Wenzhou Shoe Manufacturers Actively Respond To "Pformation Pains"

Perfect management, seek outsourcing, optimize personnel, and pform technology.

Faced with the "pformation pains" brought by the new law, some private enterprises in our city have responded positively, and have made some "rethink" about their management style, personnel structure and production technology.

Zheng Xiudong, chairman of the group, said that although the implementation of the new law has increased the cost of labor, but in the long run, it will play a positive role in enhancing employee loyalty, improving company management level and improving labor productivity.

Before the "fine system" changed to the "compensation system", a well-known shoe manufacturer in Lucheng began to amend the employee code before the new year's day.

The system of "fines" which has been implemented for more than a decade has been abolished and replaced by the "compensation system".

The boss explained that in the past, if employees broke the glass in the workshop or dormitory, the company would make a fine in addition to making them pay the corresponding loss.

After the "compensation system" is changed, the company considers the employee intentionally or unintentionally break the glass, if it is intentional, then pay the full amount of compensation; if it is unintentional, then ask the employee to compensate half of the loss.

Similar cases are also available in other enterprises.

"Before some important rules and regulations of the enterprise are basically the enterprise has the final say, now the enterprise must consult with the staff to decide."

The owner of the trade business said that his company also made some changes to the job responsibilities and some inappropriate details in the employee handbook, and asked employees to confirm their signature.

Trying to "outsourcing" to seek "outsourcing" Zhejiang Guang An Standard Parts Co., Ltd., as a typical traditional manufacturing enterprise in Wenzhou, is also carrying out a series of new attempts.

For internal workshops, they try out internal contracts.

The company provides the existing plant, equipment and quality control management technology, and contracts the wire drawing workshop. The company only needs to assign tasks and targets, and whether the acceptance products are qualified, and the Contractor shall organize the production to complete the tasks.

Since last year, they have gradually reduced the scale of standard parts that they started to build.

"We hope to outsource most of the business."

Wu Guangan, chairman of the company said.

In fact, the company's existing staff is more than 100 fewer than it was a year ago.

Last year, the company had outsourced 1/3 business, and this year the proportion will be 50% or even higher.

Wu Guangan said that in the whole company structure, manufacturing has become the biggest but the least profitable part. Outsourcing and contracting this part may reduce some profits, but the risk of the company will be greatly reduced and the management pressure will be reduced.

In the market, finance, design and management departments, the standard parts of light safety have been strengthened, and technological pformation and equipment investment have been intensified.

The reason is that by accurately decomposing the whole manufacturing process, we can control manufacturing cost and quality from the beginning, avoid waste and uncertainty in the production process, and improve efficiency and efficiency.

The assistant general manager is also a two member of the Wenzhou economic and Technological Development Zone, a high-tech industrial enterprise mainly producing fiber. Due to the constant increase in raw material prices and labor costs, 12 people were recruited after the Spring Festival, and only 4 people were recruited.

As a result, several departmental managers are now holding two positions.

So is Mr. Tang, assistant general manager of the enterprise.

Originally, the company originally intended to recruit a workshop supervisor, and later thought that Mr. Tang was familiar with this business, so he made a part-time job as workshop supervisor, and there were three workshops in a week.

The boss calculated an account. The minimum monthly salary of a workshop supervisor was 3500 yuan, plus other benefits, at least 60 thousand yuan a year, and now only 30 thousand yuan is enough.

Increasing the income of excellent employees, the owner of a well-known shoe manufacturer in Yongjia told reporters that before and after the implementation of the new law, the company has made corresponding adjustments to its staff, cutting off the staff who are difficult to manage and skilled, and recruit a relatively good number of new employees, and increase their wages.

This involves all departments of the company.

The employer said that the average income of employees now increased by about 15% compared with the same period last year. "The sense of belonging of employees seems to increase with the increase of income."

The general manager of the US listed company is located in the new town of the city.

The company employs 92 people last year, and now has 68 employees.

At the beginning of this year, a total of more than 10 employees who failed to sign more than two labor contracts had been dismissed.

The general manager said that as the performance target responsibility system was clear, the two months after the new year, the overall performance has not declined, but has also improved a lot.

Lawyer interpretation and interpretation of people: Yan Yipan, director of the Economic Department of Zhejiang people's joint law firm, key words: misunderstanding 1: Misunderstanding: no fixed term contract is an iron rice bowl.

Interpretation: contracts with employers are not equal to workers' "iron rice bowl".

According to the thirty-ninth article of the labor contract law, a laborer is found to be unqualified for employment during the probation period. He seriously violates the rules and regulations of the employing units. He seriously misconducts his duties, engages in malpractices, and causes serious damage to the employing units. He also establishes labor relations with other employers at the same time, which seriously affects the completion of the work tasks of the unit, or refuses to make corrections by the employing units. If he or she takes advantage of fraudulent or coercive means or takes advantage of danger, the other party will conclude or change the labor contract in violation of the real intention, causing the labor contract to be invalid. If the criminal responsibility is investigated according to law, the employer can still terminate the labor contract.

Misunderstanding 2: employees must obey the unit rules and regulations without any conditions.

Interpretation: this understanding does not have any legal basis.

When the employee signed a labor contract with the unit, he formed a labor legal relationship, and the employee should abide by the rules and regulations of the labor unit.

However, if the rules and regulations are in violation of the labor contract law, civil law and other relevant laws and regulations, they are invalid or revocable in law, and invalid rules and regulations will not be binding on workers.

The laborer violates the legal rules and regulations, and should bear the liability for breach of contract or compensation, and the employer has no right to punish.

Misunderstanding 3: the labor contract law does not protect employers.

Interpretation: this understanding is one-sided.

Compared with the labor law of the People's Republic of China, the labor contract law of the People's Republic of China has increased the conditions for the employer to rescind the contract, the limitation of competition, and other provisions which are favorable to the employer and are easy to operate.

Misunderstanding 4: units may require workers to provide security.

Interpretation: the law has expressly prohibited such workers from providing guarantees.

Article ninth of the labor contract law: employing units to recruit laborers shall not detain workers' resident identity cards and other certificates, nor require workers to provide security or to collect property from laborers in other names.

Misunderstanding 5: answer all questions honestly when applying for a job.

Interpretation: the labor contract law stipulates that employers should have the right to understand the basic situation that workers are directly related to labor contracts. We must understand the meaning of the provisions in a comprehensive way and not take them out of context.

What is the "direct correlation"?

It refers to education, experience and other work directly related to the content, marriage, children and other work is not directly related to the situation, job seekers can refuse to answer.