Dialysis Shoe Enterprises "Anemia" Phenomenon

Just after the Spring Festival of 2008, businesses in coastal cities are busy recruiting.

As a result, though there are many enterprises in urgent need of "enriching blood", the workers are not in a hurry.

They are more willing to spend some time looking for a good salary and welfare company.

From the traditional shoe making industry, recruitment is difficult and difficult to recruit. This is the experience of many shoe companies in recent two years.

All kinds of jobs urgently need blood pfusion, whether it is Fujian Jinjiang, Chengdu Hou Hou shoes or Shishi and so on.

From the original people everywhere to find jobs to become workers everywhere to find workers to work, the labor market bustle is no longer the situation, the great change of 180 degrees directly led to the labor intensive footwear industry has never seen a shortage of human resources.

Phenomenon 1: "lack of credibility" leads to the low recruitment rate of talent, but it is a "talent war" on the surface. Actually, it is a contest of enterprise strength and a silent competition.

Many candidates look at the credibility of the reuse unit.

From this year's talent market situation, large enterprises due to good employment environment, high reputation, strong corporate culture and other comprehensive factors, the recruitment of workers is good, after this year, employees return to factory rate of up to 90%.

In sharp contrast to large enterprises, the turnover rate of some SMEs is as high as 3-5, and the shortage of workers has further affected their operating rate.

In Qingdao, the five famous brand enterprises in Qingdao, such as Haier and Binxing, are well appointed because of their good reputation.

The staff of the double star group, who is responsible for recruiting workers, talked about recruitment this year. "The development of the social situation has made people's desire for spiritual life more and more intense. In the past, they mostly made money, and basically did not choose workplace. Nowadays, most of them have changed. Families no longer take the income of their workers as the main living support. At this time, they choose to work in big cities and choose places with good reputation and better environmental conditions to become the first choice for most young people.

Phenomenon two: increased capacity of enterprises and expansion of recruitment gaps. According to statistics, China's foreign trade totaled US $1 trillion and 760 billion in 2006, a new record high.

Foreign trade has not only become the leading force in promoting China's economic growth, but also has brought new opportunities to Chinese export enterprises.

Therefore, in many parts of our country, many enterprises collect talents in addition to the human resources market. There are often many enterprises waiting at the station, such as crowded roads, putting up the brand of "enterprise recruitment", and many companies even play recruitment banners.

According to the introduction of the foreign star, the factories of the double star group have increased the production line to meet the demand of capacity expansion and recruit new employees.

Double star group personnel office staff said, because of the expansion of the enterprise's own capacity, and double star successfully involved in the tire industry, the five pillar industries of the double star (shoes, tires, clothing, machinery, thermoelectricity), eight industries (shoes, tires, clothing, machinery, thermoelectricity, printing, embroidery, three production) all need talents, and management posts also need to replenish fresh blood in time. But compared with other shoe enterprises, they are worried about not recruiting workers. The stability of the employees of the two stars has always been in the forefront of the industry.

Phenomenon three: wage and welfare is a "bottleneck". Whether from the whole country or from a local area, where wages are always high, employment environment is good, where workers are going to "flow", the shortage of employees is, in general, the issue of wages and employment environment.

At present, in order to retain their employees, many enterprises have begun to compete in raising wages and welfare benefits. The overall wages have been raised, and some have also increased insurance and provident fund for migrant workers.

Some enterprises adopt measures to increase production efficiency and shorten working hours, speed up the introduction of new technology and equipment, create a comfortable working environment for employees, and save many old employees.

Take double star as an example, in terms of wage distribution, they settle the wages of employees in time, show the wall of their wages, and earn a certain amount of money a day.

In order to encourage the enthusiasm of the workers, the double star tyre company has also launched a 10 day wage system. Employees have clearly understood their income and therefore greatly enhanced the motivation of their work.

"In line with the principle of" motivate employees, care for employees with love and motivate employees ", in addition to raising wages to stabilize employees, we have stabilized the employees through the pformation of production environment in the production management work, and creatively implemented the production mode of" putting in half finished products and cleaning up cases on the same day ", which changed the traditional practice of the sewing process in the past decades.

Phenomenon four: vicious competition leads to job hopping. Another reason for the difficulty of recruiting workers is vicious competition, which has led to job hopping fever.

Wang Hai, President of the double star group, said: "in recent market research, I find that there are recruitment difficulties in large and small enterprises."

He analyzed: "first, the investment in China has led to the continuous establishment of a large number of foreign investment and joint ventures. Almost all of the world famous enterprises have entered China's factories, enterprises and construction companies, and the demand for industrial workers is increasing.

Second, there are more than more than 20 thousand manufacturers of shoe making enterprises in China at present, and the contradiction between supply and demand is unbalanced.

Third, labor intensive and employment are mostly the characteristics of shoemaking industry, so the phenomenon of lack of work is particularly prominent in shoemaking industry.

Under a lot of pressure, many enterprises are faced with the current recruitment problems, and think of various ways to keep people and dig people. Some enterprises in order to retain old employees, recruit skilled workers, and launch high subsidies, also triggered some job hopping workers.

Many of the employees who left last year and even some of the management staff, when they entered the new jobs, had to go to the original units to dig up workers with high salaries and benefits in order to earn employee introduction fees, resulting in the frequent incidents of collective job hopping in some enterprises.

Phenomenon five: the development of the mainland attracts employees to stay in the countryside. With the development of the mainland and western economic regions, migrant workers have accumulated some experience, and have embarked on the road of self employment in their hometown, which has further increased the "gap" of recruitment by shoe companies.

On the other hand, as the state attaches importance to agriculture, rural areas and farmers, farmers' income has risen to a certain extent. This has enabled some outgoing migrants to return to their own land for farming.

Secondly, many large enterprises in the eastern coastal area are aiming at the central and western parts of China. With the implementation of preferential policies for enterprises moving westward, a considerable number of enterprises have chosen to invest in the mainland.

In the eastern part of the famous sports shoes manufacturing base, Jinjiang, Fujian, has been recruiting difficulties for several months. Some enterprises have gone to the mainland to recruit workers.

Similarly, Wenzhou and other places also appeared "shortage of migrant workers".

And the "shoes of Western China" - Bishan, Chongqing, "the capital of Chinese women's shoes" - Chengdu and other western regions have also introduced preferential policies, planted "Indus tree" to attract "phoenix", and double star, AOKANG, golden monkey and other shoemaking enterprises are all under the western shoes, so that many young people in rural areas have become "working people" at the door.

Phenomenon six: employees have changed their businesses for nearly two years. Many enterprises obviously feel that the flow of migrant workers is obviously accelerating, but they have not studied. The new generation of migrant workers have received more education, and their composition has joined the laid-off workers and technical school students.

They are open-minded, have wide contact with information, strong willingness to move, and easy to job hopping.

The overall quality of migrant workers has changed, and the employment environment of many enterprises has not changed.

Binhai president Wang Hai analysis believes that from an economic point of view, everyone's behavior is profitable, so the mentality change of migrant workers is inevitable.

This requires enterprises not only to give treatment to the cause, but also to give them a space for development and realize opportunities for self development and wealth.

At the same time, we should do well in humanized management.

He said: "the overall quality of migrant workers has changed, and this is what enterprises must deal with."