Crack The Shoe Industry "After The Festival" Lack Of Work Tide

Experts said that the implementation of the new labor law and the increase of labor costs have brought great impact to many domestic enterprises represented by traditional labor intensive production.

Textile industry is a typical representative of low cost competition in China's labor force. At present, the pressure of rising labor costs is increasing.

Many changes have taken many measures to deal with these problems.

Suzhou Industrial Park Human Resources Development Co., Ltd. this year, the total number of job demand decreased by 4% over the same period last year. The township enterprises in Jiangsu once had "one of the three points in the world" and stored quite a number of skilled workers.

Nevertheless, many enterprises still encounter the embarrassment of not being able to recruit workers.

This is even more serious in Zhejiang and Guangdong.

According to statistics from the Asian Footwear Association, there are five thousand or six thousand shoe factories in Guangdong, and more than one thousand large and medium-sized enterprises have been closed.

The shortage of enterprises mainly occurred in the Pearl River Delta, Southeast Fujian, southeast Zhejiang and other processing and manufacturing areas, and spread to the whole country.

Experts said that the implementation of the new labor law and the increase of labor costs have brought great impact to many domestic enterprises represented by traditional labor intensive production.

Textile industry is a typical representative of low cost competition in China's labor force. At present, the pressure of rising labor costs is increasing.

Many changes have taken many measures to deal with these problems.

With the development of economy, the Pearl River Delta's advantages are no longer obvious.

In inland cities, the basic wage is only 600-800 yuan.

The government's attitude towards the once brilliant labor-intensive industries has also undergone subtle changes.

The eastern government is trying to "find homes" for these manufacturing enterprises. At the same time, the western provinces and municipalities have also seen the need for industrial pfer in the eastern coastal areas.

In September 2007, the Sichuan provincial Party committee and the provincial government organized a delegation to Guangdong, Shanghai and Jiangsu, Zhejiang and four provinces (municipalities) to carry out economic cooperation.

In the same month, Guang Hong Footwear Co., Ltd., located in Panyu, Guangzhou, decided to relocate the whole city of Sichuan, Panyu. The total investment of the project is 40 million US dollars, and 32 modern craft shoe production lines will be built, with about 16000000 pairs of shoes produced annually.

In addition, the Guangdong provincial government has also tried some industrial cooperation with some remote provinces in the northwest.

In November 16th, Huang Huahua, deputy secretary of the Guangdong provincial Party committee and governor of Shaanxi, deputy secretary of the Shaanxi provincial Party committee and governor Yuan Chunqing, respectively signed the "two provinces strategic cooperation framework agreement" on behalf of the two provinces, and committed themselves to "comprehensively promoting the exchanges and cooperation between the two provinces in industrial docking, resource development, and scientific and technological talents".

However, industrial pfer is not an expedient measure. It is also necessary to seriously consider the problems of imperfect local industry support and increasing pportation and logistics costs.

To play a competitive advantage, Wang Yiming, director of the personnel management research center of the China Talent Research Association, said that for many domestic enterprises, low cost has always been the only competitive advantage and no other advantages, so it is difficult for enterprises to have great development in the future.

Enterprises should face the labor contract law with a positive attitude rather than avoid it.

In the future, the employment of enterprises must be pformed from low cost, low quality to high cost, and human resources management should be on the upper level.

For example, some provisions of the new law in the future make the recruitment of workers face risks. Bao Yujun, President of the China Private Economy Research Association, said that in the private enterprises, the employment system is not standardized.

For private enterprises, the new law should be regarded as an opportunity to standardize, improve management level, improve labor relations and improve labor productivity.

The author believes that the introduction of the new labor law and the increase of production costs will inevitably require a process of adaptation as a traditional manufacturing industry.

In order to solve the current shortage of labor shortage, all enterprises have exerted their skills.

Many factories raise wages to attract employees, and some factories also reduce the rate of workers' turnover by improving welfare.

In some manufacturing, catering and other industries, the introduction of acquaintances is very popular. Through the introduction of relatives and acquaintances to work in enterprises, the introducer can get 100-200 yuan / person's introduction fee after 3 months.

In addition, some enterprises have established relevant cooperation platforms through labor employment service centers and major labor forces, so as to absorb more ordinary workers more easily, or to establish labor service cooperation relationship with secondary technical schools and technical schools, and to receive students' employment.

The reserve of reserve talents is mainly to prevent brain drain and the talents needed to complement the development of enterprises.

The development and expansion of enterprises need to introduce new ideas and new methods and supplement development potential. If there is no reserve force and there is no reasonable echelon of talents, it is difficult for enterprises to face challenges.

Enterprise development needs continuous replenishment of fresh blood and gradually forms a virtuous circle of human resource replacement.

Before the introduction of reserve talents, a reserve plan should be made to set up the target positions of talents and recruit them according to their positions.

When the reserve personnel enter the factory, they should first familiarise themselves with all aspects of the production, operation and management of the enterprise, clarify their salary and related welfare benefits, and conduct all-round training for them.

The way to reserve talents has become an ascending channel for employees, and at the same time, it helps to make the best use of talents.

It takes two months for an important post to reserve a talented person. The enterprise should spend thousands of yuan or even tens of thousands of yuan on the training cost, but the benefits it brings to the enterprise is far more than that. Therefore, the reserve of talents is not a waste, but a wise move.