Textile Enterprises: Do Everything Possible To Recruit Workers &Nbsp; Welfare Benefits Overweight

The Chinese New Year is coming.

What is it like?

As a representative of labor-intensive enterprises, textile

At the end of the year, keeping the workers and ensuring the normal production after the year became the top priority for the textile enterprises.

In the Pearl River Delta region, many factories have been shut down due to lack of manpower.

Reporters found in the survey, many textile enterprises rely on low standards and high wages to ensure employment demand.

"Now our recruitment standards have been lowered and lowered. Even then, there is still not enough manpower, only overtime can ensure delivery on time."

Chen, manager of Yihong fashion factory in Humen, Dongguan complained to reporters.

In the past, hiring a lathe worker needs to gauge whether he has some work experience, and now he will be robbed by the factory as soon as he has a job intention.

This method can only cope with general jobs, but not for embroidery and other technical activities.

Cai Guanghua, general manager of the new embroidery curtain in Foshan, said that embroidery workers should not only be ingenious, but also have rich experience. Therefore, the skilled embroidery workers are the "baby" of home textile enterprises.

Now, Xin Hua long can only exert himself in the cultivation of follow-up talents, enhance the hematopoietic function and improve the treatment of workers at the same time, and strive to retain talents.

To cope with the difficulties in employment, many textile enterprises in Henan have been trying to "recruit soldiers" and look forward to "retaining people" as far as possible.

In a county in Xinxiang, the reporter saw such a scene: small textile factories sent cars to the doorway of other textile enterprises and waited for workers to "pull" when they were off duty.

Get on the bus! "

In terms of recruitment, enterprises are doing everything possible to exhaust their minds.

In addition to daily on-site recruitment, Jiangsu Yueda Textile Group Co., Ltd. also Posts recruitment information on local TV stations and major recruitment websites.

Within the enterprise, Yueda takes the form of "people bring people" and "rewards and recruit workers" to start recruitment.

At the same time, Yueda's employment policy is becoming more and more attractive. Not only does the salary have obvious advantages among the local counterparts, but it also deals with five risks and one gold for the workers.

But even so, enterprises still can not get rid of the employment problem completely.

Where is the trouble?

Why is labor shortage growing in China with abundant labor resources?

Wu Nailin, director of Human Resources Department of Yueda group, believes that more young people prefer to choose lower income restaurants, hotels and other service industries, and do not want to choose the textile industry with relatively poor working conditions.

As a major province of labor export, in recent years, with the spread of "labor shortage" from coastal cities, Henan's "recruitment difficulties" area is also expanding, and the "good times" of textile enterprises' employment is no longer there.

Henan textile enterprises, which have been used to the "bad people" for a long time, can not help but exclaim "difficulty in recruiting workers".

"Now textile workers are not easy to recruit and have great mobility.

Because of lack of people, enterprises have to stop production, and new year's Day is ahead of schedule.

A few days ago, the head of a towel factory in Huaiyang, Zhoukou, Henan, sighed with deep sigh to the reporters. Now the recruitment has become a "long flow of water", and it has been recruiting workers all the year round.

At present, 85% of Henan's textile and garment enterprises lack employment, and 75% of them are "year-round Recruitment", especially the employment problems of small and medium-sized textile and garment enterprises are more prominent.

Where is it difficult to recruit workers? The head of the Rural Labor Department of the Henan Provincial Department of human resources and social security believes that the phenomenon of recruitment difficulties also reflects many deep-seated problems.

If the industrial structure changes little, the layout is not reasonable; the policy of social security, medical treatment and children's schooling for migrant workers is not enough in some places.

Also because a large number of enterprises from the coastal areas to carry out a strong demand for employment, for the vast number of job seekers to provide greater room for choice.

Henan textile industry believes that it is precisely because of the opportunities for migrant workers to get jobs in the province, "where to earn money to go" has intensified the competition between textile industry and other industries.

Coupled with the production characteristics of textile and garment enterprises, recruitment is mostly confined to young female groups. Textile enterprises highlight the difficulty of recruiting workers.

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What is the problem?

Improving wages, improving the working environment and relieving employees' worries are effective ways to solve the problems.

Reporters in Guangzhou, Foshan, Dongguan and other places found that many enterprises in the recruitment notice clearly written will provide employees with medical, pension insurance, housing provident fund and other welfare, pportation subsidies, overtime fees, holidays and other items, "one can not be less."

In order to retain people before and after the spring, many companies claim that in December, January and February, the monthly salary will be increased by 500 yuan bonus and 100 yuan year-end bonus.

However, the actual effect is very limited.

In addition to working hard to improve workers' hard targets, enterprises are still thinking about "soft indicators".

Tao Weifa, designer of the new Dongxing company, said that they not only organize some sports events to contact their employees in their spare time, but also regularly go to barbecue and travel on holidays and holidays, hoping to create a sense of home for their employees so that they can work in a harmonious, relaxed and happy environment and try their best to keep people.

Yang Zhenguo, deputy secretary of the Henan Nanyang Textile Group, said that after the restructuring of enterprises, the income of employees doubled, increasing by an average of more than 15% per year.

The company pays about 15000000 yuan a year to pay 6 social insurance for employees, such as pensions, unemployment benefits, medical treatment, work-related injuries, maternity insurance and housing provident fund. The company also subsidized the children of their employees to go to university, and a spinning female worker has accumulated a total of 30 thousand yuan for their children's tuition reimbursement.

In addition, the company produces 2 million 400 thousand yuan a year, providing condolences for employees and retirees during the Spring Festival and Mid Autumn Festival, providing free work meals for employees, installing air conditioners for more than 290 hostels, and conducting free physical examinations for women workers and labor models every year.

Liu Qingtong, the party secretary of Yufeng textile company in Xuchang, said that the company implements a service age subsidy for its employees, and the employees are asked to take leave without deducting their wages, allowing the month to make up classes.

Enterprises build 4 6 storey residential buildings, each of which is 135 square meters, sold to workers at a cost price of 900 yuan per square metre, so that workers can live and work in peace and contentment.

Gui Zhenduo, deputy director of Human Resources Department of Xinye textile Limited by Share Ltd, said that in recent years, the company has built 18 new residential buildings to solve the housing problem of more than 2000 workers.

The company produces 6 million yuan a year and provides two free working meals for employees every day.

The company increased investment in staff hospitals and paid free medical examinations for employees every year.

Every year, 3~5 outstanding young employees are sent to university for further studies, so that workers feel like a leader.

"The company not only cares about the life of the staff, but also pays attention to the political progress and value embodiment of the workers."

Wang Zhao, chairman of the union of Heng Tian heavy industries, said that the company developed its backbone members into Party members, trained party members into cadres and labor models, trained workers as technicians and trained technicians as engineers.

At present, Party members have developed to 2874, and about 80% of middle-level managers have been selected from workers, and some have also been leading positions.

In order to retain the workers, Yueda group also took great efforts, not only for the staff to build a modern restaurant, to build a basketball court, but also to add air conditioning to each employee's dormitory.

In the course of the interview, textile entrepreneurs from different regions agreed that at present, increasing wages, increasing welfare and improving working environment are effective measures to solve employment problems.