"Minnan Footwear Industry Development Forum" Held In Shishi

December 15th, a recent report stone lion Shoes and clothing enterprise The "Minnan shoe and garment industry development forum" launched by the manager was held in Shishi. This forum has been highly valued by Shishi shoes and clothing enterprises, and 58 professional managers attended this event. The new and old elites of the industry have discussed the development of management level and concept of Quanzhou footwear industry in the past five years from the angle of new economy, new era and new role.

According to the forum's forum, Zhou Fu, general manager of Da Pu, introduced the three years of the five years' changes in the footwear industry in Southern Fujian from the "industry years", "brand matters" and "career managers' future prospects". In the past years, the spanformation of the human resource situation has attracted much attention, and many new ideas and practices have been devoted to it.

　　 Human resources market New changes

He said that the current rapid development of the country's economy has constantly promoted the changes in consumer demand, which has led to many changes in the products, channels, management and manpower of the footwear enterprises. Starting from 2005, the footwear industry has seen many new phenomena in the past five years, and the most obvious is the change of human resources management.

Although many shoe and clothing enterprises have successfully realized the upgrading from operating products to operating brands and capital operations over the years, the grasp of the changes in the human resources market is still a must for all major enterprises.

He believed that, from the surplus labor force after the reform and opening up to the shortage of migrant workers at the present stage, the market played a macro regulatory role in solving the problem of labor distribution, and enterprises and employees themselves played an important role in this change. To adapt to the development of the economy, enterprises must adjust their development strategies in a timely manner, and the coordination of human resources is indispensable and crucial. For enterprises, we must be good at grasping market changes and rationally arranging human resources.

Zhang Zhengjun, manager of human resources at Wanzai, said that such a change in our labor market is ultimately due to the improvement of the living standard of the Chinese people, the adjustment of food and clothing from the beginning of reform and opening up to the pursuit of a better quality of life. The concept of life has turned into a good job and a superior living treatment. Most businesses are unable to satisfy this requirement, which obviously leads to companies unable to recruit the people they want. The change of life concept is one of the factors contributing to this contradiction. The improvement of human quality has provided many choices for enterprises, but the requirement is too high, but it brings certain difficulties to enterprise management.

Let employees feel at home.

Lu Xiaojiang, director of marketing at ALP, added that while modern people's ideas are changing, business demands for people are also improving. Diploma, technology, experience and so on should be further upgraded. Recruiting a good employee but careless management will also lead to the lags behind in the development of enterprises. The relationship between these two levels of business and employees, bosses and employees is directly related to the livelihood of employees. Enterprises should implement humane management, let employees feel that the enterprise is like a big family, such as holding more literary and artistic activities, and implementing more welfare policies. These are good ways to narrow the distance between enterprises and employees. The establishment of a good image of the boss has a profound impact on employees. A people's boss is better than an able boss, letting employees feel at home. It is a very important part of the boss and business management.

Why is there a shortage of employees? It is worth thinking deeply about bosses and professional managers. Ge Hongyin, deputy general manager of the baseball shoe industry, believes that the main responsibility lies with the boss. As the leader of an enterprise, he must first straighten out the operation procedures of the company. A substantive process standard is the direction of the work of the employees, without rules or Cheng Fangyuan. For professional managers, obedience to the boss's command should play a supporting role, rather than just follow it. As a member of a company, first of all, we must position accurately, define the scope of work and do our duty. {page_break}

Liu Changlin, a strong lean production manager, has different points of view. He believes that professional managers are managers who directly contact their employees, and they are most aware of the life and work conditions of front-line employees. After they have problems, they should be the first ones to solve problems. In management, we should learn to make plans, down-to-earth and step by step.

Wang Xuehua, deputy general manager of Feida, takes into account the fact that there are two parties in the scene of the incident, so both the boss and the professional manager are responsible for failing to do well in their respective jobs, resulting in a failure in human resources management. "Who is wrong with the change of human resources? Who is right and who is wrong is no longer important. What matters is how we should solve the related problems. Bosses and professional managers should learn from them, re-examine the talent market and work out a reasonable management plan." Wu Shuxian, general manager of Shang Qi, has a unique and innovative viewpoint, which has been endorsed by all of us.

A representative of the manager who participated in the forum told reporters that he believed that the professional managers who came from all over the country to gather in Southern Fujian knew that they should enter the role on the basis of perfecting themselves, undertake the important task of upgrading the enterprises in South Fujian and upgrading the industry, and also believed that the local business owners could lead the enterprises to marketization, management, modernization and internationalization.