Disorderly Flow Of Employees Seriously Troubled Wenzhou Shoe Enterprises

Wenzhou, known as the "shoes capital of China", has been developing rapidly over the past dozen years.

But at present, the fact that the owners are most worried is that the disorderly flow of employees is particularly serious. Most of the shoe companies have an average turnover rate of more than thirty percent per year, and some employees even run as high as seventy percent.

Because of the shortage of labor force and unable to produce normally, shoe companies have to "dig" people everywhere in their peers. Some shoe companies stop production or even move out because they can not recruit employees.

This phenomenon has brought a certain impact on the sustainable development of Wenzhou's labor-intensive enterprises and even the economic development of Wenzhou.

Why does this happen?

After visiting some of the labor-intensive enterprises' owners and workers, the author learned the following reasons: first, after the idea of corporate governance was obsolete and entered into twenty-first Century, China's political, economic, cultural, people's way of thinking and standard of living have undergone tremendous changes.

Most of the business owners in Wenzhou still have the idea of eight and 90s of the last century to manage the present enterprises.

Machines, rather than partners in their own businesses, do not train their employees in time to increase their capabilities, so that employees feel more and more depressed in their enterprises, and can not find a sense of "home". 2, they fail to see the great role of "enterprise culture" in the sustainable development of enterprises. They believe that "corporate culture" is a useless thing to make "flower shelves", so that "heroism" and "small group doctrine" prevail in enterprises. The phenomenon of "Gang building" is very serious. People who are willing to do their best for a company and bear a responsibility are excluded everywhere; 3, they fail to understand the role of human resources and regard manpower as a "cost" rather than a "resource". It is shown as follows: 1, employees are regarded as making money.

Only paying attention to the financial profits on the books can not see the huge potential profits brought by the growth of "human resources".

The so-called "human resources department" in enterprises is actually only "personnel Logistics Department"; 4, arbitrarily extend the working hours of employees, so that employees generally feel that work pressure is high and free time is limited. 5, do not try to improve the work and living environment of employees, employees still work and live in a dirty, chaotic, crowded and poor environment; 6, try to lower employee salaries, so that employees generally feel low income, do not establish employee welfare system, and so on.

Two, the overall management level of the enterprise owners is poor. "Management" is a profound knowledge. It does not have a standard of "universally applicable". Every enterprise has its own special way of management and management.

But its essence is the same: that is, through "management", we can fully inspire the brilliant side of "human nature" and fully inspire and unite the intelligence of most people. The aim is the same: that is, through "management", we can fully mobilize the enthusiasm of our staff and let everyone "think and work hard together" so that everyone can manage everything and everything is managed, so as to achieve the development goal of the enterprise.

Most business owners ignore the management environment of their own enterprises, manage the soil and management foundation. They only know how to copy the "management system" of some advanced enterprises, so that management not only does not promote the development of enterprises, but also does not promote the growth of their employees. Instead, it lets employees work irrelevant and constrained everywhere, and the development goals of enterprises can not be realized.

Three, the age of migrant workers is now the main group of workers who are born in 80s.

People born in this age are very different from those born in the six and 70s of last century, both in their thinking and in their way of life.

A reasonable reward is no longer the main purpose of their going out to work because there is no pressure on them to survive.

They are more concerned about whether there is any opportunity to learn in their work.

Is there any opportunity for development?

Is there a climate of "respect for people"?

Is there a comfortable working and living environment?

Wait.

If they are not satisfied, they will quit job even if they don't pay.

Four, the supervision and service of the relevant functional departments of the government are not yet in place to create a good working environment. The relevant functional departments in Wenzhou have done a lot of work, such as carrying out the activities of "new Wenzhou people", revising and formulating laws and regulations that are conducive to the work of workers.

These efforts are undoubtedly beneficial to the workers.

The problem is that some functional departments are not very qualified for these activities, policy supervision and service, so that most enterprises do not really implement them.

Business owners still manage their employees with the same old rules that most workers do not feel the benefits of these activities.

Five, increasing migration channels for migrant workers. Since China's reform and opening up to the present, the economy and all walks of life have made considerable progress, and people have chosen more and more roads.

For example, "the development of the northwest", people can choose to go to the northwest development; to create "the western shoes capital", people can choose to go to Chongqing to develop; to build "new countryside", people can choose to go to rural development; "entrepreneurial environment" is becoming more and more relaxed, people can choose to create their own industries and so on.

All these have brought great influence to the "labor drain" in our city, and also put forward higher requirements for "attracting and retaining talents".

Six, technical staff training lagged behind with the rapid development of Wenzhou shoe enterprises, the demand for professional and technical personnel and management personnel is increasing and the demand is higher and higher. According to the survey, there are 5000 shoe enterprises in Wenzhou now, and there are about 500 shoe enterprises on the upper scale, and 200 thousand of them are lack of skilled workers. Wenzhou's only shoe industry professional training institution, Wenzhou Zhi Yuan shoes vocational training school, was founded in 1991, and only 50 thousand technical staff have been trained. Although the school has made contributions to the development of Wenzhou shoe enterprises, it is far from satisfying the demand of shoe manufacturers for day and night development. Due to the shortage of skilled workers, there is a serious "fault" phenomenon.

Most of the employees in the company are not satisfied with their jobs. They have no job to make a job. There are no rules and regulations, such as labor laws to restrict employees. This is also the reason for the disorderly flow of employees.