Frequent Job Hopping Behind The "Labor Shortage"

After the Spring Festival, "

Raises, raises welfare benefits, realizes individual value,

Lack of work is generally concentrated in small and medium-sized private enterprises.

On the 23 day, Weifang Railway Station sent a batch of passenger traffic in the bustle of Spring Festival pportation.

Li Xiaorui, a 24 year old young man from the countryside of Qingzhou, is waiting for the train to Beijing in the waiting room with his simple luggage.

After graduating from high school, he went to Beijing to be a "mixed" Li Xiaorui. He worked as a hotel attendant, an enterprise security guard and a salesman in the mall. Now he is a salesman in an advertising company.

He told the Economic Herald reporter that he entered the new company in November last year. If he works well, he will go on with his work or else he will change his job.

"These are private enterprises, not regular large enterprises, without insurance money, they can go away."

Li Xiaorui told the Herald reporter that private enterprises are unstable and management is not standardized. Many young people do things like him, look at them, feel bad, leave, look for higher wages and better treatment enterprises.

He said his classmates and friends had two or three jobs a year.

"Now there is labor shortage everywhere, which is good for us, not the best, only better."

Li Xiaorui said he should take advantage of young companies to switch to several enterprises.

And this idea is painful for enterprises.

Wang Hui, general manager of Ji'nan Jitai pharmaceutical company, complained to the reporter that many "post-80s" still have prejudices against private enterprises. When they find jobs, they are forced to choose private enterprises. They often bring such prejudices and emotions into their work. When they are working, they are half hearted. When they encounter unpleasant things or feel wronged, they leave the company and influence the normal production and operation of enterprises.

He told the Herald reporter that in fact, many private enterprises now attach great importance to the training and reserves of talents. The salary and development space provided by them is far greater than that of state-owned enterprises. But job seekers are still keen on big enterprises in terms of traditional concepts.

Therefore, they now relax the age of job seekers, and prefer to hire forty or fifty year old workers.

The catering industry is one of the most frequent flow of personnel.

The director of the human resources center of a four star hotel in Ji'nan told the reporter that at present, the attendants of the catering industry in Ji'nan are moving on average in one year and two months, and many attendants are mobile in 35 months.

"Some workers resigned and went out for a round and asked to come back. For such a group, we could not choose to come back."

In the face of widespread media coverage of "labor shortage", Zhu Hongmei, general secretary of Yantai New Steel Structure Co., Ltd.

She told the Herald reporter that the company formally signed all employees on time to pay various kinds of insurance, the salary is also above the local average wage, and clearly defined the welfare benefits of workers, such as the one-time purchase of 50 thousand yuan for the purchase of difficult workers, free coffee and refreshments, free computer training for employees, free to open gym to employees.

However, some young workers believe that there is a widespread shortage of labor in the country and can choose a better job.

She sighs that private enterprises also have their own strict management system, not "iron battalion running water soldiers", but some "after 80" overemphasize the self, and ignore the rules and regulations.

On the 24 day, the Ministry of human resources and social security released the spring labor demand of some cities in 2010 and the employment situation of rural migrant workers in 2009.

The survey shows that "labor shortage" is limited to a certain range and specific time.

This range is concentrated in a large number of small and medium-sized private enterprises, such as machinery manufacturing, textile and clothing, exhibition and trade, catering and lodging, etc.

This structural shortage is caused by the deviation of employment concept and value pursuit.

"80 and 90" should face challenges directly.

Faced with the spread of "labor shortage", many enterprises began to reflect on the new complaints of new generation of migrant workers, change the employment and retention system, or invest in industrial upgrading.

"In fact, there is also a new generation of workers who are" Post-80's "and" post-90s ".

Zhu Hongmei said that the welder and fitter of his company are the biggest jobs for employees. The reason is very simple. Many young people who graduated from vocational schools can not eat hardships. They are tired of these two jobs. Although the monthly income of these two jobs can reach 2500 yuan in the first year, they are higher than other types of work.

Moreover, after two or three years of training, the income of skilled skilled workers will increase, but many "80" and "90" can not go on for a year.

The mold repair worker is a simple but painstaking job. After a period of training, he can be competent. Zhu Hongmei said that many young migrant workers are unwilling to do so.

In the light of the current situation of frequent job hopping and lack of professionalism in the only child generation, looking back on their growth experience, the deputy general manager of Yantai Xinke company can not help but sigh with emotion.

He told the Herald reporter that in 1999 he resigned from a large state-owned enterprise and later to the newly established Yantai Xinke company. There were only a few people in the company. The general manager had to work with workers as a welder and pport steel (4869, -47.00, -0.96%).

After 12 years of persistence, Yantai Xinke has grown into a state-level high-tech enterprise. Its products go into Beijing's "bird's nest", "Water Cube" and the National Grand Theater, and are exported to Europe, the United States, Southeast Asia and other countries and regions. "After 60", he has also become a senior management of the company.

"Impetuous, high handed, afraid to bear hardships."

Zhou expressed no understanding of these weaknesses of "post-80" and "post-90s".

"The company pays special attention to training talents from inside to meet the needs of expanding. Unfortunately, these single children do not have career planning. How can they talk about growing up?"

In the eyes of Zhou, the public should pay close attention to "employment shortage" while paying close attention to "employment difficulty", advocating the "post-80s" and "post-90s" who are becoming the main force in the workplace to treat "labor shortage" dialectically, and learn to look at problems from a global and long-term perspective instead of self centered, vanity, enjoying and paying attention to immediate interests, which is not conducive to the healthy growth of the new generation of job seekers.

When it comes to "labor shortage", Yu Faming, director of the employment promotion division of the Ministry of human resources and social security, made clear 25 days ago that the phenomenon of "recruitment difficulties" will be normal.

However, from the perspective of demand, with the upgrading of industries and the adjustment of economic structure, enterprises have put forward new requirements for skills and technology of migrant workers, and the skills training of migrant workers is still lagging behind the changes of jobs.

This is undoubtedly a challenge that we should face directly after the 1980s and 1990s.