Textile Industry Pay Increase Is Also Difficult To Retain Or Overseas Recruitment.

In February 19, 2014, Spin clothing One of the pillar industries in Jiangsu Province, Changzhou City Federation of trade unions organized a special recruitment meeting of textile and clothing industry. The recruitment of 48 enterprises has provided 1300 jobs. Among the 1000 job seekers who came in, only more than 130 of them had initially reached their intention to work.

Difficulties in recruiting workers and expensive employment are the old problems that have been bothering textile and garment enterprises in recent years, and have gradually become a difficult problem for the entire Chinese manufacturing industry.

　　 Salary increase is hard to keep.

Xu Li (a pseudonym), aged 22, home in Cangzhou, Hebei. Changshu, Jiangsu A knitting factory has worked for two years, but this year she does not want to go again: "too far away from home, always looking at machines, working too monotonously, making no money, so it's easy to come back for a similar job."

In Changshu, Xu Li's boss is in the dark. The first fifteen months passed several days. Besides Xu Li, there were more than ten foreign women workers who did not plan to return. Probably, the workers who did not come back accounted for 30%. of the total number of workers in the small factory workshop last year.

No data statistics, textile and garment industry in the end how many employees, but ask the boss of those processing enterprises, almost no pain for foreman, and pain law is not the same.

Liu Jiafa, President of the Yiwu glove industry association, said that in Yiwu, enterprises not only promised to raise salaries in the coming year, but also encouraged the old staff to bring new workers back to the factory with bonus, but every year, some of the field workers returned home after the Spring Festival.

Guangzhou Chuangxing Garment Group is one of the biggest jeans and casual wear manufacturers in the country. Li En, executive deputy general manager of the group, told China Economic Weekly that there were some old employees who lost their jobs this year, but the new employees didn't follow up. They were not able to recruit people. He was worried that this trend would continue. The gap in employment in the next 35 years would be bigger and bigger. At that time, the development of enterprises would be severely restricted.

Yang Shibin, Deputy Secretary General of China Textile Industry Federation, told China Economic Weekly that the situation of "employment difficulty" in the whole industry chain is not the same. In the upper reaches of the textile industry, the demand for skilled workers is relatively large in general, while in the downstream garment processing industry, the wage cost of the workers is rising faster, because the substitution of the equipment in the garment enterprises is not so strong, and the labor productivity is not faster than the upstream, and the contradiction between the wages of workers and the rise in the efficiency of the enterprises is more prominent.

Li En said that the average monthly salary of Chuangxing group's basic employees is more than 4000 yuan, and there is an increase every year. The monthly salary of workers with a service age of more than 5 years is basically six thousand or seven thousand yuan, and the monthly salary of some technicians is tens of thousands, which is actually higher than that in some office buildings. Yang Shibin said that this year textile and garment enterprises wage increase in 5%~10%., but such treatment and increase seems to be not attractive to job seekers.

　　 Where have all the workers gone?

Textile workers like Xu Li stay in their hometown are an important reason for the lack of work in many southeastern coastal provinces.

Yang Shibin told reporters that along with the scale of industrial transfer in the past few years, some underdeveloped areas in the central provinces or developed provinces have undertaken the textile and garment industry transferred from developed regions, especially in the central provinces of human resources export, and workers return to their hometown to re stabilize employment, resulting in the shortage of labor in textile and garment enterprises in developed areas.

Li En said, Chuangxing has been doing the work to maintain the stability of the staff, try to create conditions to retain them, but even so, there are some problems that enterprises can not solve. In the follow-up visit of Chuangxing to the factory employees, it was found that the migrant women worked in Guangzhou, and their children read in their hometown. They left behind children. The children grew up year by year, and gradually reached the age of primary school, high school and university entrance examination. Different family situations were different, but a common problem was that mothers needed to go back to take care of their lives and manage their studies. If a female worker is faced with such a situation, there is nothing that enterprises can do to keep people.

On the other hand, no new recruits are willing to enter the industry, leaving behind worries for the future development. Li En said this is due to the low status of the industry. Not just the textile and garment industry, but also in the entire manufacturing sector. He believes that this is related to the direction of public opinion. The social concept of "first class talents to do finance, second rate talents to engage in real estate, and three streams of talents to do business" is a great harm to the people who do business. The industry sense of pride is getting lower and lower. People will not enter this industry. After leaving campus, they would rather do real estate sales than be skilled workers in textile mills.

Indeed, Xu Li felt a little less than "industrial pride": "tired, almost 10 hours a day, walking around there, taking a day off a week, not enough time."

It is understood that in Chuangxing, workers work 8 hours a day, sometimes overtime one or two hours, a week or two days a week or two days. This is also the normal working intensity of many textile and garment enterprises.

　　 Textile industry or overseas recruitment

Enterprises once hoped that local governments could help solve the recruitment problem, and some local governments did try to bridge the problem, but the effect was not good. The Changzhou recruitment fair at the beginning of the article is an example.

Liu Jia FA has a glove factory, because the workers are hard to recruit, he has changed his strategy: he no longer expands the scale of production, pays attention to the brand, orders more, and divides the small businesses doing better to do the job pressure. But he also had to make sure that his 100 machines started to work. For this reason, he encouraged the old workers to bring the new workers back with the higher cost of work than the other boss. The cost of bringing the other bosses to the new workers was 2/1000 of the new workers' annual salary, and Liu GFA was 5/1000, so that only enough workers were recruited.

In Li En's view, the reasons for the lack of jobs are externalities, and enterprises do everything they need to retain workers. In the survey of employees, workers' satisfaction with salary is very high, and enterprises are also improving in the working environment. Chuangxing is a garden factory building with more than 50% greening area. There are supermarkets, Internet bars and playgrounds in the factory.

Li En said, there are many factories like Chuangxing, and now it is completely competitive in the labor market. The workers will compare dormitories, equipment and working environment. If companies want to attract people, they must do "Hello, I am better". But in a relatively benign environment and salary system, people still do not like to enter this industry. This is the social environment problem.

Recruitment difficulties, wage costs rise, textile and garment industry employment is actually a microcosm of the entire manufacturing industry.

Zhang Yansheng, Secretary General of the academic committee of the national development and Reform Commission, said the survey showed that in the 10 years from 1995 to 2005, the average wage of migrant workers in the Pearl River Delta region increased by only a few dozen yuan, which ended after the arrival of Lewis's turning point in 2005. The textile industry has undergone adjustment, impact and concussion in the past 9 years. Yao Jingyuan, the famous economist and former chief economist of the National Bureau of statistics, said that the absolute number of labor force in China has been reduced for two consecutive years. Last year, the number of labor force in the whole country decreased by 2 million 330 thousand. In 2010, the average monthly wage of migrant workers in China was 1690 yuan. Last year, it has reached 2609 yuan.

Yang Shibin believes that enterprises can solve their employment problems from two aspects: first, college students have become new employment forces; China has 10 million new jobs every year; in 2013, nearly 7 million graduates from universities have to attract some of these people to the industry. Apart from providing decent remuneration, they also have a working environment that can be incorporated into their life planning. On the other hand, more efforts should be put on stabilizing existing employees. Some enterprises will recruit new workers every time they encounter problems, but new recruits need constant training, and employees' feelings for enterprises need to be re established, so it is better to retain existing employees.

about Textile enterprises With the difficulty of employment, some experts believe that in addition to attracting fresh college students and retaining their old staff, some products can also be transferred to provinces with more surplus labor force in the Midwest, and even transferred to Southeast Asian countries to make use of their cheaper labor force.