Jinjiang Shoe Companies Take Part In Dating Activities

"For a long time,

There is a phenomenon inside: migrant workers in Jinjiang come to the age of marriage. If there is no target, the family will rush to return to their hometown to get married, and some employees can only resign.

Jiang Shulin told reporters that this year there was a girl in the company's sales department who resigned from home. "At that time, I was quite touched by her. She was a more competent employee, but she chose to go back to her hometown because of her introverted, usual circle of communication.

After many considerations, Jiang decided to host a company by Bai Hong.

Activities, and invited a number of Jinjiang enterprises to participate, thereby widening the communication circle of employees.

"At that time, I told this idea to my boss. The boss was very open-minded and very supportive. The cost of the whole fellowship came from the organizers, because it was the first time to host the event. In order to perfect the activities, we also invited the social workers association to join them."

According to Jiang Shulin, from February to May, the organizers and co organizers spent a lot of energy and thought. "We need to organize participants first, which requires internal propaganda and mobilization of various enterprises. Then we should match the participants, from the ratio of male to female, age, work type and so on. Finally, we should organize the activities, we must coordinate the scene and ensure the safety of activities."

The invitation of Mr. Wang was immediately touted by many enterprises, and he mobilized and organized staff internally to sign up actively.

"Actually, we have done similar activities inside the company before, and the result is pretty good.

Before the company held a forum, there were staff suggestions, and I hope to hold such an event again. I didn't expect that the company had such a "foresight" to host such an event. When I was inside the company, there were several staff members to consult.

361 degree manager Xiao Li Sheng led the team, and the 12 list of young people was scheduled to "keep the appointment".

As a result, Jinjiang enterprises became the "matchmaker", creating a warm romantic friendship for single employees, and hundreds of young men and women collectively "kept the appointment".

Employees' marital stability can help them to work safely.

The problem of marriage and love from single employees has become increasingly prominent in Jinjiang enterprises.

It is reported that marriageable age employees can not solve their personal problems in Jinjiang, but have resigned from their homes to get married and get married. This happens in other enterprises in Jinjiang.

Feng Jiawei, assistant director of Xincheng group, told reporters that as a textile enterprise, Xincheng group needs a large number of women workers, but every year, some women workers quit their jobs because of their marriage problems.

"On the day I received the invitation from the company, I strongly supported and immediately mobilized inside the company. This time I organized ten single middle-level cadres to attend."

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Feng Jiawei believes that due to the intense competition, pressure of work and economic pressure, many young people, especially the singletons of migrant workers, are more prominent than others. "It is really difficult for the company to organize such an activity. It is really difficult for young people to build up a good dating platform for single young people. This also enables them to work in Jinjiang and feel more sense of belonging, so as to retain talents for enterprises in Jinjiang."

Jinjiang machinery company Xu general also admitted that mechanical enterprises are mostly male workers. They have a strong technology and high salary level, but because they are immersed in technology research and development for a long time, the communication circle is very narrow, and "personal problems" are always hard to solve.

Enterprises are anxious in their eyes. They have been worried that one day they will go back to their hometown to find their partners and not to return.

The company has always wanted to find companies with lots of women workers around them, but it has been difficult to achieve them.

Xu deputy chief said that the activities launched by Bai Hong were very inspiring for him, and they should also organize staff to take part in such activities.

Liu Ying, deputy director of human resources at Heng An Group, believes that for some workers, besides the salary, personal marital affairs are also a big problem. If the employees' marriage is stable, they will have no worries.

Employees are the greatest wealth of enterprises. To treat their employees kindly is to treat the future of the company well, and the enterprise helps employees to solve their personal problems voluntarily, reflecting the concern and concern of the employees.

Some enterprises are worried about triggering job hopping.

However, despite the popularity of most of the companies, there are also concerns about the negative impact of such activities.

Chen Chen, director of Human Resources Department of an enterprise in Jinjiang, said that such activities did provide a platform for mutual understanding to employees of peers. But it is undeniable that after we became friends, we would inevitably ask each other's wage level, welfare benefits, working environment and so on.

"What I am worried about is the normal production of enterprises."

A manager of a mechanical enterprise in Jinjiang, Li manager, said that hosting such an activity would cost too much manpower, material resources and energy, and there might be few "hands" in the end.

"It is impossible for an enterprise to produce too much energy and time to do such things. Often, one can not succeed in a friendship, and the remaining single young people do not have a special department to continue to serve them. The organizers can not grasp the information of a large number of young marriages."

Xiao Lisheng said frankly that these concerns had happened before. "At that time, it was mainly worried that the activities had not been done well, and they were worried about themselves. They also made the employees unwilling, but this time, the staff members were participating in the activities of friendship, and the general feedback was pretty good. The forms of activities were more diversified, which is also of great benefit to those who are busy with work and have no time to develop their emotions."

Huang Zexing of the human resources department of Ai Group believes that such activities must be based on the voluntary participation of their employees. Only when they volunteer to participate, can they achieve meaningful results and achieve results. "Some employees are very close to blind dates. Some are too shy to participate in activities. These types of employees let them go with the flow and do not mobilize people at all times."

Huang Zexing also emphasized the matching principle of age. "It is best to be young men who are older than women, and do not organize a group of" 85 after "young women and a group of" post-90s "young men.

"A lot of concerns and possible situations, we have done an assessment before the activity organization, and made a lot of preliminary and preparatory work in the early stage."

Jiang Shulin said that this activity, whether it is personnel matching or activity form, is more reasonable, and after trying, we can constantly find out problems and solve problems.