Seven Ways To Recruit And Retain People In Garment Enterprises

Recently, Yu Bo, a general manager of a garment processing enterprise in Hangzhou, complained to reporters: "the shortfall of our factory recruiting workers is nearly 70%, and the highest wages for lathe workers are up to 4000 yuan, and no one can be recruited."

Chen Yumin, another clothing boss, said that at present, ordinary machinists earn more than 2000 yuan a month, and they manage to eat and manage, while the average wage of 5 years skilled machinists is around 3500 yuan a month, and many people earn five thousand or six thousand yuan.

According to information from the Zhejiang Provincial Commission of information, the average monthly wage of industrial workers above Designated Size reached 2115.8 yuan in the 1-5 months of this year, an increase of 16.7% over the same period last year.

However, what worries the garment enterprises is that even high wages do not necessarily attract workers.

Behind this round of wage rises is the true embodiment of changes in China's population structure and economic structure.

First, structural contradictions are outstanding.

On the one hand, many college students can not find jobs; on the other hand, the shortage of industrial skilled workers, and the need to work hard is not able to recruit migrant workers.

This is the result of two factors co - driven by the decline in the birth rate since 1987 and the expansion of colleges and universities since 1997.

Two, the rapid development of the mainland economy during the economic crisis, the gradual shift of the garment industry links, the increasing number of garment enterprises in the mainland, and the moderate welfare benefits, and the close proximity of the home industry, most of the garment technicians prefer to stay in their hometown to develop.

Three, because of prolonged labor hours and labor intensity, the clothing enterprises have poor working environment, no air-conditioning in summer, lack of humanization in enterprise management, and no sense of safety and sense of belonging. Employees feel that their returns are out of proportion.

Four, the promulgation of the state labor law has caused great pressure on the enterprises, and the staff's legal awareness has been constantly enhanced, which is more concerned about the recruitment and welfare of enterprises.

Five, the cost of living in coastal areas is higher and higher under the pressure of inflation.

A netizen in Shenzhen calculated an account. Taking 2000 monthly salaries as an example, it also needs 500 yuan to rent a farmer's house, counting traffic, meals and so on. The monthly salary has gone to more than a half, compared with the two or three line cities, it does not have the advantage.

There are indications that the key factor supporting China's rapid economic growth in the past more than 10 years is that cheap labor has reached the critical turning point of supply and demand.

Terms of settlement

In order to alleviate the shortage of labor during the Spring Festival, each enterprise can be described as "Eight Immortals crossing the sea".

The editor summed up here for reference.

Wage increase: This is the most common and basic move.

Many small and medium-sized private and private enterprises have encountered difficulties in employment. The only way is to raise wages artificially again and again.

Hangzhou family

Yang, manager of the Ministry of personnel, said, "like our unit, we will send year-end bonus, service age award and more than one month's salary.

Our factory has many employees who work for more than ten years. The year-end bonus plus wages can fetch about ten thousand yuan.

Using "odd jobs": giving a day to one day can save wage costs and other welfare expenses at rest time. It is the most cost saving rule for small business owners.

But it has no reference value to larger enterprises.

Price increase: another way to cope with the rise in pay is to spread costs to product prices. The phenomenon of rising prices after pay rises is as striking as ever.

But consumers may not buy it.

Emotional card: now all about humanized management, so this method is widely used, and the effect is good.

Buying train tickets for employees is an old trick.

Xu Miaohong, executive vice president of Hengli Garments Co., Ltd., Xiaoshan, said that in order to retain workers, the company would send cake to each worker's birthday. For the 80 and post-90 employees, young workers would be invited to see 3 star concerts before leaving them behind.

A boss of a clothing factory in Wujiang sends text messages to workers on festivals, greetings. If people usually get sick, the boss will not only agree to their leave, but also let their workmates accompany them to see a doctor.

Few workers have resigned over the past few years.

"Marriage agency": This is the killer of a garment factory owner in New Town, Changshou City.

Most of the textile and garment factories are women workers, and the average age of skilled women workers is around 23 years old. Many people will go home and find their objects during the Spring Festival.

The boss paid attention to the balance between men and women in different projects when recruiting people, and created opportunities for young men and women to take root in Kam Fung and retain their hearts.

Moving inland: Foxconn, which has made a jumping incident, started construction in Zhengzhou in August this year. It is probably an important reason for them to turn to Henan to enrich their cheap human resources.

However, garment enterprises may not follow suit. There is no mature supporting industry chain. The cost of the relocation will not be able to offset the labor cost.

Build a system: if we want to fundamentally solve the problem of employment, a sound human resources system is essential.

Establish and improve recruitment system.

Draw up some recruitment procedures and standards.

In particular, a more competitive remuneration system will be established, which will continuously improve the treatment of employees who are disqualified and have a slightly higher salary than those of other enterprises.

To build up the leading group of enterprise technology, we should pay special attention to the supervisors and masters of each workshop, and cultivate them to become the main force of the company's team. From the point of view of management, there are at least 10 people in charge, so it is particularly important to foster the management ability of supervisors.

We should establish long-term cooperation in key labor export provinces, such as letting employees' families help recruit people, and introducing employees.

Develop a long-term effective and feasible training plan, training before entering the period, and training all aspects of corporate culture, vision of corporate development, job responsibilities, company system, product knowledge and skills.

Establish staff training plan.

After the employee is pferred, he should work out a positive training plan, constantly improve their working skills and grow up in learning.

Constantly enrich the corporate culture, import CI, VI, SI strategic management system, such as offices, workshops, restaurants, publicity columns, newspapers and periodicals, build reading rooms, etc.

Set up a staff consultation center, care for staff and do psychological counseling.

Establish and improve the company meeting management system, do a good job every morning, evening work, and constantly improve the efficiency of work through meetings to improve the mood of employees.

Material aspects: continuously improve the income of employees, improve the living conditions of employees and improve their living conditions.

We should formulate an old staff allowance management method, establish employee care fund, and set up a staff's children education fund.

System: the system should be reasonable, fair and equal. The leaders of enterprises should set an example by themselves, conscientiously observe them, take the lead role, let every employee know the management system of the company, the system needs to be encouraged and punished, and the reward and punishment will be announced.

Spiritual aspects: leaders are more concerned about the grass-roots staff, praise the grass-roots staff, be approachable, praise and criticize in public, especially not criticize the public, shake hands with employees, and spend more time with their employees during the holidays.