Migrant Workers Have Been "Arrested" Labor Shortage Spread Throughout The Country

Editor's note: after the lunar new year, a new round of peasant workers' coastal areas originally planned to be recruited.

Among them, the changes in the structure of the new generation of labor force affect not only the recruitment of enterprises, but also the upgrading of enterprises.

The rising cost of labor makes the labor-intensive industries in coastal areas have to upgrade or pfer industries, so as to reduce the labor costs of enterprises.

Migrant workers have been "arrested" labor shortage spread throughout the country

This year's "labor shortage" is no longer a special case of the eastern coastal cities, but has gradually spread to the Midwest of China.

Before and after the Spring Festival, there will be a shortage of migrant workers in the eastern coastal areas.

But for companies, hiring seems to be more tricky this year than in previous years.

The central and western region, which was originally the main export place of labor force, began to "recalling" large areas of local migrant workers, resulting in a sharp increase in the gap of migrant workers in the eastern coastal areas.

Shortfalls in migrant workers everywhere

This year's "labor shortage" is no longer a special case of the eastern coastal cities, but has gradually spread to the Midwest of China.

According to reports, after breaking the "fifth", in order to retain migrant workers in the local employment, a number of Companies in Chongqing, with sensational slogans, went to the railway station and long-distance bus station to recruit workers.

And in Sichuan, Hubei, Hunan, Hebei, Anhui, Henan and other places, to help enterprises to recruit workers or even become a political task, the government is rushing around to achieve recruitment targets, and labor departments across the country hold "spring breeze action" job fairs to make up for the shortfall in the employment of enterprises.

According to the survey, the output of labor force in the past is also decreasing.

In Hubei alone, the export of labour services is expected to be reduced by at least 1 million this year.

Even so, some western cities are still facing difficulties in recruiting workers.

Chou Yujian, director of the Shanghai new Kun ho career agency, said that after the Spring Festival, 30 units have registered to recruit 20 jobs and demand about 10000 people. The number of job applicants coming to register is around 3000, with a shortfall of about 7000 people.

Chou Yujian introduced: "recruitment units are eager to work, and the demand is large.

If an electronics factory in Songjiang District needs to recruit 5000 front-line workers, only 2000 people can be recruited at the moment.

In addition, many enterprises are in urgent need of welders, and generally can only recruit 1/10 of total demand.

In the early January, a survey of labor demand in spring started by the labor department in Baoan District, Shenzhen. 475 of the 523 companies surveyed said they had to recruit workers after the Spring Festival and 153 thousand new recruits.

According to the Labor Department of Baoan District, the labor gap in Baoan District is around 200 thousand.

According to the data released by the Anhui Provincial Department of human resources and social security, as of the end of 2010, there were more than 50 enterprises with more than 2300 workers in Anhui, and the total number of workers working in the province reached 250 thousand.

After the Spring Festival this year, the province's enterprises also plan to recruit more than 25 people.

YOUNGOR's "massive bleeding" -- 30 thousand annual salary plus 5 social security

The eastern coastal cities are the hardest hit areas of "labor shortage" every year. According to media reports, after the Spring Festival, due to the shortage of manpower, some of the processing enterprises in some traditional industrial gathering areas in Shanghai are less than half of their production lines.

At the beginning of the year, the number of employed enterprises increased rapidly, and employers turned to be passive and active.

Many enterprises not only relax the limitations of age, skill and experience, but also raise their wages in the past years.

According to the survey, the monthly salary of the enterprises in Jiangsu, Zhejiang and Shanghai rose by 10% - 30%, and the monthly salary of some posts rose to 3000 yuan or even 4000 yuan, but the recruitment was still less than 10%.

As a labor-intensive textile industrial enterprise, YOUNGOR is also starting to be busy for the job.

Beginning in the 6th day of the first month of the Chinese lunar calendar, several companies under YOUNGOR have posted the recruitment prospectus.

YOUNGOR shirt Co., Ltd. has offered annual salary of 30 thousand yuan, five major social security and other conditions, and other benefits such as maternity leave, marriage leave, funeral leave and holiday subsidy wage.

