Footwear Business Professionals Become The Key To Grab

Recently, due to

The rise of enterprise electricity supplier operation, manufacturers have taken online marketing channels.

The survey shows that 40% of the electricity providers are facing a shortage of talent, and talent has become the focus of grabbing.

China's first "2012 China e-commerce talent survey report" released.

The report shows that this year's demand for e-commerce talents is tighter, especially among e-commerce enterprises. There is a pressure of recruitment in the 80% companies.

In May alone, more than 33 IT posts were released nationwide, up 14% from the beginning of the year.

According to its forecast, the future demand may be even greater.

Reporters learned that the rapid development of the e-commerce industry has brought a series of operational problems. By introducing talents to break through the bottleneck of operation, it has become an important strategy for many e-commerce enterprises.

Price war spread to talent war

Recently, a medical website micro-blog "tens of millions of salary CEO" triggered a heated debate.

The B2C website, which has been online for less than a year, pays a lot of money. The annual salary of the "sky high" is comparable to that of banks, real estate and petrochemical industry. The target talents they need are also called "crossover" experts. One of them emphasizes that they are "proficient in strategic planning and management of enterprises, and operation management of e-commerce".

Coincidentally, another traditional retailing company recruited the recruitment document of the deputy general manager of the e-commerce department, saying that it had been worked in famous e-commerce enterprises such as Amazon China, Dangdang, Jingdong mall and so on.

There are also commercial real estate giant Wanda Group, in order to open up the field of electronic commerce, play the "base salary 200 thousand yuan to 400 thousand yuan" recruitment advertisement, but for the object of the request is very simple, "work experience for 1 years or more, proficient in C++ programming language".

Although the industries and scale of these enterprises are not the same, they consistently pay high salaries in e-commerce business.

From online to offline competition, from competing hardware to software, from grabbing the market to snatching users, talent has become an important weight for them.

It is reported that this year alone Jingdong mall will recruit 25 thousand people, and suning.com has ushered in 1200 fresh students.

In Hangzhou, the most popular e-commerce talents come from the Alibaba.

Alibaba has said that their brain drain rate is very low, and the flow is also in a healthy state.

But even so, there are still a large number of enterprises wishing to enter e-commerce or develop e-commerce.

According to the analysis of the industry, Alibaba's e-commerce has proved that their products, positioning and profit models are relatively mature, so their talents are particularly popular.

The love of talents in e-commerce industry is more and more obvious.

There is also a classic case of myth.

Only 3 months' practice staff has been dug up by other e-business enterprises, and has become a "director of e-commerce operation" for "digging people" enterprises.

40% electricity providers face shortage of talent

Last week, the China Electronic Commerce Research Center and the domestic e-business human resources service provider jointly launched the "2012 China e-commerce talent survey report". We conducted a survey on 1286 famous domestic e-commerce businesses, such as Fan Cheng pin, suning.com, Mai Bao, Tongcheng, Dongfang shopping, from the perspective of enterprise scale, recruitment status, talent pressure and professional quality.

The survey showed that 81.82% of enterprises had pressure of recruitment, and 59.09% of enterprises expected large recruitment demand in one year.

Among them, 40.91% of enterprises with high recruitment pressure accounted for 27.27% of the total monthly recruitment demand, accounting for 13.64% of the enterprises with high attrition rate and high recruitment pressure.

Because of the large turnover of talents, high salaries and retention of talents have become the main means of e-commerce.

At present, the pressure of salary growth has become one of the main problems perplexing the human resources department of enterprises.

At the same time, frequent recruitment activities have increased the recruitment cost of enterprises.

Among the surveyed enterprises, the recruitment cost was less than 100 yuan / person accounted for 18.18%, the recruitment cost was 100 yuan - 300 yuan / person accounted for 45.45%, the recruitment cost accounted for 20.45% yuan of 300 yuan - 500 yuan / person, and the recruitment cost was 500 yuan / person accounted for 15.92%.

Cui Libiao, a special researcher at the China Electronic Commerce Research Center, said that at present, the e-commerce industry is developing rapidly and fiercely competitive. In order to win the market, many enterprises have no time and energy to train their employees.

"For e-commerce enterprises, they are short of employees who are directly able to work and have experience."

Under normal circumstances, small and medium-sized e-commerce enterprises dig mature talent, and then combine their original mode of innovation and upgrading, in order to enhance their competitiveness.

On the one hand, e-commerce keeps digging people and causes job hopping. On the other hand, in the face of high salary and promising job hopping, many employees can not resist temptation.

From the perspective of the most needed talents, the demand for e-commerce operators and skilled personnel is the largest, followed by the promotion of sales personnel and supply chain management talents.

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Establishing talent training system and solving difficulties

However, too much "eager for success" can not solve the long-standing problem.

"2012 China e-commerce talent survey report" shows that in the next 5 years, half of China's more than 3000 SMEs will try to develop e-commerce. At this time, the "corner" can not solve the development problem of enterprises far away.

According to the report, at present, more than 93% of the enterprises are selected on the recruitment website, and 43% of them are promoted through internal training, which is also related to the lack of e-commerce talents in the market.

The report also reveals three core contradictions in China's e-commerce talents.

First, the contradiction between the rapid development speed of the industry and the shortage of qualified personnel.

The e-commerce industry develops rapidly at an annual rate of more than 50%, especially for a large number of traditional enterprises in the pformation of e-commerce. It is also the competition for talents. E-commerce is a new type of industry, with insufficient talent stocks, and insufficient output of talent training in universities. This contradiction forms a huge talent gap in the field of electronic business.

Second, the contradiction between the meager profits of e-commerce enterprises and the high cost of human resources.

The price war and the battle of flow of the electronic commerce enterprises have led to the continuous decline of corporate profits; the scarcity of talents, the high cost of remuneration, frequent recruitment and training of new employees, and excessive wastage rate, resulting in the high cost of human resources; this contradiction forms the enormous cost pressure of e-commerce enterprises.

Third, the contradiction between knowledge structure and traditional education mode that is rapidly updated in e-commerce industry.

In the knowledge structure of e-commerce, the theoretical system has not yet formed. The existing knowledge and skills all come from the summary of practice and constantly updated in practice. New e-business technologies and new models are emerging, such as the development of group buying mode, the attempt of socialized e-commerce and mobile e-commerce. The traditional education and training mode has encountered great problems in the training of e-commerce talents.

In this regard, Cui Libiao pointed out that colleges and universities should improve students' practical ability and improve the current electricity supplier training system.

It is necessary to improve the human resource management system and form a good corporate culture.

This is really the solution to solve the dilemma of the talents of electronic business.