Enterprises Face The Policy Of "Shortage" And "No Danger"

Recently, the major media have been tracking the same urgent thing: recruitment is difficult.

In fact, "labor shortage" can not be said to be a "new thing", as early as 2003, it has already begun to show clues.

Just after the accumulation of these years, it seems that after the Spring Festival this year, suddenly burst out.

With the media attention, this "labor shortage" can be said to be aggressive, whether it is the eastern coastal developed areas, or the Midwest "rising stars" have not been spared.

For the aggressive labor shortage, many service companies are struggling and racking their brains, either playing the "family card", or "material" or "both." some enterprises and industrial clusters even take the sword off the road, and the number of strokes used can be described as odd and omniscient.

But in the final analysis, it is a good idea to recruit workers, no matter how strange or strange they are.

Recruitment strategy collection

With micro-blog, it's fashionable.

Hangzhou Qiu Yi Nong dress Co., Ltd.

"Micro-blog recruitment is a new recruitment method. Employers have no harm in trying it out.

By disseminating micro-blog's recruitment information through highly concerned micro-blog, it may still play an unexpected promotional role.

Manager Zhao commented.

Sensational advertising is very different.

"It's you..."

It is no longer in black and white, nor is it any more. In order to maximize the attraction of recruitment advertisements, some of the garment enterprises in Shishi have changed the "Eight Legged essay" on weekdays and have taken up the "literary and artistic children".

Some enterprises at the beginning of the recruitment advertisement first is a "big stage of life, everyone is playing different roles, but the protagonist has only one", then can get out the position and requirement of recruitment, let people first take a bath of gentle and romantic.

There are also some recruitment advertisements that have taken an innovative route.

Transfer production is wise.

In Dongguan, many garment enterprises are trying to set up factories in the mainland or find factories in the mainland.

Humen's snake clothing stopped its factories in Dongguan as early as last year, and moved the production links to the mainland through holding some foundries in Jiangxi and Hubei.

A large number of factories were originally 500 people, but now they are reduced to 100%, and the orders are distributed to the processing factories in the mainland. On the one hand, the cost of labor is reduced, labor recruitment is difficult to solve, and more energy is taken to develop the market and create brands.

Yami dress development company is a typical garment foundry enterprise. The number of employees has been reduced from six hundred or seven hundred to seven or eight at present, and there are still 40 people working there.

However, Guo Zhengzhong, the boss of the company, has set up a new garment factory in Hengyang, set up a production line, investing hundreds of thousands of yuan, and can accommodate sixty or seventy people.

And let him be more determined to set up factories in the mainland, because wages there are on average 1500 to 2000 per month, only half of Dongguan's.

Big red envelopes are tempting.

The bosses in Wenzhou are willing to send red packets in order to retain their employees.

As long as employees return to the factory on time, they can get red packets.

First day after the commencement of the festival, Jill Da

AOKANG group has prepared a total of 180 thousand yuan for the Spring Festival return workers' New Year's red envelopes, and the cash coupons ranging from 50 yuan to 1000 yuan face value are put in 6 raffle boxes, so that all employees on the first day of work can be selected.

Not only is there a red envelope, but also three times before the start of the project, the employee can receive 3 times the salary.

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Recruitment! Recruitment! Recruitment!

Dalang Town, Dongguan City, Guangdong province is an important base for wool weaving industry in the whole country and even in the whole world.

Just after the Spring Festival holiday, many industrial factories in Xiangshan, Dalang, had posted banners or posted notices in front of many factories.

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.

Or in Dongguan, according to the manager of the recruitment department of Thai textile products Co., Ltd., the recruitment conditions provided by the factory even include reimbursement of the return tickets, and the commitment of new and skilled workers to pay 300 yuan and 500 yuan respectively.

Even so, the company is still dissatisfied with the number of workers who are ideally employed.

The situation in Dongguan is more common in the Pearl River Delta region. Zhang Baoying, director of human resources market in Guangzhou, told Xinhua recently that the rate of seeking help in Guangzhou is about 1.36:1, that is, each job seeker has 1.36 posts to choose from.

The agency's survey of post employment recruitment intentions of 343 enterprises in Guangzhou revealed that more than 80% of the enterprises had difficulty in recruiting workers after the festival, and the recruitment rate was about 10% of the total number of existing staff. Guangzhou labor shortage is expected to reach 150 thousand in one month after the holiday.

Among them, the traditional labor intensive industries face the biggest gap.

For a few days, Mr. Li, director of recruitment for a garment enterprise in Weifang, Shandong, was empty handed in the talent market.

