Labor Shortage Has Hit &Nbsp Again; &Nbsp; Shoe Companies Have Three Strategies.

October 14th hearing need a worker Lack of work! In 2010, the two words of "lack of work" were entangled in China like nightmares. footwear industry It has become a kind of knot of shoe enterprises. With the increase of orders and the increase of exports, shoe companies generally complain about their lack of jobs. The curse of "shortage of migrant workers" is once again eyeing the shoe enterprises. Almost all shoe companies have taken various measures, but still can not recruit workers. Even ordinary workers and apprentices are unable to recruit them. "How much, how much" and "beginner" are almost the most urgent needs of every shoe company. A few days ago, Zhu Huaijiang, a Peking University doctor, said that shoes enterprises should know how to keep people. How do we keep people? Zhu Huaijiang gives us three strategies.

Implementing "water" type Administration

Shoes industry is different from high and new technology industry. It belongs to the labor intensive industry. It has a lot of labor and a great dependence on people, so it has a certain degree of management difficulty. Lax management, low production efficiency, strict management, employees rushed off. What do we do? Zhu Huaijiang thinks that Yu Jinhua, chairman of Wenzhou Jill Da shoes company, has written an article entitled "the art of governing a big country" and "praises" is worth considering. The water is weak, soft and powerful; the water is humble and good at roundabout; the water is good and harmonious, permeated, and is smooth and full of vitality in a weak and weak place.

"To rule a great nation is to be a good cook". It means "managing a big country is like frying small fish", without turning over, small fish will fry and paste. Yu Jinhua believes that governing a big country is a governing art of Taoism, and applying it to shoes enterprises will become an art of management. The management staff should not be "rigid" and have the same "flexibility" as water, because the water has great plasticity, and it is the shape of the ocean in the ocean, the shape of the river in the river and the shape of the cup in the cup. Management is like water, it should be right, suit measures to local conditions, suit circumstances to guide and guide, so as not to hurt employees' enthusiasm and happiness.

Choose the right person

Gilda has always insisted on treating people with care, keeping people in the environment, keeping people in their careers, keeping people in love, and keeping people in mechanism. Yu Jinhua once expressed his philosophy of management: "how to drive the ball is not important. What matters is that the players can accurately throw basketball into the basket." Zhu Huaijiang believed that Yu Jinhua's management integrated into the thought of Sun Tzu's art of war. The soldier's grandson said, "therefore, a good fighter should not be blamed on others for his potential. He can choose others and become a potential force". He has made full use of the "genius" of professional managers.

It is a tiger that gives you a mountain top to defend. It is a dragon that gives you an ocean to churn. It is a horse that gives you a vast grassland to run on. It knows what you are short of. It is good at using others' abilities to mobilize all resources for their own use, so that talent can be used. Therefore, managers choose people to be in office, be good at grasping the situation and controlling the situation, and "govern the public, such as small numbers". This will not only make the manager's career "boundless as heaven and earth, but also like rivers and seas", and also fully display the talents of the staff, so that the staff can realize their own life value, thus realizing the purpose of "keeping the business".

It is not simply letting go but choosing basketball as the best pitcher in the business sector to maximize the interests of the group.

Find the advantages of each employee.

Zhu Huaijiang made an analysis of the "shortage of migrant workers". He believed that there was no shortage of labor force in China at present. The most direct reason for the shortage of migrant workers is the change in the concept of new generation of migrant workers. The number of new generation of migrant workers born in the 1980s has reached 90 million, accounting for more than 60% of the total number of migrant workers. However, these migrant workers also have higher requirements in terms of employment choice, working conditions and living environment. The new generation of migrant workers, while pursuing labor remuneration, seek spiritual enjoyment more. If the work is happy and happy, who wants to leave the company? {page_break}

At present, shoe companies prefer to use the most primitive and low-level management tools, such as punching cards on time, checking attendance, uniformed uniforms, cutting off network lines and fines to manage employees. However, these management methods are passive, without mobilizing the enthusiasm of the staff, and also unable to meet the spiritual needs of the new generation of employees. Employees are lacking in initiative, even if they work twenty-four hours a day.

The purpose of management is to solve problems rather than punish employees. As a matter of fact, every employee has their own advantages. As long as they observe carefully, they will find bright spots in the ugly duckling. Finding the advantages of employees and bringing these advantages to the extreme, can fully mobilize the enthusiasm of employees and inspire potential. Employees will take the initiative and love the enterprise from their heart and love their work.

A shoe enterprise system in Wenzhou stipulates that every business manager should find three typical advantages of direct subordinates and make use of them. This method has achieved good results. The annual turnover rate of employees in this shoe enterprise is less than 15%, and there is no "shortage of migrant workers" at all.

At present, the structural change point of China's low-end labor market has changed from the traditional "Survival Wage pricing law" to "the rule of market bargaining under the reservation of wages". Zhu Huaijiang asserted that when the remuneration system was established, it would be most important for the environment to keep people, stay in business and stay in love, but all of this required strategy and art.