In The Face Of "Recruitment Difficulties", How Do Shoe Companies Retain Their Employees At The End Of The Year?

At the same time, at this time of year, enterprises are facing the problem of employee turnover and the difficulty of recruiting workers in the coming year, because every year before and after the Spring Festival is the peak period of employees' job hopping. Therefore, how to retain the existing staff and reserve the human resources for the reopening after the Spring Festival has become a concern for many enterprises.

Question: recruitment difficulties "recruitment difficulties" has become a buzzword in the footwear industry in 2007, and has become an important factor restricting the development of shoe enterprises.

In some enterprises, advertisements for recruitment are fought every day, but still can not be found.

Due to the shortage of labor force, the delay in delivery of orders caused by the inability of enterprises to keep up, and the situation of customer claims, some enterprises have lost orders or even lost customers.

It is difficult to recruit enough workers to recruit enough workers.

Secondly, it is difficult to recruit workers in quality, that is, they can not recruit skilled workers in all positions, professional technicians, etc.

As a result, many shoe companies, while delighted with the increase of orders, are also suffering from the pain of shortage of workers. Therefore, the recruitment difficulty of the shoe industry has aroused widespread concern in the whole society.

Because recruitment is difficult, enterprises should retain the existing workers who can create value for enterprises.

Reason: low salary and poor treatment often hear the saying, "everything in China is missing, that is, there is no shortage of people!"

However, contrary to fact, many enterprises in China are still facing difficulties in recruiting workers.

After the Spring Festival every year, many enterprises are faced with a lot of employees' resignation and job hopping, and the loss of personnel is serious, which will affect the re construction of enterprises. Why is there such a situation?

1, the fundamental reason for employee retention is salary and treatment. Low labor remuneration is the main reason leading to "recruitment difficulty" and employee turnover.

Some enterprises treat their employees less and push their employees away.

2, on the other hand, the reason for the loss of employees is the employment environment of enterprises. There are many problems in the employment environment of some enterprises, resulting in the reluctance of job seeker to enter the poor working environment and the outflow of the employees.

The poor working environment of enterprises is mainly manifested in: first, the long working hours; two, the intensity of labor; the three is not to sign labor contracts; the laborers do not have a sense of "stability"; four, the attachment of identity documents and the restriction of workers' free flow; five, the poor working environment, the lack of "sense of security" for workers, and six of arrears of wages.

Solution: "soft and hard" should be applied first, and a good salary system should be designed.

Salary is marketization. Only when people meet the needs of survival will there be a need for development.

When a company of another size is equal to 20% of the company's salary, it may result in personnel turnover due to the issue of remuneration. Therefore, when formulating the company's remuneration policy, it is necessary to consult the remuneration of other companies in the same industry, so that the remuneration of the company is always the same or slightly higher than that of the same industry.

In addition, it is also an important aspect to make a reasonable design of the salary structure, so that the salary can reflect the effort and performance of the employees as far as possible.

"Golden handcuffs", most companies adopt this method more or less: delay compensation or other packages such as stocks, options, dividends and so on to lock key employees, so that employees can be affected by long-term earnings, and greatly improve employee loyalty and reduce their turnover rate.

Second, from the perspective of welfare benefits, safeguard the legitimate rights and interests of workers and relieve employees' worries.

For employees to participate in insurance analysis, the National Labor Department requirements, enterprises must participate in five kinds of insurance for employees, namely, endowment insurance, basic medical insurance (serious illness), maternity insurance, work-related injury insurance and unemployment insurance, but for the current situation of enterprise insurance, the number of employees who participate in five kinds of insurance for employees is not very large.

It is not to say that the enterprise's benefit is not good, and the reduction of the insurance base is only to give employees two or three kinds of insurance, or to divide employees into three categories.

Just imagine that such an enterprise can not solve the problem of employees' worries even when they are working here. How can he work diligently? How can he stay in this company with all his heart and soul?

Therefore, if you want to retain excellent employees, do not feel sorry for the insignificant money, and give certain policies in the aspects of employee insurance, housing and welfare, so that employees can settle down and work actively to create profits for enterprises.

Li Jiacheng once said, "be kind to employees who create value for themselves."

American entrepreneurs agree with one thing: increase investment in employee benefits by 1%, you will get more than 3 times productivity.

If employees really think about their employees, employees will really think about the business.

Third, we need to create space for our employees to learn and improve their professional skills.

Some enterprises do well in the staff education and training. They create certain learning opportunities for employees through various ways, channels and contents. Not only can employees improve their professional competence, but more importantly, they improve their comprehensive ability, so that employees can better exert their potential and contribute more to the enterprise.

Although enterprises must pay a certain amount of financial, material and human resources in their staff training, these small investments can get great returns, for example, employees can invent a scientific research achievement through learning, and a new product design plan can bring invisible benefits to enterprises.

And every employee wants to create certain learning opportunities through the company to improve their working ability to meet the requirements of their posts and serve the enterprises better.

If the enterprise can not train employees well, employees will lose confidence in the enterprise through horizontal and vertical comparison, and will also leave the company disappointed.

Fourth, we must improve the employment environment, establish a people-oriented thinking, treat employees well, and do not increase labor hours and labor intensity at will, and constantly improve the working conditions and living environment of employees.

Salary, career, emotion and system are the four magic weapons that keep people. If we want to retain employees, we should start with these four aspects.