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Quanzhou Garment Industry Rewards And Motivates Employees To Return To Factory On Time.

2014/2/26 16:14:00 167

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Quanzhou Clothing Manufacturing Industry Bonus Incentive Employees Return To The Factory

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recently, a number of manufacturing enterprises from < a href= "http://www.91se91.com/news/index_p.asp" > Quanzhou < /a > learned that there were more than 80% employees who returned from the factory back this year.

"In the field area, the rework rate exceeds 95%.

The rework rate of employees in Quanzhou is seven or eight.

Fujian Green group vice president Chen Guocheng said.

"seven at the beginning of the month, the rework rate of the enterprise has reached 90%."

Hong Huangyao, vice president of JOYOU building materials group, said that a few years ago, they started the policy of car repair, that is, as long as they were on duty within the company's prescribed time, the employees of other provinces could get a subsidy of 500 yuan.

Up to the first month of fifteen, the rework rate of the old employees has reached 98.2%. Some of the employees came from the north and were affected by weather factors, so they could not return in time.

It is reported that in order to expand production this year, JOYOU has recruited more than 700 new employees, of whom 1/3 are fresh graduates.

Hou Zhaohui, deputy general manager of P > 361 degree International Co., Ltd., said that the rework rate of employees has exceeded 80%.

"The weather is not very good this year. It has rained for many days in the second half of the Spring Festival holiday, which has caused some employees to fail to return to work on time.

Generally speaking, employees will return to work on time as long as they are safe at home.

reporter learned from XTEP manufacturing division human resources administration center, this year employees return to factory high willingness, each factory production line has started on schedule, including XTEP Anhui < a href= "http://www.91se91.com" > clothing < /a > factory return rate of up to 90%.

On the first day of the Spring Festival, Liu Qingxian, senior vice president, sent new year's greetings to the staff on duty and condolences to the partners who remained at work during the Spring Festival.

"we officially started eight every year at the beginning of the month."

Chen Jincai, executive vice president of golden deer group, said that many years ago they implemented the policy of returning factory to distribute thousands of red packets ahead of time, so the workers' return rate was almost 100%.

the bonus of "red envelope" of the enterprise faction is .

Chen Guocheng said, in order to ensure that the old employees return to work on time, the enterprises also have some brains.

"For example, recruiting workers, encouraging old staff to bring new employees into work.

We awarded awards in April to change the year-end bonus to adult awards, which effectively ensured the return rate of employees.

He said.

Hou Zhaohui said that in order to improve the old employees' punctual rework, the company adopted a measure of rewarding the factory on time. The first day was rewarded 680 yuan, which was 100 yuan a day.

"The reward for the old staff is 300 yuan, and there are also lots of staff recruitment in talent intermediary."

He said that the wages of workers increased last year, whether they were garment factories or shoe factories. At the end of last year, the wages of workers had exceeded 3000 yuan.

Ding Siquan, chairman of sun Hai sporting goods Co., Ltd., P, said that the salary of all managers has been raised by 5% this year.

"For the front-line workers, as long as they report on time, the salaries in March are doubled, for example, in March, the piecework wage reached 4000 yuan, and the enterprise will send more 4000 yuan to double the number."

He said that not only March wages, but also the old employees who returned to the factory on time and a reward of 2500 yuan would be distributed in the second half of the month. "Although the wage cost pressure of this month after Spring Festival is relatively large, it is conducive to staff stability."

Ding Siquan also said that the number of old workers returning to the factory basically reached over 80% this year, and the average number of old employees returning to the factory can be brought back to seven or eight new employees on average, so that 10% employees can be replenished.

"Bring back a new employee, the old employee can reward about 1200 yuan, in the new employee internship examination qualified, these reward funds will be distributed to the old employees monthly."

He said.

P > six at the beginning of the first month of the month, although the weather was cold and rainy, the deputy director of the XTEP manufacturing center for human administration, Lily scouting, had prepared a little red bag and little ritual to express his blessing and gratitude for the staff of the 18 workers.

When recruiting workers, XTEP also took many measures to improve staff management, such as one year of service, star service apartment building, working day shift, full time award and service age allowance.

do "head tooth feast" to boost morale less than /strong > /p >

if the "tail tooth banquet" of Minnan enterprises has been established as a grand event in recent years, the "head tooth feast" that began in private enterprises in recent years is a new phenomenon in the construction of brand culture.

The annual business meeting held around the first fifteen months of the year has become a "magic trick" for some enterprises.

February 18th, the 19th day of the first month of the Chinese lunar calendar, "Lion Brand outdoor 2014 business started the oath lions conference" with "details of the achievement of brand" as the theme.

In addition to releasing the direction and strategy of 2014, employees are singing and dancing. They have introduced many interesting programs, and sent big cakes and birthday blessings to their employees who celebrate their birthday. They sang birthday songs and cut birthday cakes together. The scene was sweet and touching.

"Lion card" is a big family, employees love each other.

Launching a business start up conference in new spring will help boost morale. "

Xu Rongsheng, general manager of Lion Brand outdoor, said.

MA Cassini's men's age is not very old. The company, combined with the characteristics of young people, also wants to retain some new skills.

Last year, the company took over a new year's celebration video uploading network. The employees themselves acted as their own role and combined the new media with the staff culture.

"Young people sometimes prefer a business environment rather than a salary."

