Corporate Culture Has Become AOKANG'S "Soft Magnet" For Solving Labor Shortage.

Noticeable after the February 16th session

Zhang Yi, deputy director of the center for labor and social security of the Academy of Social Sciences, said: "from the structural dividend, the increment is shrinking.

In 80s, migrant workers were mainly primary school graduates, and by 90s they were mainly junior high school graduates.

Over the past ten years, the number of high school graduates and vocational education migrant workers has increased very rapidly.

If the industry is still using junior high school graduates and primary school students to do labor, then it won't be enough. "

The current problem is that, with the increase in investment in the central and western regions, the industries that have been undertaken in the Midwest are at the same level as the eastern industrial chain, and the industry in the eastern region has not been upgraded as expected, leading to the fact that all of them have taken advantage of the low-end labor resources at the same time, exacerbating the current labor shortage.

Experts point out that we should make great efforts to improve the living environment, working environment and social insurance coverage of migrant workers in cities.

So far, the coverage rate of migrant workers in urban old-age insurance is only about 30%, more is industrial injury insurance, and even a lot of people do not have insurance.

Only when enterprises really upgrade, can the quality of migrant workers rise, and it will be possible to appreciate in the market competition.

Although it is very busy now, there is no appreciation of the dispute.

"On the first day of operation, we got 200 yuan of red envelopes, and we could get three times the wages in the three days. We are increasingly looking forward to the next policy of the company."

From Ankang, Shaanxi

Li Fei came to AOKANG in 2008, from the general worker to the present, the wages all the way.

In the worsening labor shortage harassing labor intensive enterprises, AOKANG provides employees with red envelopes, three days and three times wages, family Internet cafes and matchmaker clubs.

In addition to the conventional measures such as "family ties" and so on, we should embark on technological pformation and carry out the pformation and upgrading of enterprises so as to crack the embarrassing situation of recruitment difficulties.

The problem of "labor shortage" has not yet been felt at this stage.

At present, the turnover rate of employees has reached more than 98%.

Today, 150 people have been recruited as employee reserves.

In February 11th, on the first day of the first nine days, the general manager of the shoe manufacturing center of Zhejiang AOKANG shoe, Limited by Share Ltd, Fan Manru, described their employment status.

Fan Manru said, "we cultivate the sense of belonging of employees through emotional care and material rewards."

Since last year, AOKANG has adjusted its wages to more than 20%.

Before the Spring Festival break, it is divided into 8 groups according to the district. The leaders are responsible for the daily contact of the returning employees in the area, and the warm measures such as Spring Festival greeting, so that employees can experience the company's love and care.

Every year, AOKANG subsidize the employees' return to factory fares during the Spring Festival and the living allowance of the workers who stay in the Spring Festival. This year, it also prepared a total of 180 thousand yuan for the new year's day red envelopes of the workers returning to the factory during the Spring Festival. The cash coupons, which are not equal to the face value of 50~1000 yuan, are put in 6 raffle boxes to let all the employees on the first day go to work.

Not only is there a red envelope, but also three times before the start of work, the employee can receive three times the salary.

At the same time, for the couple who work at AOKANG and work for more than a year, those who have not yet stayed in the company provide housing subsidies.

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In the past, only union employees had birthday subsidies. Now, as long as AOKANG employees can receive warm wishes from their company on their birthday.

Create a living environment for people living in peace and contentment.

As early as 2003, AOKANG invested 30 million yuan in its headquarters and Ou Bei Industrial Park, and set up a living area for employees. There are basketball courts, table tennis rooms, libraries and reading rooms. There are also more than 2000 canteen staff canteens at the same time. Besides, self-service supermarkets, self-service banks, mobile phone service stations and other living facilities are also available.

AOKANG has found that most of the employees spend most of their spare time online, and the Internet bar is expensive and unsafe.

In this regard, AOKANG is preparing to set up Internet cafes within three months in the activity center.

Most employees in the company are more than 20 year old young people of the right age. In order to guide their employees' views on marriage and love, they should solve their worries, set up a matchmaker club, set up unmarried young workers' files, organize youth associations and weekend parties regularly to enhance communication and communication between male and female employees, thus enriching their employees' amateur cultural life.

"We need more free time to communicate with each other."

Zheng Caizhen, a staff member from Hunan, spoke of the voice of the new generation after 80 and 90.

Zheng Youli, a Jiangxi employee, is the first batch of workers to enjoy the family life allowance for the poverty-stricken employees, with an average salary of more than 4000 yuan per month. Because of the operation of his mother's cerebral artery tumor in 2010, he was indebted to the company and his colleagues. He said, "a good environment is very important for workers."

Fan Manru said that at the beginning of the year, they expected that there would be "labor shortage" after the Spring Festival. If the skilled workers were to improve their efficiency again, it would be unrealistic. The only way out was to update the equipment.

"We have only replaced a small number of machines, which has increased labor efficiency by more than 10%, that is, employees have increased 10% of their free time."

Lack of work has become a national problem. It not only affects the production of enterprises, but also forces enterprises to upgrade and improve labor productivity.

Experts believe that enterprises should avoid the "labor shortage" and need to reverse their ideas. They can no longer use the "golden period" of employees as before, instead of making reserves. They should actively develop human resources reserves, treat their employees well and establish a normal wage growth mechanism. At the same time, they must learn to build a good corporate culture, which is the "soft magnet" to solve the problem of employment.