Recruitment And Retention Strategies Of Customs Service Enterprises

lately, Hangzhou Yu Bo (a pseudonym), the general manager of a garment processing enterprise, complained to the reporter: "Our factory has nearly 70% of the gap in recruiting workers. The maximum wage for lathe workers is 4000 yuan, but no one can be recruited."

Chen Yumin, another clothing boss, said that at present, the average mechanic's monthly salary is more than 2000 yuan, and he is responsible for food and shelter, while the average salary of skilled mechanic for five years is about 3500 yuan per month, and many people can get 5000 or 6000 yuan.

Information from Zhejiang Provincial Economic and Information Commission shows that from January to May this year, the average monthly salary of industrial employees above designated size in the province reached 2115.8 yuan, up 16.7% year on year.

However, to the annoyance of garment enterprises, even high wages may not be able to recruit workers.

Behind this round of wage increase is the real reflection of the changes in China's population structure and economic structure.

First, structural contradictions are prominent. On the one hand, many college students cannot find jobs; On the other hand, industrial skilled workers are scarce, and migrant workers cannot be recruited for the types of work that need hard work. This is the result of the decline of the birth rate since 1987 and the expansion of college enrollment since 1997.

Second Economics During the crisis, with the rapid development of the mainland economy, the link of the clothing industry gradually began to shift, and the number of clothing enterprises in the mainland continued to increase, and due to the moderate welfare treatment and proximity to home, most clothing technicians preferred to stay in their hometown for development.

Third, due to the long-term extension of working hours and improvement of labor intensity, the clothing enterprises have poor working environment, no air conditioners in summer, lack of humanization in enterprise management, and lack of sense of security and sense of belonging, so employees think their returns are disproportionate.

Fourth, the promulgation of the national labor law has caused great pressure on enterprises. Employees' legal awareness has been constantly enhanced, and they pay more attention to the welfare of enterprise recruitment.

Fifth, the cost of living in coastal areas is getting higher and higher under the pressure of inflation. A netizen in Shenzhen calculated an account. Taking the monthly salary of 2000 yuan as an example, it also costs 500 yuan to rent a farmer's house. With transportation, food and other expenses included, the monthly salary has gone more than half, which does not have an advantage over those in second and third tier cities.

All kinds of signs show that cheap labor, an important factor supporting China's rapid economic growth over the past decade, has reached a critical turning point in supply and demand.

terms of settlement

In order to alleviate the employment gap during the Spring Festival, each enterprise can be described as "Eight Immortals Crossing the Sea, Each Showing His or Her Divine Power". The editor summarizes here for the reference of enterprises.

Salary increase: This is the most common and basic move. Many small and medium-sized private enterprises and private enterprises have encountered the dilemma of difficult employment. The only way is to repeatedly raise the wages of workers. Hangzhou Family clothing Manager Yang of the personnel department of the factory said, "For example, our company will pay year-end bonus, seniority bonus and one more month's salary at the end of the year. There are many old employees who have worked for more than ten years in our factory. The year-end bonus plus salary can get about 10000 yuan."

Use "odd jobs": pay one day for one day, which can save wage costs and other welfare expenses during breaks, and is the most suitable cost saving rule for small business owners. But it has no reference value for larger enterprises.

Price rise: Another way to cope with salary rise is to spread the cost into the product price. The price rise after salary rise is now as eye-catching. However, consumers may not buy it.

Emotion card: Now people pay attention to humanized management, so this move is also widely used, and the effect is good. Buying train tickets for employees is an old trick, not new.

Xu Miaohong, executive vice president of Xiaoshan Hengli Garment Co., Ltd., said that in order to retain workers, the company will send cakes on each worker's birthday; For the post-80s and post-90s young workers, they were invited to watch three star concerts in succession before leaving them.

The boss of a garment factory in Wujiang will send a text message to the workers to greet them on New Year's Day. In ordinary times, if anyone is sick, the boss will not only allow them to ask for leave, but also let the workers accompany them to see a doctor. In recent years, few veteran workers have resigned.

"Wedding Agency": This is a "killer weapon" offered by a clothing factory owner in Xingang Town, Changshu City. The vast majority of textile and garment factories are female workers, while the average age of skilled female workers is about 23 years old. Many people will take advantage of the Spring Festival to go home to find a partner and never return. When recruiting, the boss paid great attention to the balance between male and female workers in different projects, and created opportunities for young men and women from other places to take root in Jinfeng. If you keep your mind, you will keep people.

Moving inward: Foxconn, which caused the building jumping incident, started construction in Zhengzhou in August this year. Their preference for Henan's rich and cheap human resources may be an important reason for them to turn to the mainland. However, garment enterprises may not be able to follow suit. Without a mature supporting industry chain, the extra costs after relocation may not offset the labor costs.

Building a system: To fundamentally solve the employment problem, a sound human resources system is essential.

Establish and improve the recruitment system. Develop some recruitment processes and standards. In particular, a more competitive salary system should be developed to continuously improve the treatment of employees, which should be slightly higher than that of other enterprises in the same enterprise, so that employees have a sense of achievement.

To build an enterprise's technical leadership, we should pay special attention to the workshop supervisors and masters, and cultivate them to become the backbone of the company's team. From the perspective of management, there are at least 10 subordinates in charge. It is particularly important to cultivate the management ability of supervisors, so we can develop more incentive measures.

Establish long-term cooperation in key labor exporting provinces nationwide. For example, let the family members of employees help to recruit, and the employees will be introduced.

A long-term effective and feasible training plan shall be formulated. Before entry, training shall be carried out on corporate culture, corporate development vision, job responsibilities, company systems, product knowledge, skills and other aspects. Establish employee work training plan.

After becoming a regular employee, a training plan for becoming a regular employee should be developed to continuously improve the employee's working skills and grow through learning.

Constantly enrich the corporate culture, introduce CI, VI and SI strategic management systems, such as offices, studios, restaurants, bulletin boards, newspapers, and the establishment of reading rooms, etc.

Establish an employee consultation center, care for employees, and provide psychological guidance.

Establish and improve the company's meeting management system, do a good job in the morning meeting and evening party every day, and constantly improve work efficiency and improve employees' mood through meetings.

Material aspect: constantly increase the income of employees, improve their living conditions, and improve their living conditions. Measures for food and housing subsidies, the development of a management method for allowance and subsidies for old employees, the establishment of employee care fund, the establishment of education fund for employees' children, etc.

System: the system should be reasonable, fair, and equal. Enterprise leaders should set an example, consciously abide by it, take the lead, and let each employee know the company's management system. The system has constraints and also needs incentives. If there is punishment, there will be rewards. The rewards and punishments should be announced.

Spiritual aspect: leaders should pay more attention to grass-roots employees, praise them more, be approachable, praise them more in public and criticize less, especially when they cannot be criticized by the public, shake hands more with employees, and eat with employees more on holidays.