There Is A Huge Talent Gap In The Garment Industry.

"Why are we always hard to recruit people?"

"Why can't we always retain excellent training?

When asked how many clothing enterprises are facing the problem of shortage of talents, the heads of the enterprises here have expressed that they are beset by shortage of talents, not only ordinary shop assistants, but also some management posts such as store manager and brand operation director.

Where is the reason? Liang Liang - Yi, a consultant for talent development management, explains that the first reason is that the demand for talent in the apparel industry has been greatly improved.

Statistics show that demand for apparel retail industry in 2011 1~6 increased by 31% over the same period last year.

For example, the requirements for salesmen, the skills required in the past are relatively simple, only requires a comprehensive understanding of products or services. Nowadays, we should not only be proficient in industry and product knowledge, but also understand the needs of customers, and how products or services can help them solve problems.

It is worth noticing that the talents of the enterprises are concentrated in the store owners. However, most of the job seekers are applying for shopping guides and salesmen. It seems that job seekers have to work hard to improve their skills and get closer to the requirements of a store manager.

As a retail business that provides services to customers, the nature of the industry determines the nature of the work. Experts remind that the work of the retail service industry is indeed very hard. If you decide to join the industry, you must make corresponding preparations, such as: the working hours will be based on the shops.

Case interpretation: the way of UNIQLO's employment

The success of UNIQLO personnel lies in the unified and systematic recruitment, direct and orderly management.

In the recruitment process, Japanese employees and foreign employees participate in recruitment. Foreign employees generally account for about 50%. During training, expatriate employees need to go to Japan for half a year's theoretical and practical training, attach importance to training store managers' ability to run their own businesses. During formal work, employees are divided into four levels, and every three to six months, employees will be assessed and upgraded.

UNIQLO campus recruitment plan in 2012 recruited 350 store managers to reserve cadres. The store managers reserve cadres in the early stage of training is the store manager, UNIQLO has 2 qualification tests every year. After the examination, they can get the qualification of the store manager. Later, they will also have the opportunity to become the district manager, flagship store manager and enter the company headquarters.

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UNIQLO has set up a special training department, UNIQLO University, and has set up different content training system according to different growth stages after the store manager's reserve cadres have been recruited.

Store managers reserve cadres in the early stage of training is to become a store manager, shop manager as a shop's highest responsibility, to run a good shop, first of all to learn to master the operation of the store business, and become a model for all the employees in all businesses, so we must acquire a solid basic skills. Store manager reserve cadres will study all shop businesses at the store's site, including cleaning, cash collection, sewing, merchandise finishing, and then gradually promoted to store management business, such as: subordinates breeding, turnover management, merchandise display and other business management business.

Store managers reserve salaries and salaries

1. work 8 hours a day, 5 days a week, and rest for 2 days. The company does not encourage overtime work, but may also arrange overtime during special busy periods or busy shops.

2. month income 5400~6000 yuan (including pportation and rental subsidies);

3. profit sharing plan based on company profit and personal performance;

4. to pay social insurance and provident fund and provide commercial medical insurance according to national policies.

5. work for one year and enjoy paid holidays for 10 days (increase year by year).

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