The Footwear Industry Is Suffering From Labor Shortage &Nbsp; There Are Three Strategies For Shoe Companies To "Stay".

In December 17th, we were short of work, and we were short of work. In 2010, need a worker These two words haunt China like nightmares. footwear industry Become Shoe enterprises A kind of heart disease. Orders are increasing and exports are increasing. Shoe companies are crying out for lack of jobs. The curse of "shortage of migrant workers" has once again focused on shoe companies, and almost all shoe companies have played their cards in the bag. They are still discontented with workers. Even ordinary workers and apprentices are unable to recruit them. "How much, how much" and "beginner" also become the pet phrase of every shoe company. A few days ago, Dr. Zhu Huaijiang of Peking University said that the shoe enterprises were suffering from labor shortage, which means that enterprises should know how to keep people. How should enterprises keep people? Zhu Huaijiang offered three strategies.

　 Implementing "water" management

The shoe industry is a labor-intensive industry, which employs a lot of people and relies heavily on human beings, 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, good at roundabout; the water is good and fluent. The implementation of the "water" style management is in a weak position, dropping water and wearing stones, and solving the worries of employees.

"To rule a great nation is to be a good cook". What it means is that managing a big country is like frying small fish, not turning over. Small fish will fry and paste. Turning too often, it will break the little fish. 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 their 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 tossing. It is a horse that gives you a vast expanse of grassland. Know what you are short of, use others' strengths, be good at mobilizing all resources for their own use, so that talent can be used. Therefore, managers choose others, grasp the situation, grasp the situation, control the situation, and "govern the crowd like the rule of the minority". This not only enables the manager's career to be as boundless as heaven and earth, but also like the sea of rivers and lakes, and also fully demonstrates the talents of the staff, so that the staff can realize their own life value, so as to realize the purpose of "retaining the enterprise".

Choosing the right person is not simply letting go, but turning basketball to the best pitcher in the business sector to maximize the group's interests.

　　 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 was the change in the concept of new generation of migrant workers. The number of new generation of migrant workers born in 1980s has reached 90 million people, accounting for 60% of the total number of migrant workers (National Bureau of Statistics), which has become the main body 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 you are happy and happy, who is willing to leave the company? {page_break}

Nowadays, shoe companies prefer to use the most primitive and low-level management tools, such as punching cards on time, checking attendance, uniform uniforms, cutting off network lines, and fines to manage employees. However, these management methods are passive, unable to mobilize the enthusiasm of the staff, and can not meet the spiritual needs of the new generation of employees. Employees are lacking in initiative, even if they work 24 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 also take the initiative and love the enterprise from heart and love their work.

A shoe enterprise system in Wenzhou stipulates that every business manager should find 3 typical advantages of direct subordinates and make use of them. This method has achieved good results. The annual turnover rate of employees in shoe enterprises is less than 15%, and there is no "shortage of migrant workers" at all.

At present, China's low-end labor market has changed from the traditional "Survival Wage pricing law" to the structural inflection point of "market wage rule under wage retention constraint". Zhu Huaijiang asserted that when the remuneration system was established, it would be most important for people to stay in the environment, to stay in their careers, and to keep their feelings. However, all these strategies and arts needed to be achieved.