YOUNGOR recruitment Co., Ltd.'s recruitment prospectus shows that the company recruits 500 technical staff with an annual salary of about 30 thousand yuan.

YOUNGOR Japan China textile printing and dyeing Co., Ltd. recruitment prospectus shows that the company needs 300 female general workers, the monthly average wage is 1700 yuan; the workshop operator 200, the monthly average wage 1800 yuan; the clothing skilled skilled worker 420, the monthly average wage 2500 yuan.

According to the survey data from the management consulting center of Zhongzhi Human Resources Management Consulting Co., Ltd., the salary factor accounted for 58.8% of the number of workers leaving in 2010 in Shanghai.

After entering 2011, Beijing announced the minimum wage to 1160 yuan.

Immediately thereafter, the minimum wage in Jiangsu was adjusted from 960 yuan to 1140 yuan in February 1st.

The minimum minimum wage in Guangdong will increase by 18.2% from March 1st to 1300 yuan in March 1st.

It is reported that the monthly salary of some container drivers in the Yangtze River Delta has risen to 4000 yuan, with some car repair workers at 1500 yuan -3000 yuan, and the comprehensive wages of the couriers can reach 2500 yuan.

"Eight Immortals crossing the sea" recruit new recruit

In addition to raising salaries, many experienced enterprises are prepared to prepare for early recruitment difficulties. Some enterprises offer double pay for the Spring Festival, open red envelopes, buy family visiting tickets, and extend the service age allowance to retain the old employees. Some enterprises are rusing to the farmers' homes to recruit workers when the Chinese new year is just past.

YOUNGOR, another large textile company, is facing recruitment problems as well.

Wang Chenghai, Minister of property and factory management of Ningbo Shanshan fashion clothing brand management Co., Ltd., said: "now many young workers are not very demanding about their wages. They prefer to take a little less each month, but make sure that they have enough rest time and do not like overtime."

Dalang Town, Dongguan City, Guangdong Province, is an important base for the world's wool weaving industry.

Just after the Spring Festival holiday, you can see lots of factories hang up banners or put up notices in front of them.

Many companies offer such conditions as bags, bags and monthly salary of two thousand yuan.

Some companies promise not only to provide free room and board, but also year-end bonus, paid annual leave, paid wedding leave, birthday bonus, social insurance and so on.

The manager of the recruitment department of Dongguan Taizhou textile products Co., Ltd. said that the recruitment conditions provided by the factory even included reimbursement of return tickets, and promised new and skilled workers to raise salaries by 300 yuan and 500 yuan respectively, but even so, the company is still in a state of frequent labor shortage.

In addition, some enterprises that face serious labor shortage during the Spring Festival have recruited a group of "winter vacation workers" to solve urgent problems from secondary technical schools and technical schools.

What is more, a catering company in Shanghai also uses the way of "fellow townsman and villager" throughout the year to replenish employees to ensure the stability of their employees.

There are also enterprises to set up "working age wages". After that, employees will increase 120 yuan in length of service according to their working years.

Two years ago, Xinyang electrical appliance company of Ningbo took the lead in the implementation of the service age wage system, making the turnover rate less than 3%, far below the 20% level in the industry.

At present, the length of service wage system has been imitated by some enterprises in Zhejiang and Shanghai.

Midwest and East compete for migrant workers no longer unlimited supply of labor

With the progress of the western development, many of the densely located enterprises in the eastern part of China have settled down in the western region. With the increasing demand for migrant workers, the economic recovery in the eastern coastal areas has also increased the demand for employment.

Ma Guangyuan, an economist in economics, wrote that the struggle for peasant workers between the East and the West was an unprecedented event in the history of modern Chinese economy. Many people did not pay much attention to this significant milestone.

Low wages cause peasant workers

Abandoning the east to fight for "gold rush" in the Midwest

According to the survey released by the National Bureau of statistics, the total number of migrant workers in the country increased by 145 million 330 thousand in 2009, an increase of 3.5%. In the mobile pattern, migrant workers began to pfer from the eastern region to the central and western regions.