"Labor shortage" has caused headache for Weifang's garment enterprises.

Shandong Ye Ya clothing and apparel Co., Ltd. employs about 1600 people, but Yuan Nan, a staff member of the company's human resources department, admitted that the current employment gap is as high as 1/3.

She said that in some garment factories, lack of work has affected the delivery of spring clothes.

Many enterprises have delayed the listing of spring clothes for a week.

In the traditional labor export big province of Anhui, "labor shortage" is also staged.

It is reported that Anhui, Hefei, Wuhu, Lu'an, Tongling and other parts of the clothing enterprises are basically already started, but almost every enterprise has encountered insufficient recruitment, that is to say, at present, the production line of garment factories can not be fully opened.

Although it can not be fully opened, it is better than closing down.

In Hanyang, some small garment enterprises are forced to get pferred after the holidays because of the difficulty in recruiting workers.

Many garment factories that have been in operation for several years have changed hands because of the difficulty of recruiting workers, and factory owners have to be forced to switch careers or start wholesale again.

In the several "recruitment walls" of Mt. Shan Industrial Park, the number of pfer notices has been equal to the recruitment notices, as many as dozens.

Even in the Pearl River Delta region, there are also some footwear enterprises and other Taiwan funded enterprises who can not stand the torture of lack of work, and directly close the factory to leave the case.

No worker has no production, no production, no profit. This is the reason everyone understands.

It is really difficult for enterprises to "recruit workers hard".

Enterprise example

In the context of "labor shortage", which is more than a year in the market, how can enterprises achieve "no panic"? Maybe some practices of Jiangsu red bean group can bring some touches or inspirations to enterprises.

"Hope" is the greatest welfare.

In the cry of the "labor shortage" of many enterprises, Jiangsu red bean group, which has 22000 employees and more than half of the first line employees, loudly announced to the outside world that this phenomenon has never happened in the red bean group.

To explore the background behind the above words, the red bean group said they had prepared for the rainy day.

Jiangsu red bean group not only attaches great importance to improving and improving staff's security and welfare.

At the same time, the group also continuously improves staff salaries, allowing employees to share the achievements of enterprise development.

In 2010, the red bean rose three, and the average wage increased by 49.6%.

In 2011, after the holidays, the first line employees of the red bean group received a good news of the rise in wages - the annual income of skilled workers should exceed 40 thousand yuan.

In order to take this action into practice, the board of directors of the red bean group stipulates that the annual income of the first-line skilled workers must reach more than 40 thousand yuan, and the group headquarters will give corresponding rewards to the enterprises whose monthly average income exceeds 3000 yuan for the production of front-line skilled workers, and the group will be punished accordingly for the enterprises whose average monthly income is less than 3000 yuan.

Not only does it meet the needs of employees on material basis, but also adopts various measures to meet the growing spiritual needs of employees.

In the red beans, for front-line staff, not only to them in the life of the bag to eat, the implementation of full post skills training, usually organize various recreational activities to enrich the staff's amateur life, but also provide employees with career path to increase, is to give employees hope in personal development.

This stems from the idea of Zhou Haijiang, the president of the group: people are animals that live in hope, and with hope, they will feel better every day. They will have more opportunities and hopes every day.

In the long run, it will become negative and pessimistic. Under such negative psychological pressure, its ability to resist setbacks and strike is much weaker than that of ordinary people.

Therefore, red beans make everyone see the hope of ascension.

All the factories under the red bean have a star selection system. From one star to three stars, the star employees are not only fixed monthly subsidies, but also rated as three star employees, and red beans are also sent to university free of charge. After graduation, they have the opportunity to work in departments and production management positions.

Red beans also have a better mechanism to compete for fair opportunities.

In the red beans, any post, to the director of the factory manager, to the workshop team leader, all have to compete for posts. They follow the principle of fairness, fairness and openness, and announce to the whole group that anyone can sign up. After signing up, they will vote on the spot and who will be the best.

Everyone has the opportunity to display their talents through competition. Everyone has the chance to realize his personal value and life goal in red bean.

The "red bean" has become a rule in the "able person, the inferior".

This employment mechanism enables everyone to see "professional hope", not only to maximize the potential of individuals, but also to make the team more competitive.

It is commendable that the red bean group did not do this for a time, but insisted on it for a long time. It only lasted 13 years in the past year.

It is for a long time that the dual love of material and spirit of employees has enabled employees to truly enjoy "national treatment", which not only warmed the hearts of the people, but also stabilized the hearts of the people.