".

In terms of caring for employees, AOKANG actively builds the cultural atmosphere of "home" according to the actual needs of employees. This summer, AOKANG invested 300 thousand yuan to prepare a 45 day "AOKANG employees children summer camp", teaching children to read "disciple rules", games and talent shows, etc., summer camp has Thanksgiving week, unity week, courtesy week, concentration week, learning week, safety week and so on. "Taking into account the rich entertainment life of Post-80 and post-90s employees, we arrange a day off every week, and we have negotiated an agreement with the Nanxi River Bureau of scenic tourism not long ago. AOKANG employees can enjoy a half price tour of Nanxi River by virtue of their valid identification." Fan Manru said that this is one of their efforts to change the way employees manage.

Dr. Zhang Yili, executive vice president of Wenzhou University business school, said that this is a good phenomenon in the current spanformation and upgrading environment in Wenzhou. In other words, under pressure, enterprises consciously take the road of "self redemption". The difficulty of recruiting workers is like common suffering. Therefore, the first step to "resolve" suffering is self-conscious evolution. After the tide is formed, who is prepared to be more timely and more adequate. First, the competition between machines and technology, and ultimately the competition of talents.