The Statistics Bureau said that the pattern of migrant workers' outflow has changed. The central and western regions are affected by investment promotion policies and measures such as infrastructure construction. The ability to absorb employment for migrant workers has increased, migrant workers in the central and western regions have increased, while migrant workers in eastern coastal areas such as the Yangtze River Delta and Zhujiang three corners have been reduced. Migrant workers have begun to shift from the eastern region to the central and western regions.

In addition, the survey also shows that one of the characteristics is that the proportion of migrant workers across the province decreases, while the number of migrant workers in the province increases more, and the migration of migrant workers in the central and western regions accelerates.

According to the analysis of the insiders, this is a concentrated reflection of the contradiction between the structural change of labor demand and the relative shortage of supply in the background of economic restructuring in coastal areas in recent years. It is also the inevitable result of the low proportion of labor remuneration in the initial distribution and the increasing rigidity of urban living costs.

Therefore, with the acceleration of the process of industrial adjustment and pfer and the weakening of comparative advantage among regions, the shortage of labor resources in some areas will continue to exist for a period of time.

It is understood that the average monthly salary of the Gansu labor export large county in the recruitment of enterprises is between 2500 yuan and 3000 yuan, a large increase over the previous years, and no less than the wages paid to migrant workers in some eastern areas.

Nevertheless, these enterprises have been treated with cold reception.

"Labor price distortions"

Sheltered "labor shortage"

"Labor shortage has been shown a few years ago."

Chen Jianjun, a member of the comprehensive planning group of the Yangtze River Delta and the professor of public administration of Zhejiang University, said: "the outbreak of the financial crisis in 2008 has shifted everyone's attention. But a long-term factor is that the distortion of labor market prices is obscured by the shortage of labor."

The so-called price distortion of labor means that the price level does not fully reflect the supply and demand of the labor market.

Chen Jianjun believes that there has been a great disparity in the gaming ability between migrant workers and employment enterprises, and the wages of migrant workers have been artificially depressed, resulting in a still ample representation of demographic dividends.

In recent years, the wage gap of labor-intensive processing enterprises in coastal areas has narrowed down compared with the mainland in recent years. The advantages are not large, but the cost of living is much higher than that in the inland cities. Therefore, many migrant workers are abandoning big cities to rush to the central and Western capitals.

Lu Jun, director of employment research and director of Talent Research Institute of China Academy of Decision Sciences, pointed out that with the increasing cost of living in big cities, more and more coastal migrant workers began to pfer to second tier cities in the mainland.

Wang Chenghai, Minister of property and factory management of Ningbo Shanshan fashion clothing brand management Co., Ltd., said: "there are two reasons for the shortage of labor in the coastal areas this year: first, the labor force exporting areas are unwilling to let young migrant workers go out to work; two, the majority of the workers currently work are second generation of migrant workers. The purpose of their work is mainly to experience the life of the developed areas, with many ideas and instability, so the workers' mobility is large."

The new generation of migrant workers between "80 generation" and "90 generation" are different from those of the first generation of migrant workers. They prefer working with less labor and relatively comfortable working environment.

When labor remuneration in the initial distribution is low for a long time and the cost of living in cities has risen sharply and rigidly, it is also normal for migrant workers to go out to ask their boss to raise their salaries.

Zhou Haiyan, Assistant Secretary General of Ningbo textile and Garment Association, said: "if we get close to home, there will be little difference in wages. They prefer to work or start business in their hometown."

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Lewis's turning point has arrived. The labor force is no longer unlimited.

Zhang Weiguo, director of the Institute of economics, Shandong Academy of Social Sciences, said: "at present, China has entered the middle and late stage of industrialization. The service industry has been quickening up in the industrial structure, the rural labor force has accelerated to the industrial pfer, and the long-term depressed labor force income is not sustainable.

There are indications that the turning point of Lewis has arrived, and the era of unlimited supply of labor has ended.

At present, many economists in China have published similar views.

The so-called Lewis turning point, that is, the turning point from surplus to shortage, means that in the process of industrialization, with the gradual pfer of surplus rural labor to non-agricultural industries, the surplus labor force in rural areas is gradually reduced and eventually dried up.

This theory is put forward by Nobel laureate Lewis in the population mobility model.

After the end of unlimited labor supply, China's labor market began to enter the era of stock labor competition.

