Exclusive Interview With Shishi Recruitment Experience Enterprise

Editor's note: at present, recruitment difficulties have become one of the main bottlenecks restricting the development of enterprises.

Today, more than half of October is over, and many entrepreneurs are already on pins and needles, considering the recruitment plan for the coming year.

In order to help many small and medium-sized enterprises win the "employment war", we have done well in recruiting workers ahead of time.

Human development is the main factor in enterprise development.

To solve the current shortage of human resources, SMEs must do a good job in strategic planning of human resources.

In fact, when most of the bosses are unable to do anything, after the national day, many entrepreneurs have gone to the mountainous areas of the mainland to investigate the labor force resources in the form of vacation. They have also done recruitment work through the local human resources agencies. Others have gone to Jiangsu and Zhejiang to recruit skilled skilled workers through the high salary "digging people".

They have taken precautions to speed up the strategic planning of human resources.

Establish and improve the incentive mechanism

"According to statistics, the average wages of Shishi enterprise employees increased by about 25% this year. If all enterprises can establish a long-term and stable incentive mechanism for wage growth, I believe it can better alleviate recruitment difficulties."

During the symposium, Huang Taishan, chairman of TAD optoelectronics, said that in order to stabilize employees, apart from raising the minimum wage standard, we need to find ways to retain people, rather than "dismiss" arbitrarily, or play "games" with employees, and treat employees as cheap labor force and treat employees badly.

While establishing a long-term and stable incentive mechanism for wage growth, migrant workers should also be continuously promoted in their work.

Huang Taishan said that enterprises should not be stingy enough to provide opportunities for employees to develop. The selection of managers and technicians should be based on internal training and selection, so that employees can see hope and see the future in their work, and at the same time, they can see that wages are progressively increasing, and they will be willing to stay in enterprises for a long time.

Create "soft environment" for employment

There are more choices.

The salary goes up, the employment environment is not ideal, and the same can not attract and retain employees.

Si Shulang, manager of the Department of management of China (limited), told reporters that taking their company as an example, in 2010, they expected to recruit about 1000 kinds of jobs. In order to attract job seekers, the company invested about 3000000 yuan last year to fully decorate residential buildings for workers.

All couples in the same factory provide "husband and wife room".

During the forum, Zhou said that by improving the living environment, a large number of new employees were joined and the veteran employees were stationed.

At the same time, the company has invested a lot of money to purchase new equipment, so that employees will have promises to be fulfilled, and all the machines of one assembly line will be renewed at one breath, which has been unanimously praised by the staff.

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Continue to play the role of "fellow townsman"

"The recruitment enterprise is a bit of a fool, and not as good as a family member or a fellow townsman." recruiting workers is a good way to solve the recruitment problem. "

Lee Chun Chang, a tattoo children's wear, told reporters that every year they would provide excellent employees to help enterprises recruit workers, and solve the employment problem of more than 40% of the first line posts by playing the "hometown brand" and "family card".

In the interview, Li factory Changxin vigorously said that this year there is a worker in Sichuan, Liu Liu, who brought 18 townships into the factory in the fourth year of the new year. At the same time, he was promoted as a team leader from the ordinary employees because of his good work. He not only promoted the "official" level, but also doubled the salary.

Wise remark of an experienced person

Dina company representative: I think, in order to solve the current employment problem, all enterprises should improve their wages and create a good employment environment, and should also link up with the government and labor departments, and link up with the labor export areas within and outside the province, and establish cooperative relations.

There are two main methods: first, recruit new recruits from remote mountainous areas in counties such as Gansu, Sichuan, Guizhou, Anhui, Jiangxi and Hubei; two, dig skilled workers from labor-intensive areas such as Guangdong, Jiangsu and Zhejiang.

Only by combining the two closely, can we better recruit employees and make them old and new, so as to prevent the phenomenon of "stubble" in production.

Hang Xin clothing representative: I think enterprises should increase investment in professional training for low and medium labor personnel with government departments.

According to the characteristics of their own employment, enterprises can offer professional courses such as production management operation skills, marketing strategies, safety production knowledge and so on to meet the needs of enterprises. Schools and enterprises have signed cooperative agreements, and the enterprise workshop has become an important practice base for skilled personnel training in vocational schools. After graduation, students can become the backbone of technological management of enterprises.

The original migrant workers in enterprises can also return to the classroom and turn them into vocational school students. Vocational schools regularly move skills training classes into workshops, training workers by stages, and allowing workers to learn a skill.

Small and medium-sized enterprises in Shishi urgently need strategic planning of human resources.

In recent interviews, reporters found that apart from objective factors, there is another important reason for Shishi's lack of employment, which is that the understanding of human resources strategic planning is not comprehensive and profound.

The strategic planning of human resources is considered to be a recruitment advertisement. Some enterprises do not even set up human resources departments.

As we all know, the strategic planning of human resources is an important part of the strategic planning of enterprise development, and is also the basis and basis for human resource management of enterprises.

However, most small and medium-sized entrepreneurs in Shishi failed to fully understand the importance of human resource planning.

"The 30 year old textile and garment culture of Shishi is not something that other emerging garment industry bases can have overnight. The complete textile and garment industry chain, the international textile and garment sourcing center, will be improved and will continue to improve the good working environment. This series of advantages is still attractive for talents and human resources."

Cai Dongsheng, President of Shishi textile and garment industry association, believes that the problem lies in how we do a good job in the strategic plan for human resources in 12th Five-Year and the ways and means of introducing human resources.

I believe the future Shishi enterprise will be "thrive" and talents.

"It should be said that through the development and efforts in recent years, the large and small enterprises of Shishi have made great progress and improvement in terms of employee benefits or soft environment for employment, which will not be inferior to other domestic cities."

Interview, Shishi Talent Network Operation Director Ma plan told reporters that at present, Shishi many private small and medium enterprises do not have strategic planning or strategic planning is unclear.

As SMEs generally lack a clearer development strategy, there is no definite plan for human resources planning. They often take a step by step, leading to greater randomness in human resources management, which makes the mobility of personnel larger and ultimately affects the normal production and operation of enterprises.