Liu Hong, director of the company's a href= "http://www.91se91.com/news/index_f.asp" > brand < /a > said that after the new year's employees were in place, the company also held a series of business activities in the first fifteen months of this year, such as guessing lantern riddles to win awards, which not only enriched the cultural life of employees, but also enriched the personality attraction of enterprises.

"P" is unique. In February 20th, when the "full moon" was on the market, the local fashion festival also held a grand ceremony on the theme of "dream of dream 2014". All the staff sang the song "sky sky", which deeply felt the company's culture of "one mind and one mind".

dealers also commend .

Hong Huangyao said that in order to reduce dependence on human resources, JOYOU's production line automation upgrade speed increased last year, and in the field of tap operation, manpower cost decreased by 30% overall.

"Enterprises can not rely on reducing workers' wages to reduce costs. We should sort out the internal work process, reduce workers' work intensity and improve efficiency, so as to better reduce costs."

He said.

> Li Peisheng, director of human resources of Pan Pan food group, said that every year they have hard targets to reduce their dependence on manpower, and constantly improve the level of production automation, which can reduce manpower investment by about 10% per year.

In addition, because the company has 20 branches throughout the country, it can fully meet the mobilization needs of employees. For example, employees in Guangdong want to go back to Anhui's hometown, and the company allows them to be mobilized at any time, so that the staff can be well stabilized.

"For young employees, companies from Thanksgiving to a variety of Arts and performing activities have never stopped, paid vacation system has also been implemented for a long time, and often organize staff exchanges and training activities across the country, so that they feel at ease in a relaxed working environment at any time."

At the end of last year, the darling dog products limited company has held a commendation ceremony to commend outstanding agents and distributors. P

"Our performance in 2013 has doubled compared with 2011, and the situation can be said to be very good."

Luo Zhengming, deputy general manager of the company, said that this year, the recruitment will be strengthened in operation. It is estimated that the new employees of 70%-80% should be increased.

He said that due to the steady development of the company in recent years, already has a strong management team, so this year's new employees mainly consider recruitment from the campus, "the current management team already has the experience of training new people, and the recruitment of graduates can also effectively reduce labor costs."

school enterprise cooperation to train new talents

Liu Zhihui, general manager and chief talent officer of Fujian Min Min headhunting organization, said that there is a shortage of front-line workshop staff in the market.

For this reason, many enterprises have relaxed their recruitment requirements before changing their higher requirements for experience and education.

"From 2008 to 2010, the development of national enterprises was rapid, coupled with the rapid development of the western region, the proportion of university students was high, and the shortage of workers in the first-line workshop was a nationwide problem."

He believes that in recent years, with the change of the age of employment, the development of the western economy has led to serious diversion of workers from coastal cities, including front-line workers and marketing personnel.

"Previous employees need to solve the problem of food and clothing, but now they only need a job, so giving up work is more casual."

He said that the new generation of employees' understanding of welfare is no longer limited to living allowance, but more focused on cultural life.

he suggested that enterprises should inspect the performance of employees during the internship stage, and give more opportunities to employees who shoulder the burden of family life and have a sense of responsibility, which will help stabilize employee structure.

In addition, modern employees are afraid of repeating drudgery and do not see the future of development. Therefore, the training consciousness of employing enterprises in this area needs to be strengthened, and the rotation system can also be increased.

Chen Jincai said that in addition to the shortage of workers in the first line of production line, there is also a shortage of front-line sales personnel. For this reason, gold deer constantly organize interactive activities with colleges and universities, strengthen cooperation between schools and enterprises, attract young employees' attention, and tap excellent sales personnel.

Green group opened secondary vocational school and college class in the enterprise, so that employees can "learn while working".

in the agreement of school enterprise cooperation provided by an enterprise, the reporter saw that enterprises should provide skills training and internship for students in the school, and provide accommodation, meal supplement and so on for students.

"Students usually practice in the first floor workshop. After 3 months, they can also get piecework wages. For outstanding students, enterprises also set up scholarships."

A business person said that school enterprise cooperation is conducive to solving the problem of employment shortage in a certain period of time, but also helps to reduce the cost of human resources. However, the retention rate after the expiration of cooperation needs further verification.

boss personally hired senior executive /p >

last Saturday, the third commonweal high and medium talents recruitment fair sponsored by the Licheng District Civil Service Bureau was held at the source and 1916 creative park. The strong cultural atmosphere and relaxed negotiation environment attracted four or five people to apply for the job.

"The intention rate at the scene is about 20%, and the rate of achievement is around 16%."

Liu Zhihui, director of the head of China min, who is responsible for the activity, said.

according to the introduction, as the industry in Licheng district is dominated by microwave, electronics, machinery and other industrial enterprises, it mainly focuses on management and technical professionals in the recruitment of senior talents.

"On the one hand, the senior engineers of R & D are scarce. On the one hand, the senior managers such as production and marketing are in great demand."

Liu Zhihui said that although the operation of these two years is relatively difficult, the salary offered by enterprises is quite different from that of last year, but the choice of executives has become more cautious.

Liu Zhihui said that the demand for executives has also changed.

"Before is the director of human resources to look for executives, now more business owners themselves come forward, in the choice is also more pragmatic."

He said that in the past, employers could recruit executives, and decided to negotiate for the one or two time. Now the frequency of interviews has increased. It may take four or five times to decide whether to hire or not. "Enterprises prefer the executives who use results to speak, and they are willing to give the management talents of such strength."

He believes that many enterprises are facing difficulties in pformation, so there is an urgent need for executives who can solve problems.