Return To The Factory Is Very Good, There Is No "Labor Shortage", Guangdong Textile Industry Develops Well.

< p > the rate of return to factory is high, the state is good, < /p >.
< p > February 21st, the reporter interviewed several enterprises in Guangdong < a href= "http://www.91se91.com" > clothing textiles < /a >, most of the enterprises responsible persons said that the factory workers returned more than 80% after the festival, especially after the Lantern Festival, all of them returned to the factory. There was no obvious "post holiday syndrome" after returning to the factory workers. < /p >
Liang Liyun, director of Guangzhou yuan Zhicheng Home Textile Co., Ltd. tells us that the employees of the company have already returned to work at eight in the beginning of the year, and the rate of returning to factories has reached 100% on the 21 th of the 21. Shi Mingxiao, general manager of Guangzhou special-shaped Clothing Co., Ltd., said that although the rework rate is not up to 100%, there is no bad phenomenon such as laziness, neglect and concentration. < /p >
< p > "some employees even hope that they will not leave the holiday after the Lantern Festival and do nothing in their hometown. It is better to start work at an early date." Yan Zong, director of Guangdong Jianye Textile Co., Ltd., very pleased to tell us that due to the small workload at the beginning of the year, this is a good transition period, which enables employees to adjust their status to the best. < /p >
< p > the two poles are difficult to recruit, < /p >.
< p > > a href= "http://www.91se91.com" > garment textile industry < /a > labor intensive industry. The problem of recruitment difficulty is in existence every year. In 2013, the recruitment of garment and textile industry is facing "two extremes difficult" phenomenon: senior leaders are difficult to recruit, and grass-roots employees are missing. < /p >
< p > according to Zhang Caili, CABBEEN clothing brand promotion department, the company currently needs the professional level R & D personnel and the sales executive who has the ability of retail terminal operation and management. Although the company has already set out the annual salary of several hundred thousand yuan, it has never recruited the right person. < /p >
"P," Yan general, a href= "http://www.91se91.com" > textile > /a, has no choice but to say: "many professional managers are unwilling to step into this industry." The textile industry for the public, the recognition is not high, and the industry is relatively boring, professional knowledge has certain requirements, so it is very difficult to recruit outstanding management talents. < /p >
< p > for the grass-roots workers in enterprises, such as plate making workers and lathe operators, the minimum monthly salary is more than 2000 yuan, and there are also appropriate assessment bonuses, and welfare benefits are constantly rising. Why are they still losing? Yan general analysis: "grass-roots employees are affected by their own conditions, such as age, physical condition and other factors, which will lead to a big flow phenomenon." < /p >
< p > in the face of the problem of "difficulty in recruitment at the two poles", many textile enterprises have indicated that the strategy of talent training in enterprises is "internal training is the main and external recruitment is subsidiary". The staff positions should be appropriately adjusted to maximize the advantages of employees, so as to prevent the loss of excellent talents, and on the other hand, avoid the difficulty of recruiting workers. < /p >
< p > soft and hard treatment keeps heart. < /p >
< p > "rather than recruiting people, it is better to keep people". This employment policy is particularly evident in the textile and garment industry. In order to retain talents, the majority of enterprises surveyed said that the employee bonus will increase by more than 20% in 2013. < /p >
< p > Liang Liyun said that the company attaches great importance to the two aspects of soft and hard benefits. The salary is hardware condition. The company raises the monthly piece bonus every year, the worker can get the 6000~7000 bonus at the end of the year, and the software is concerned about the employees. During the off-season, the company will give some employees a holiday to adjust their physical and mental state. < /p >
< p > other enterprises also say that there will be at least one professional skill training for employees at least once a month. In addition, maintaining the full communication with employees at the grass-roots level is also the key for enterprises to retain their hearts and minds. < /p >