Fuzhou Enterprises Encountered &Nbsp Shortage At The End Of The Year, And Tried Their Best To Retain Staff.

The new year is approaching.

Compared with previous years, in addition to simply increasing remuneration, enterprises pay more attention to working environment, logistics services and so on.

There is almost no shortage of jobs in manufacturing.

"There is almost no shortage of workers in manufacturing enterprises," Wang manager of Human Resources Department of Fujian JDA textile Limited by Share Ltd told reporters.

He said, "we are recruiting workers all the year round. Now we are going to have new year's Eve. Fewer people are looking for work than usual. Recruitment is even harder."

It is reported that at present, there are more than 2400 workers in the textile industry, and the total number of workers who lost and recruited each year reaches 1000, nearly half.

Manager Wang said that in the past, enterprises only recruited young people aged 20 and above. Now, in order to recruit workers to relax their age restrictions, women workers aged more than 20 and more than 30 are recruited.

But in fact 30, because most of these women workers have families and children, they will be more stable, less mobile and more popular among enterprises.

"We have to work three shifts, and the working environment is monotonous.

By contrast, leisure, entertainment, catering and other service industries may be more attractive to young people, and those who work will have more contacts.

Manager Wang said.

The situation of JDA textile is only a microcosm of the difficulty in manufacturing enterprises.

Zhou Xuncai, chairman of Fujian finance and Mao Group, said that the annual employment gap of Finance and Mao Group reached about 40%.

Zhou Xuncai believes that in the process of industrial pfer and industrial upgrading, it is not easy to solve the problem of difficulty in employment, and the difficulty of employment will continue for quite some time.

[strategy] raise salary, but also keep heart.

During the interview, reporters learned that most of the migrant workers in Fuzhou factories came from inland provinces such as Sichuan and Jiangxi.

But in recent years, with the development of the central and western regions, the gap between the level of treatment of local enterprises and coastal cities is shrinking. Many workers choose to work nearby, and there is a downward trend in the number of workers looking for jobs in Fuzhou.

At the end of this year, enterprises have tried their best to retain staff and reduce the loss of workers.

Take Jia Da as an example, when the old employee introduces a new employee successfully, and after signing the new employee and serving for a period of time, the old employee can get hundreds of Yuan's introduction fee.

In addition, the annual Spring Festival gala will also be held as usual. At the party, there are not only the original programs of the workers, but also the theatrical groups.

The boss of a shoe factory in Fuzhou City, every year, chartered cars to send workers home for the new year, and later chartered them to pick them up.

This year, he plans to send workers' wives and children together from Sichuan's hometown to Fuzhou to celebrate the lunar new year, so that workers can continue to work in factories after the year.

"Get along with employees"

Raising salary is undoubtedly the most effective way for enterprises to attract talents.

This year, Jia Da textile raised 20% of the workers' salary. At present, the average monthly wage of an ordinary worker is nearly 2000 yuan.

However, simply raising wages is not feasible, and some enterprises turn their attention to the construction of corporate culture.

Liu Deqin, general manager of Fuzhou Mel Yuesao housekeeping service company, has the experience of "getting along with his employees".

He said that the staff at home difficulties, he will work together to help solve, and many employees have established a deep feeling.

"People have feelings, and employees will cherish their existing jobs after they find a sense of belonging in the company."

Liu Deqin said that the company's staff mobility is very small, the current order of employees is generally discharged in March 2011, one month's orders have been discharged to 2012 March.

In recent years, Jia Da textile has launched the project of "caring for new workers". The trade unions have organized new employees to climb Forest Park, and start with the details of lodging, dining, wage cards and so on, and care for new employees.

In addition, the company has Spring Festival parties every year, as well as sports associations and other staff organizations to enrich the workers' spare time life.

The year-end bonus will also cover the whole staff.

Chen Yongzhuang, chairman of Fuzhou blue sky supermarket (chain) supermarket, said that in order to solve the problem of employment, apart from cooperating with some institutions and introducing talents, the blue sky will provide more competitive remuneration for the supermarket staff from next year, and the year-end bonus will also cover the whole staff.

In addition, the blue sky will improve the internal promotion mechanism and provide a three level promotion system for employees at the present single level basis, so that employees can continuously improve their development in the enterprise.

Establishing reserve talent pool

Chen Jian, director of Human Resources Department of a foreign-funded manufacturing enterprise in Fujian, said that in order to solve the problem of shortage of workers, the company increased investment in human resources this year, increased the recruitment power of the reserve staff in the recruitment process, and built up the internal talent pool. Once the enterprise is short of work, it can pfer the talent pool system and contact the reserve staff until the person who recruits the corresponding position.