Industrial Upgrading Of Service Enterprises Should Start With Talents

So far, many people still have a lingering fear of the downturn in the clothing industry during the global financial crisis in 2008.

Orders for foreign trade plummeted and a large number of workshop workers were "unable to work". Many garment factories were forced to shut down or even sublet.

But now, with the gradual development of the "storm eye" in the post crisis era, a large number of garment enterprises in the coastal areas once again usher in "recovery".

At the same time, the "power" performance of the local clothing consumer market has also doubled the confidence of many business leaders.

After the Spring Festival just past P, no matter whether to take part in job fairs, log in to job search websites or read classified ads in newspapers, you can feel that many clothing companies have made a big move to recruit soldiers.

It is understood that the monthly salary of four thousand or five thousand yuan Marketing Manager position is not uncommon, "design director salary 15 thousand yuan start", "senior women's custom designer annual salary of 250 thousand yuan," and other high salary positions are even more impressive.

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< p > < strong > industrial upgrading should start with talents < /strong > < /p >.

< p > after China's clothing market has been in a depressed state, it has begun to get out of the stock haze under the vigorous promotion of garment enterprises and electric business.

At the same time, as Adidas and other brand manufacturers "fled" China's major blow, Chinese garment manufacturers began to create their own brands and take the creative route.

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< p > but according to Chen Dapeng, executive vice president of the China clothing association, analyzing the Chinese clothing market, the soft power needed to support the development of high-end brands in China's garment industry is not strong. There are special brands, imperfect features, obvious homogenization competition and poor sustainable development.

Chen Dapeng believes that solving these problems should start with clothing talents.

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< p > for this reason, the talent network of elite network has hosted the fifty-second Fashion Fair in Beijing Chaoyang talent market recently.

At the recruitment meeting, more than 50 well-known enterprises, including longqingxiang Garments Co., Ltd., BELLE shoe industry (Beijing) Co., Ltd., Beijing Hongdu fashion dress and adornment Co., Ltd., were invited to provide nearly 1000 jobs, attracting more than 2000 garment professionals to apply for jobs in Beijing.

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In addition to sales vacancies in sales, sales managers and sales positions, the demand for design talents in professional clothing designers, underwear designers and other design personnel will be increased compared to the previous recruitment date. < p >

In addition, the posts related to garment business have continued to be popular at the job fairs, and businesses urgently need website artists, website statistics analysts and website operations specialists.

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< p > < strong > the designer of professional wear and underwear is difficult to recruit < /strong > /p >

< p > according to the Canton Fair data, orders for home textiles and men's and women's wear in garment industry have increased year by year, and their market demand has also contributed to the growth of demand for men's and women's clothing design talents.

At the same time, according to the scene of the recruitment fair, we know that in addition to the urgent need of male and female fashion designers, Beijing Hongdu Fashion Clothing Co., Ltd. and Beijing five beauty family Clothing Co., Ltd. are also badly in need of professional costume design and underwear design talents.

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< p > there is no lack of experienced and competent fashion designers at the job fairs. However, most men and women who design for men and women wear less experience in the design of professional wear and underwear.

HR, a five beauty family clothing company in Beijing, said that the company mainly focused on the production of female plastic underwear. Several experienced designers were encountered during the recruitment process. However, due to the fact that the job seekers were not able to see the job seekers at the scene, the enterprises need to consider the job candidates again after the comprehensive consideration.

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< p > career guidance experts suggest that for job particularity, design job seekers should bring their own design works in the interview process.

In this way, enterprises can make more choices and save time for job seekers.

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< p > < strong > website operation talents become the focus of recruitment < /strong > /p >

< p > clothing enterprises, while building their own brands to save the market, have gradually joined the ranks of electric providers under the impetus of the sales market, aiming at developing multi-channel sales.

There are no shortage of such enterprises at the recruitment fair. Beijing Seth new century Clothing Co., Ltd. and original grapefruit (Beijing) Garments Co., Ltd. are engaged in website art. Beijing purple beauty Tang costume Co., Ltd. is engaged in network promotion specialist.

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At P, HR, Beijing Seth new century Clothing Co., Ltd. said that the job seekers who applied for the website of the company should be skilled in the operation of picture editing software and be able to independently undertake the art work of online shop, with 1 years to 2 years experience in online shop art.

HR of the enterprise indicated that the requirements of technical positions for academic qualifications were not high, mainly based on the actual working ability.

According to HR, more than 20 suitable resumes were received at the recruitment meeting.

Among the two desirable job seekers, the company may give up hiring the two candidates because of the high salary requirements.

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< p > reporter has learned that due to the increase of cost of living, the newly graduated job seekers have more than 3000 yuan in salary requirements, and the specific salaries are divided according to their posts.

Fresh graduates also voluntarily give up their jobs because they can not give the corresponding remuneration.

Experts on careers guidance of elite Internet association suggest that job seekers should focus on the development prospects of the workplace and accumulate experience and grow rapidly in the process of work.

With the corresponding professional ability to get the corresponding remuneration.

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< p > < strong > the bottleneck of nesting Phoenix talent breakthrough < /strong > < /p >

< p > the high rate of employee turnover in garment industry is a common phenomenon in the industry. It is hard for high-end talents to get it. Often it is hard to find talents to find the best way.

Liu Hongjun, a partner of the strategic planning company, believes that there are many reasons for the recruitment difficulties of enterprises. There is no reason to exclude the social reasons such as the shortage of compound talents. But the enterprises need to reflect on whether the enterprises will increase the recruitment threshold appropriately because of the high expectations of attracting talents and whether the personnel selection system is appropriate. What is the soil of the corporate culture? Is the career planning of employees clear? < /p >

< p > Liu Hongjun summed up the Countermeasures of "building mechanism, sharing platform and sharing".

The construction mechanism is to build a more scientific and more attractive mechanism for attracting and retaining managerial talents from the aspects of the management system, system and process of enterprises. Platform is a platform that enables employees to better play their value and a platform that can provide employees with a balance between life and work. Sharing is to say that talent is the owner of an enterprise, and when the enterprise has achieved its results, it must share the benefits and rewards from the development of the enterprise with its employees.

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< p > clothing enterprises need to relocate the human resources department from a strategic point of view. At present, human resources management is often placed behind the marketing and financial departments.

The vast majority of human resources departments of enterprises are mainly engaged in recruitment, training, staff relations handling, salary and welfare management.

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< p > enterprises must truly "nesting Phoenix", the role of human resources departments in the overall management and operation of enterprises must change, from simple administrative functions to the strategic partnership of business management.

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