Small And Medium Enterprises Solve "Labor Shortage"

Editor's note: "recruiting a large number of literacy workers from 35 to 50 years old" - recently, the world's top 500 strong company launched such a low recruitment advertisement in Shenzhen, making the issue of employment again become the focus of attention.

China in recent years

"It's really hard, but it's used to it."

"It's still hard. It hasn't changed much. It's basically the same as in previous years."

Chen Guanlian, chairman of Zhongshan Yate Electronic Technology Co., Ltd., said that every year before the Lunar New Year is the most busy and labor shortage.

According to convention, enterprises have to give workers a salary of around two months before the Spring Festival. "One is to encourage employees to work hard recently, two is to encourage employees to stay for a few days, earn more holidays, and three is to attract workers to come back after the holidays."

The three links of Christmas, new year's day and Spring Festival are the traditional peak season for consumption and the most time for orders.

"This year's Lunar New Year is 12 days earlier than last year. Indeed, some workers are returning home early."

Miss Lin, the marketing department of the Zhuhai human resources center, said that the enterprises that worked hard were generally low-end labor-intensive industries.

What is more different from 2010 is that the difficulty of coastal labor has lasted for a year, and SMEs have already prepared, so the reaction is not too strong.

"All year round, we are used to it."

Chen Guanlian added.

"Difficult employment and expensive employment" have obviously affected the development and growth of coastal manufacturing industry.

More than 70% of Shenzhen's small and medium-sized enterprises are strongly reflective of workers' "difficult to recruit and stay".

The survey of labor and social security departments in Dongguan shows that 48.93% of SMEs have a labor gap of more than 10%.

The impact of labor shortage on labor-intensive industries is particularly obvious.

At the knitting and dyeing base in Changle, Fujian, the local owners of small and medium-sized businesses call for recruitment without exception.

"You see our factory is still producing, but I tell you, I have to pay 5 million for a month now.

"Because we have to keep these workers," Chen Feng, general manager of Changle Zheng Long Textile Co. Ltd., regrets, "if we stop production now, we may not be able to run any more in the coming year."

Such a "low", Chen Feng is expected to continue for half a year.

In order to retain skilled workers, enterprises are competing to improve workers.

There are reasons for "labor shortage".

2010 is the real beginning of the hard employment. There is a doubt: why is it difficult to work hard when the economy is developing at a high speed, and it is difficult to reduce the speed?

International Finance 2008

However, from the Shaanxi and Sichuan surveys, the labor cost of traditional labor exporting provinces has risen this year, but there is no problem of employment.

Research shows that a large number of labor force has not been pferred locally.

In Changle Desheng dyeing and Weaving Co., Ltd., Liu Hongxia, a weaver from Jiangxi, said the voice of migrant workers. "Now the boss is good, the bag eats, basically can take 3000 yuan, overtime can take four thousand or five thousand."

"But it will not come for another one or two years. The cost of living is too high for us to take root, and eventually we have to go back."

In the long run, the shortage of coastal labor will be a long-term trend.

If the 60 generation and the 70 generation of migrant workers are still dreaming of a gold rush, the post-80s migrant workers have basically broken dreams.

Higher housing prices and living costs, the comparative benefits of working in cities are declining.

In Feixi County, Hefei, Anhui, the modern garment industry cluster with the same German garment is rising.

"We only have sales and design departments in Shanghai, and production and processing have been moved to our hometown. Each town has built 6 factories."

Song Tongshan, deputy general manager of Tong De Garment Co., Ltd., said, "all our workers are recruited locally, and their employees are employed at home, earning two thousand or three thousand yuan a month."

A more serious fact is that the demographic dividend that supports the extensive development of the coastal economy is disappearing.

The sixth national census data released by the National Bureau of statistics confirm that China has crossed the "Lewis turning point" from oversupply of labor to shortage, and the demographic dividend window period is about to close.

The vacancy of vocational education is also one of the main reasons for the difficulty in employment of small and medium-sized enterprises.

"Lack of work has become normal. The main reason is that the rate of job docking is not high. The expectations and requirements of the new generation of migrant workers are relatively high, and enterprises hope young job seekers need not only academic qualifications, but also skills."

Chen Feng said that structural shortage of labor is the biggest problem facing enterprises, and the lack of skilled workers with skills.

The law lacks effective interest in the labor relations.

It's time to test the internal force of enterprises.

Many enterprises reflect: before the enterprises picked employees, now it is the staff picking enterprises.

Although enterprises are strongly reflective of the rising cost of labor, there is absolutely no degree of "labor shortage".

Shortage is not shortage, mainly depends on the enterprise's thinking and the situation. Enterprises must have an open mind and a positive attitude to attract talents.

"This year, our enterprises not only improve the treatment of employees, but also enrich the cultural life of employees. The turnover rate of employees is relatively low.

At the same time, enterprises are upgrading their production technology. The input of hardware equipment has greatly reduced the demand for manpower. For example, a worker in a production workshop is 100, and now it has been reduced to more than 50.

Only by practicing "internal strength" can enterprises retain people.

Chen Feng told reporters that at present, the employment gap of the company is only a few.

Some enterprises have arranged ahead of schedule to improve their welfare level.

"After the Spring Festival, it is very difficult for enterprises to recruit workers, and the new employees have higher requirements for their welfare and treatment."

Changzhou electric Rock Co., which has 1100 employees, is affected by the labor gap this year.

In order to stabilize the existing employees, enterprises have adopted a series of welfare measures: investing in building dormitory buildings, providing 200 dormitories, providing free lunch, afternoon refreshments, etc.

In January of this year, Ding Mingquan, chairman of Jinjiang gold knitting garments Co., Ltd., made a decision: in the next 5 years, 20% of the total shares of the company will be sent to each employee as a share of the shares.

In August, Ding Mingquan fulfilled his promise, and over 300 employees of Austrian gold received the first dividend after the company's "share reform".

This bold action aimed at coping with "labor shortage" has fully promoted the enthusiasm of employees and stabilized the hearts of the people.

Local governments are also actively taking action to build platforms for docking labor supply and demand.

The early layout of Jinjiang, Fujian, has signed a labor pfer cooperation agreement with more than 50 major labor exporting counties in the country. Every year, enterprises are organized to do job recruitment in related counties.

Changzhou city uses real gold and silver to provide migrant workers with relevant public services such as children's study, low rent housing, and constantly improve the employment security system.

Experts believe that the root of labor shortage is fundamental.