When the surplus labor force is exhausted and the labor force increment is limited, the industries must compete in the established labor force. The redistribution of labor force due to the change of productivity among different industries may become the norm, and the frictional unemployment will inevitably be brought about.

In the process of pformation from traditional economic system to modern market economic system, most developing countries have to undergo the "Lewis turning point", shifting from labor-intensive to technology intensive, pferring from demographic dividend to technology dividend, from the two way of urban and rural areas to the three major pformation paths of urban and rural integration.

However, the difficulties in the pformation process can be imagined in China.

Therefore, for the "Lewis turning point" to come, it is more prudent to understand and face.

New generation of farmers' "new wish" industrial upgrading to alleviate "labor shortage"

It is understood that although in the Pearl River Delta and the Yangtze River Delta, under the environment of "labor shortage", enterprises are showing different trends. The more serious the problem of "shortage of labor" in enterprises with a small scale and few workers is, apart from being restricted by their own business scale, the key is that enterprises can not provide a strong guarantee for employees' basic welfare, and their skills training and job promotion opportunities are almost ignored.

In September last year, more than 1200 migrant workers were surveyed in Baoshan District, Shanghai.

According to the survey, 75.9% of job seekers in Shanghai are under 35 years old; 79.8% of all respondents are concerned about their job prospects; 57% of them require training and 36.3% of them require training from the government.

The "alternative" demand of the new generation of migrant workers

Some "post-80s" migrant workers are not only more choosy about their job choices, but many employers say that this generation of migrant workers is hard to retain even if they are recruited.

Zhang Hong, vice president of the human capital information center of Hewitt consulting company, said that the proportion of "80 generation" in the age structure of migrant workers is about 53%. For the new generation of migrant workers, their demand for work is not limited to making money. They will consider welfare, consider the cultural entertainment life after work, and more importantly, many of them begin to pay attention to their career, eager to be affirmed and recognized.

Moreover, with the growth of age, many Post-80's began to shoulder the heavy responsibility of supporting their families.

In addition to facing tremendous competition pressure, housing, pension, medical care, children's education and other issues are important factors that they consider when choosing jobs.

So simply raising salary is not enough to attract young workers' attention.

Wang Tianpeng, a partner of CREE international Human Resources Inc, said: "for businesses, raising salaries can only temporarily satisfy employees, though it does not solve the fundamental problem quickly.

Although competitive salary is the first magic weapon to attract and retain talents, it also means a huge cost.

In addition to the incentive policy of salary increase, enterprises can increase employee loyalty through a variety of incentive ways such as training, flexible work, post mobility, supplementary medical care, housing and so on, which is more conducive to achieving the goal of enterprise talent strategy.

Self upgrading of migrant workers: pformation from demographic dividend to talent dividend

With the change of the new generation of migrant workers' thoughts, their upgrading of their skills has also been put on the agenda.

A survey conducted by the labor force management office in Baoshan District, Shanghai, shows that 13.1% of the college graduates and above have been employed in Shanghai, and many of them have higher skills certificates.

The head of the agency said that the attraction of highly skilled talents in coastal areas is still outstanding.

According to Gong Hao, a consultant of Hewitt consulting company, the rapid development of a large number of enterprises in China's coastal areas has benefited from China's "demographic dividend", and now it is a critical period of pformation to the "talent dividend".

Obviously, migrant workers in the new era are constantly improving their vocational skills and education level, which is a good time for both enterprises to pform and young people's career choices.

Experts suggest that the relevant regions should further support and develop the second industries with high technology content and the newly emerging third industries, rationally absorb and guide foreign job seekers, and properly meet their job selection requirements.

In the process of dealing with the "outflow" part of the workforce, we should attract more high-quality and highly skilled labor force to "inflow".

In the ranking of the United Nations Industrial Development Organization, China's labor skills are only fifty-ninth, and are not commensurate with the status of manufacturing power, because we lack the supply structure of a high-end industrial workers.

The structure of human capital in a normal industrial development should be a spindle shape, that is, 35% of senior technicians, 50% of intermediate and 15% of low-level.

