The Status Quo Of Garment Industry: The Current Situation Of Talents In Apparel Retail Industry

"Why are we always difficult to recruit? Why are we always unable to keep the excellent training?

When asked how many garment enterprises are faced with the problem of shortage of talents, the leaders interviewed by the enterprises say that they are troubled by the shortage of talent, not just lack of ordinary shop assistants, but even some managerial posts such as store manager and brand operation director are also difficult to recruit.

What is the reason for this? For this reason, the questionnaire was released to explore the joy and worry faced by the apparel retail industry and the way to solve it.

Worry: talent is not everything but industry.

Shortage of talents is a major obstacle to the sustainable development of China's garment industry.

It is worth noting that this survey shows that

The garment industry also needs various professionals, such as plate making, technology, marketing and so on.

Of the 109 surveys collected, 55.05% were men, 44.95% were women, 31.19% were aged 18 and ~25, and 65.14% were between 25 and ~35 years old.

Reporters learned through interviews that sales personnel were the most popular among them. The educational level of sales personnel accounted for 75.23% of the tertiary level and undergraduate level, and over 80% of the respondents were engaged in sales work for a period of less than 3 years.

At present, 65% of garment enterprises are no longer in need of qualified talents when recruiting marketing personnel, but more importantly, sales professionals with relevant professional knowledge in a certain field.

Therefore, today's

In addition to understanding marketing and understanding clothing design, clothing market and even the international fashion trend, talents can make accurate judgments for the direction of clothing marketing.

However, at present, there are few related professional settings in Colleges and universities, and specialized training in clothing marketing is rare.

One side is "enough" and the other is "shortage". This phenomenon reflects the problem of structural shortage, which has become a problem that garment enterprises and garment talents have to face directly.

Why is there such a demand change? There are two main reasons: first, the demand for talent in the garment industry has been greatly improved.

Related statistics show that in January 2011 ~6 months

The demand for talents in the retail industry increased by 31% over the same period last year, with the largest demand for shopkeeper, accounting for 70%, followed by clerks, accounting for 20%, and supervision by 10%.

In the past two years, export-oriented enterprises have returned to China to build their own brands. They need a lot of experienced designers who can control the fashion elements and familiarity with the domestic market. They are familiar with domestic trade operation, sales personnel with rich sales channels, and planning talents with high-end brand marketing operation.

This gap is huge. It is difficult to achieve it only by hunting.

And some old brand extension and diversified styles of design and development also need to promote this type of talents.

Talent resources can not be in place, will inevitably lead to a new brand promotion efforts alone, affecting the visibility of the promotion, dragging the pace of market share and postponing the arrival of the profit period.

Second, the ability requirements for practitioners are also greatly improved.

For example, the requirements for salesmen, the skills required in the past are relatively simple, only requires a comprehensive understanding of products or services. Nowadays, we should not only be proficient in industry and product knowledge, but also understand the needs of customers, products and services to help them solve problems.

Hi: finding a new mode of school enterprise cooperation to break the bottleneck of talent planning

The clothing specialty is a highly applied discipline. The quality education of the university has become an armchair strategist without a lot of effective training.

As a result, the hot posts in the clothing industry have been released, the job seekers' performance of job seekers will be mediocre, or the positions of talents can be concentrated.

School enterprise cooperation as a triple win development model for enterprises, schools and students, in recent years, seeking a deeper mutation.

For example, enterprises should help to make career planning guidance and open up more channels for students.

To solve this problem,

JEANSWEST seems to have more say.

Last year, JEANSWEST and Huizhou University jointly launched the "Chinese University Students' pioneering JEANSWEST practice base". Before that, JEANSWEST has cooperated with Huizhou University to train talents, and the first 30 retail sales students have graduated.

It is understood that the Chinese University Students' pioneering JEANSWEST practice base provides real opportunities for college students with real shop sales mode.

By setting up JEANSWEST solid stores, the business base will provide training on goods, sales skills, management and display and promotion, etc., to help store operation and management, and provide real opportunities for students in real shop sales mode. Besides selling, students should also plan and study how to run good shops, do marketing and publicity programs, and put forward their own proposals.

Unlike other businesses, students can participate in the business and receive sales dividends without any capital.

The base has attracted dozens of students to join the rotation system.

The business hours of the shop are 10 hours a day, and each student arranges the working schedule according to his spare time. JEANSWEST also provides a subsidy of 8 yuan per hour for work study grants to these entrepreneurs, stimulating their entrepreneurial enthusiasm.

Yang Xun, chairman of JEANSWEST, said: "the biggest problem that clothing companies encounter now is sales.

As far as I know, many of our schools talk about engineering, not talking about sales, or even a good brand management course.

Even if there is, it is far from the market demand.

At the moment, we should consider how schools and enterprises are closely integrated.

Because students create works, enterprises want products, and this is not good for them. They will never be used.

For example, in JEANSWEST, we do not have a design department, but a commodity development department. We think a commodity is to be developed.

Design is for appreciation, and products are for use.

If we do not know from this aspect, what kind of road will the result come out? I urge you to consider how to set up courses at the operational level, cultivate talents in the garment industry, make suggestions for the development of the garment industry, and promote the better pformation and upgrading of the garment industry.

Look forward to strengthening vocational training and increasing talent pool

At present,

The current situation of talents lies in such problems as "lack of experience in theory and lack of theory in experience."

For example, China's on-the-job plate making division, less than 10% of the educated, and less than 6% of the professional training.

In addition to the training of colleges and universities, it is still rare to train talents in enterprises like this.

The survey showed that 59% of the respondents had only once received on-the-job skills training.

More than 60% of respondents believe that the amount of on-the-job training they receive is far from enough.

Lin Jun introduced: "why do we graduate salaries and basic employees pay the same? Why does it take 3 years ~5 years to get the reuse of enterprises? The problem is the disconnection between universities and the market.

Such as Shaoxing

There are nearly 200 thousand employees in the industry and nearly 20 million in the whole country.

In addition to training textile talents in Colleges and universities, how to train talents in the society? Since 2009, we have opened a training course to train employees in Shaoxing enterprises.

At present, there are about 1000000 people in the clothing talent pool.

70% of employed employees and 30% of school students.

It can be roughly divided into two categories, one is technical talents, the other is development and design talents, and the other is marketing talents.

In my opinion, we should strengthen the training of job segmentation so as to fundamentally solve the problem.

In addition, experts suggest that as a garment enterprise, we must reconsider the process and effective steps and methods of personnel selection, and implement effective recruitment according to the five steps of "post analysis, formulation of plan, implementation plan, result verification and optimization plan".