General Manager Of Han Bo Silk Sighs Hard To Recruit &Nbsp; Textile Enterprises Are Not Convinced After Moving Westward.

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The industrial pfer characterized by "changing the cage and changing birds" means that the original "bird" will settle down in the new place. But just like people, acclimatization is probably the challenge that most enterprises will face, especially for textile enterprises.

Labor is abundant but no one can be recruited.

One of the original intentions of the Beijing copper bull Limited by Share Ltd in Huining, Gansu is to solve the problem of labor shortage, but the deputy general manager Gu de Zhao did not expect that the problem of lack of work remained unchanged.

Like other developed areas, copper cattle have encountered difficulties in recruiting workers in recent years, and their mobility is very unstable.

Although the management methods of enterprises are democratic, cultural atmosphere and welfare benefits are good, they still can not keep people.

"The company once asked employees to understand the situation and wanted to find out why they did not make long-term plans, and even went to the home of their employees for research."

After investigation, Tani Tokusho found that the concept of contemporary employees is different from that of people in the early 90s, and their pursuit of quality of life has changed.

In addition, many migrant workers choose to leave the countryside and work in the surrounding areas because of the delay of their children's education and the support of their elders.

But at the door of the house recruitment, copper cattle still did not recruit suitable workers.

Gansu Huining is a large college entrance examination educa - tion with Hubei Huanggang.

"There is only one way out for children: the college entrance examination, otherwise they will be poor for generations."

Said Gu de Zhao.

This causes the outside people to want to come in, the people inside want to go out "the siege effect".

But even if people outside are constantly coming in, a large number of people have changed their jobs, not doing the textile industry.

Although the labor force in the Midwest is numerous, Mr Gu feels that compared with the eastern industrial workers who receive good training, most of the labor force here is farmers, and the industrial labor skill quality is uneven. Besides, under heavy pressure, the efficiency of workers in eastern China is higher, and the enthusiasm of the labor force pferred is not high.

Lin Bingxian, manager of the Department of social responsibility of Han Bo (China) Limited, has a deep understanding: "after we get paid, some employees may go to work for a few days to come back to work, or some of them may earn 50 yuan today."

Han Bo (China) built a factory in Zhumadian, Henan, but after that, Lin Bingxian found that recruiting workers in Henan was not easy to imagine.

"Although it is a large population County, a large agricultural county, but the workers of the right age want to go to the coastal areas. Only when they come back at the time of harvest, they leave more students who are just graduating, or older ones."

After the Spring Festival, Han Po (China) recruited 500 workers locally, which has just reached the company's original plan to recruit 1/3.

"For copper cattle, the biggest problem now is how to pform farmers into industrial workers."

Said Gu de Zhao.

To this end, copper cattle in the process of building infrastructure has begun training staff.

"The local government is also very supportive. We need to give some money to help us with our training, and make use of our local vocational schools to provide training for us.

We recruited more than 600 people a day.

In addition, bronze cattle selected 100 employees to train in Beijing headquarters, so that they could feel the corporate culture and learn the management methods and labor skills of enterprises.

Lin Bingxian said frankly, recruitment and employment also need a step-by-step process.