But the biggest and the lowest part of our company is the non skilled talents. Among the technical talents, 45% are intermediate, and the lower ones are about 40%.

This means that after upgrading the concept and identity, Chinese migrant workers will immediately enter the upgrading of industrial skills, and this upgrading itself will become the ultimate force to push China's industrial upgrading, and no force can resist such changes.

The sharp rise in labor costs and industrial upgrading are imperative.

From the international experience, "shortage of migrant workers" is also a prelude to industrial pformation and upgrading.

In the 60s of last century, this phenomenon occurred in Japan, when Japan's agricultural labor force accounted for about 50% of the total labor force, and the shortage of industrial workers led to the end of the Japanese manufacturing industry's dependence on the growth mode of cheap labor.

To this end, Japan has taken measures to expand investment in equipment, promote technological progress and adjust industrial structure.

Ma Guangyuan, a doctor of economics, argues that the struggle for peasant workers in the East and West reflects more slowly the upgrading of the East in terms of industrial upgrading.

In the process of catching up with the "backwardness advantage" in the west, the eastern region still relied on resource depletion and lazy labor development mode of cheap labor for many years to gain profits. It has neither the power of industrial upgrading nor the need for industrial upgrading.

Although academia and industry have been calling for the pformation of China's development model for many years and calling for the upgrading of China's industry, in fact, due to the dependence of the path and opportunistic development everywhere, we ignore the fluke mentality of the basic demands of migrant workers, and the industrial upgrading in the East has not made any significant progress.

In fact, due to the increase in wages of migrant workers, the cost of employment has been soaring.

Some listed companies declined in 2010. In the announcement of listed companies, the increase of labor costs and other factors are becoming increasingly prominent.

As of February 18th, 11 companies focused on manpower cost in the 2010 annual report or performance notice.

In order to reduce the cost of labor, many enterprises began to be forced to upgrade their industries.

In Wenzhou, known for its manufacturing industry, many business owners have been working on the production line to improve automation and reduce labor dependence.

Statistics show that from 2006 to 2010, seamless weaving high-end machinery in Yiwu has increased from the original hundreds to more than 8000.

These high-end machines can improve the quality of products while saving tens of thousands of workers for the knitting industry in Yiwu.

Zheng Fengtian, a professor at Renmin University of China, says temporary wage increases are not enough, and the core of improving labor shortage is in enterprises.

The fundamental way out for SMEs to solve the problem of "labor shortage" is to enhance their innovation capability and complete industrial upgrading.

Employment difficulty of college students and the shortage of migrant workers

"Labor shortage" shows that the demand gap of Chinese enterprises for employment is too large. However, the unemployment problem exists among college students in China. How to make up for the gap between graduates and graduates will be a problem that should be considered in the future.

The Ministry of human resources specially issued a notice to solve the structural shortage of employment through the provincial talent information networking platform, the cooperation of talents in different places, the labor cooperation agreement between different places, the recruitment guidance of enterprises, and the employment skills training for the unemployed.

Next, for the unemployed college graduates, the government is also the key consideration group.

Ministries and commissions such as the Ministry of personnel and social affairs and the Ministry of education also issued special notices to encourage university graduates to face employment and entrepreneurship in enterprises, grass-roots, rural areas and central and western regions.

An engineering college graduate complained, "I have been looking for a job for two months, and I have attended several job fairs, but I can not interview a few, and I also require working experience.

Also know that good mechanics earn more than white-collar workers, but to tell you the truth, one is that the school has not taught you this skill, and the two is unwilling to go to university and go back to work as a worker.

After reading these books for many years, if I finally find a job that a junior college student can do, I can't accept such a result.

Specifically, where graduates are input, Lu Jun, director of employment research and director of Talent Research Institute of China Academy of Decision Sciences, believes that specific policies need to be further refined.

He sighed, on the one hand, university education has trained our graduates to be highly skilled, lacking practical skills, and unable to digest all the enterprises. On the other hand, enterprises have been shouting almost every day, and lack of highly skilled talents.

In this gap that can not be interconnected, Lu Jun said that it is precisely the hope of Vocational and technical education, and it also reminds us of the pformation of higher education.

He hoped that the whole society would pay more attention to skill education.