27 Months End Of The Year Award Network Crazy Biography &Nbsp; Small And Medium-Sized Shoe Business How Can It Be?
Close to the year, major forums and micro-blog.
Annual bonus
The topic is discussed in full swing. 27 months' salary and six digit year-end awards have attracted countless people to envy, envy and hate.
And how many of these "countless people" come from Chinese shoe companies?
2011 for China as a whole
Shoe enterprises
It is very difficult, labor shortage, appreciation of the renminbi and other difficult problems, once to the "shoe companies" on the education class, and because of this, everyone in the shoe industry is particularly sensitive to "money".
In the shoemaking industry, the executives' annual bonus is in the salary range of 6 to 12 months, while the average employee is only a few thousand yuan, or even no year-end bonus.
stay
Low-end
In manufacturing, workers are paid less, and businesses do not have the tradition of giving big year-end awards.
Shoe industry has entered the era of small profits.
With the increase of labor cost and the increase of management cost, no matter in the domestic market or in the foreign trade market, the profit of shoe enterprises is meager. In the face of the competitive market environment, we have to invest more funds in product research and development and promotion. This directly causes the majority of shoe enterprises to get low profits. Under the double pressure of profit restriction and low production efficiency, shoe companies can only tighten their belts and live on the belt. At the end of the year, they are also "petty". Even some shoe companies, which are losing money for a long time, owe wages to their workers.
Due to the large amount of funds raised by the listed shoe companies, the development space has been greatly improved, and the remuneration and welfare of employees is relatively good. The year-end bonus is the embodiment of outstanding performance of the shoe enterprises.
For example, when Anta celebrated its 20th anniversary anniversary, it issued more than 1000W incentives for distributors and employees.
But the shoe industry's special industry environment determines that shoes can not give employees a stunning year-end reward like state-owned enterprises and large manufacturing enterprises.
Looking at the current shoe market, "labor shortage" has repeatedly appeared, labor costs continue to climb, "high cost expenditure" has undoubtedly become the most prominent feature of the development of the footwear industry.
Under such circumstances, if the enterprises fail to deal with their own demands for compressing expenditure and employees' salary increase, they will inevitably fall into the vicious chain of the corresponding labor disputes.
Even though, in order to cope with the shortage of labor and high cost, and fundamentally curb the emergence of labor and capital problems, the major shoe companies are also trying to find out the most reasonable solution.
Based on this, some experts in the market have proposed.
Transformation
Upgrading is the most fundamental solution.
However, judging from the current footwear industry, the pace of technological pformation and upgrading is obviously urgent.
As the name implies, pformation needs a long-term accumulation of development process, and it is by no means an overnight success.
In order to pform, we need follow up in science and technology. Two, we need continuous reserves of staff resources.
But only in the current part of the pformation of enterprises in the salary problem, caring for employees, warm employees undoubtedly become the most direct and effective way.
After all, the footwear industry is mainly the development of labor resources as the main industry. The demand for manpower is the most eternal topic since ancient times.
To be exact, employees are the foundation of enterprise survival.
In order to create more wealth for employees, enterprises can only strive for the remuneration of the employees who are dedicated to the front line.
Therefore, timely improvement of the salary system is a concentrated reflection of employees' remuneration.
However, at present, the footwear industry obviously presents many objective negativity.
Let's take a deep thought to further analyze the development of labor and capital in several special areas.
Finally, the author thinks that a song can represent the heart of the shoe company employee: "there is a group of small workers on the other side of the sea. They are cute and smart. They make shoes every day, they are lost there day and night, and they are buried in the factory. They are calm and supportive.
Oh, lovely little workers, oh, lovely little workers. They work overtime and do not get extra pay.
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