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Xie Guohua, A Philharmonic Sports Director, Told Us How To Face The Shortage Of Labor.

2012/1/2 17:18:00 71

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In recent years, labor shortage has been repeating. For labor-intensive enterprises, labor is productivity, productivity is competitiveness, and labor shortage has been normalized for several years. In the long run, the structure of migrant workers in China is remarkable. change In the current working group, after 80 or even 90 became the main group. How to find new opportunities under the background of labor shortage has become the most urgent thing for business owners. The reporter interviewed Mr. Xie Guohua, senior personnel manager and Philharmonic group director of Jinjiang, who has been engaged in human resources for more than 10 years in Jinjiang. Through his personal experience, he hopes to inspire managers to get out of the misunderstanding.

Three efforts should be made to cope with the shortage of labour.

In Xie Guohua's view, to really solve the problem of "labor shortage" in enterprises, it is summed up in three aspects: first, to master "human nature"; two, to satisfy "material"; three, to invigorate "spirit"; these three points must be integrated, and it is easy to say, but not easy to do. crux It depends on how the business is done.

According to the introduction, in order to help enterprises to stabilize their old employees and let the enterprises start their work smoothly, Xie Guohua came up with an old employee who came back to the factory and recruited new workers after the end of the year. welfare Policy. It is reported that this policy allows the old employees to return to factory rate of up to 95%, less than March, has already recruited the staff.

"We know that the value of the old staff is immeasurable. So these policies may be somewhat. enterprise More or less a small part has been launched, but the magnitude is not so large. Xie Guohua said, first said the policy of double pay; first, every twelve months to the first month of the first month, the staff of the factory will be paid 2 times the salary; of course, all employees should have the actual work records after receiving the report (with production records and attendance records) as the basis for assessment, so as to prevent only reporting and no work achievement.

Next is paid vacation benefits. policy That is to say, the annual salary of the staff with a piece of work and the monthly salary of the monthly salary is 15 days. Returning to the factory is one day's 1 day's annual leave pay, and by analogy, more than the most delayed time is regarded as a voluntary waiver of annual leave for employees. "This policy will let old employees return to their hearts." Xie Guohua jokes that the cost of retaining old workers seems to be high, but in fact, the effect is very good.

"The general welfare policy of other enterprises is not mentioned. However, we still have a service age award, which is very high in the enterprises I know. Xie Guohua said that even if it comes to work 1 days before the Spring Festival holiday, we will plan it for one year. In the second year, there will be a subsidy of 50 yuan per month, which is a great temptation. In addition, for the time of check-in, Xie Guohua also did. Regulations More than the most delayed reporting time, cancel the annual leave pay, cancel the length of service, recruit new employees, and enjoy the benefits of new workers.

"In fact, all policies are still linked together, but our aim is to achieve the goal of retaining personnel for enterprises." Xie Guohua said, "welfare policy is the foundation, but enterprises must do their best to work well." Regimental commander The mode of "political commissar" or "commander and instructor" moves forward. Because in Xie Guohua's opinion, if a cadre can learn to bring soldiers together, he will do ideological work. It is reported that at present, Xie Guohua is training various leading cadres through various training and activities.

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How to face the 80 and 90 job new people

After 80, has become an irreversible force in the workplace, the figure of 90 has gradually emerged in the enterprise. In the face of 80 or more self consciousness, HR are helpless, grumbling and helpless. Facing 80 and 90 Cenozoic era How should HR respond? Xie always has his own way to get along with the new generation after 80 and 90!

"80, after 90 people do have personality, self respect, unwilling to work overtime in the enterprise and other bad temperament, but we need to realize that 80 and 90 after the crowd is a new force for Chinese enterprises, is the mainstream of future economic development of enterprises." Xie Guohua said, "after 80, 90 employees want to be respected and affirmed, get the sense of value recognition. Managers need to put aside prejudices and cognition. misunderstanding To read the real needs of employees after 80 and 90.

Xie Guohua's management style is to play with them every day after 80 and 90 days. For the management of post-90s employees, we should try our best to manage them in a flexible way. More support More encouragement, less criticism, less blame, less shivering, they prefer simple and clear way, so for the management of post-90s employees, managers should set an example, do well in themselves, and speak for others.

"The incentives for 80 and 90 employees need to be fulfilled immediately. Therefore, in the incentive process, business managers need to adjust themselves rather than 80 or 90 employees. Xie Guohua said, "after 90, they will not be interested in year-end bonus or futures stock options. They will only focus on what incentives they will get now, whether they are material or spiritual. In especial Cheerful The working atmosphere and the harmonious working style are the prerequisites for their willingness to perform their work. "

The values of post-80s and 90s are also different from their predecessors. Now, you can never see idealistic, passionate young people. They are all very reality 。 When a job is transferred, they will consider whether this position is good or bad for their career development, whether they are living more or less, and whether the leader should give me a raise. When I understand this, the company needs to consider the regulation of recruitment system, and at the same time learn to respect employees and provide employees with a good career development environment.