Shoes And Clothing Enterprises Human Resources Management Step By Step, So As To Retain Employees.

In October 9th, nearly two years, due to the impact of the subprime crisis, the world Economics Twists and turns, and now the economy is gradually recovering, shoes and clothing. market Gradually active. But throughout the 2010, the difficulty of recruiting workers has become a topic that has been talked about many times. In the Quanzhou area, the rumours of "Quanzhou's upcoming earthquake" prevailed, which led to many migrant workers fleeing Quanzhou from their families, making the employment strain in Quanzhou worse.

So what causes enterprises to face the problem of recruitment difficulties?

1, the promulgation of the state labor law has caused great pressure on enterprises. staff The increasing awareness of the law has paid more attention to the recruitment and welfare of enterprises.

2, the rapid development of the mainland economy, the gradual shift of the garment industry links, the increasing number of garment enterprises in the mainland, and the moderate welfare benefits, and the close proximity of home, most of the garment technicians prefer to stay home to develop.

3, as a result of prolonged labor hours and labor intensity, enterprises have poor working environment, no air-conditioning in summer, lack of humanization in enterprise management, and no sense of security and sense of belonging. Employees feel that their returns are out of proportion. From this we can see that the problem of recruitment is not groundless.

It has become a major predicament in the footwear industry. How can we solve this problem? From all aspects, we can analyze it from the following three aspects:

First: recruit; second: blind people; third: keep people.

How to recruit people?

1, establish and improve the recruitment system, formulate some recruitment processes and standards. In particular, a more competitive remuneration system will be established, which will continue to dispose of employees' benefits and be slightly higher than others in the same enterprises, so that employees will feel more fulfilled.

2, to create technical leadership of enterprises, in particular, pay attention to each workshop supervisor, master, and cultivate them to become the backbone of the company's team. From the perspective of management, there are at least 10 people in charge. The cultivation of supervisors' management ability is particularly important. They should not only manage themselves but also manage their subordinates, and encourage them to take charge of recruitment and training, and give them the responsibility and responsibility system.

3, establish long-term cooperation in the key labor export provinces of the country, such as letting employees' families help recruit people, and introducing employees to employees. {page_break}

How to educate people?

1, develop a long-term, effective and feasible training plan. Before the entry period, we should provide training for all aspects of corporate culture, vision of corporate development, job responsibilities, company system, product knowledge and skills. Set up a job training program.

2, after the employee is transferred to the right place, he should work out a positive training plan, constantly improve their working skills and grow up in learning.

3, constantly enrich the corporate culture, import CI, VI, SI strategic management system, such as offices, workshops, restaurants, publicity columns, newspapers and periodicals, build reading rooms, etc.

4, establish a staff Consulting Center, care for employees, do psychological counseling.

5, establish a sound conference management system, do a good job every morning, evening work, and constantly improve the efficiency of work through meetings to improve the mood of employees.

How to keep people?

1, material aspects: continuously improve the income of employees, improve the living conditions of employees and improve their living conditions. We should formulate an old staff allowance management method, establish employee care fund, and set up a staff's children education fund.

2, the system aspect: the system must be reasonable, fair and equal. Leaders should set an example by themselves, conscientiously abide by them, take the lead role, let every employee know the management system of the company, the system also needs to be encouraged if there is a constraint, there must be a reward, a reward and punishment will be announced.

3, the spiritual side; leaders are more concerned about the grass-roots staff, praise the grass-roots staff, be approachable, praise and criticize in public, especially not criticize the public, shake hands with employees, accompany employees to eat and eat on holidays, remember birthdays for their employees, and give them the first time to meet their families.