"Labor Shortage" Forced Yuhang Home Textile Transformation

In March, the land was cold and chilly, and many home textile enterprises in Yuhang District of Hangzhou, Zhejiang province were sighing for recruitment. Yuhang Home textiles The chief executives of the company talk about hiring, hiring, looking for lathe workers, sewing workers, general workers, and odd jobs every day.

　 "Labor shortage" really came.

Shou Hongwei, director of Hangzhou Hai Jia cloth Arts Co., Ltd., was deeply impressed by this: "after the Spring Festival, I went to the job market without stopping. When we arrived at the scene, dozens of enterprises were in great demand for recruitment. There are many slogans such as the recruitment of a certain unit, the seeking of a certain unit, the waiting for a free seat and the high salary invitation. The recruitment positions of all units are mainly sewing workers, truck drivers, packers, tailors and other general practitioners, and also include part of warehouse personnel and master technician positions. The treatment of general workers is about 3000~6000 yuan, and some even exceed the treatment of managers and technicians. This year my unit has also provided dozens of jobs. The total number of recruitment is around 40. The average wage of Hai Jia cloth recruitment job is around 3500 yuan, and even the skilled workers such as mechanic repair workers have reached 6000 yuan, plus a lot of welfare benefits such as bags and rooms, new year's red envelopes and public tours. But there are still more than 20 people's gaps in recruitment at the site a week.

Meng Yao, manager of the art of decoration, said that after the start of the festival, the new brands of the company need to attract new recruits, but they often run into people's recruitment. The company's recruitment in Yuhang talent network, Yuhang talent market, Shanghai talent market and other distribution centers and various channels is not satisfactory. Whether the company's office workers or factory workers are faced with difficult recruitment.

Speaking of recruitment, Yuan Shengwang, manager of Huafang cloth art Co., shook his head. "For many years in charge of recruitment, I have never felt the word" shortage of migrant workers ". But this year, I joined a few job fairs.

Where did the "worker" go?

Why does this happen? Shou Hongwei, assistant manager of Hai Jia cloth, thinks that since the second half of 2013, the number of migrant laborers coming to Hangzhou is decreasing. The domestic economic situation continues to warm up. With the continuous development of the western development, the central and western regions have a good momentum of economic development. A large number of migrant workers have more opportunities to choose areas of employment, and many people remain at home. Secondly, structural lack of work exists throughout the country, and professional and technical personnel are relatively scarce. Skilled technicians with skilled skills are hesitant about the treatment of enterprises, and generally take the "first look" mentality. At present, workers are not only concerned about wages, but also have new requirements for the work environment. They are generally reluctant to engage in relatively low end hard work.

Wang Lifen, manager of Hangzhou Mamba Industrial Co. Ltd., said that the word "naked" is now popular. Even if the employee fails to find another better company, he will resign immediately. Wang Lifen believes that all kinds of reasons are only caused by insufficient self psychological adjustment of migrant workers. If the employee works hard, he will do the same thing as the boss's affairs and the company's affairs when he is at home. He believes that the boss will not turn a blind eye to it, and will be reflected from the treatment.

Meng Yao, a manager of Yuhang's home textile company, called "recruitment difficulties and labor shortage". "Labor shortage" actually reflects the rise of labor opportunity cost. Low wage and low security "demographic dividend" support the Chinese economy for 30 years of low cost growth, and now our Yuhang home textile enterprises must face the awkward situation of no jobs. This requires our Yuhang home textile enterprises owners to seriously consider how to retain people.

　 What should we do for the "shortage of workers" enterprises?

Hai Jia Bai Shou Shou Wei said that in view of these many problems, enterprises can only consider the construction of the workforce from a variety of perspectives. They should put themselves in the position of considering their employees, make each job more humane, strive to improve the welfare benefits of employees, strengthen the entertainment of ordinary employees, set up Shi Jianshe, and establish and improve the enterprise management system. For some highly professional jobs, we should adopt the way of training inside the enterprise to train talents, so as to achieve the result of filling in difficult jobs and adding jobs after ordinary jobs. Moreover, the distribution of human resources in different provinces and cities is not uniform. If enterprises are closely linked with government agencies, they will strive to optimize resources in areas where labor force is abundant and where labor demand is relatively large and labor force is relatively scarce, with the help of macro regulation and control of human resources in party and government organs.

Gita decorate Meng Yao, the fabric manager, said, "labor shortage" is also a kind of forced transformation to the home textile industry in Yuhang, transforming production and management processes, changing machines, changing the rough development mode in the past, and meticulous management.

Yuan Shengwang, manager of Huafang cloth art Co., Ltd., said that in order to recruit or retain good employees, the company should not only think about it from the employees, but from the enterprise itself. Optimize the internal process and reduce the waste of manpower. From the institutional level, we should strengthen the training of team leaders. We need grass-roots managers to understand the importance of front-line staff to enterprises, reduce the turnover of front-line staff to post posts, and provide staff development space. Secondly, do well the recruitment process and system integration in advance. Looking for employees who have feelings and loyalty to the company, how to recruit general workers, how to answer their questions, and how to reward them. Whether you are going home or staying in Hangzhou for the Spring Festival, you can recommend and introduce employees. You can enjoy the introduction of treatment according to the company's regulations. Third, clear the company's administrative personnel management responsibility, simplify the process, improve operational efficiency. Most importantly, from now on, enterprises should change their attitudes and knowledge towards front-line employees. Regard front-line staff as the talents of enterprises, care for them and pay attention to their growth.

Statistics from relevant state departments show that in 2013, the number of migrant workers in the eastern region decreased by 0.2% over the previous year, the central region increased by 9.4%, and the western region increased by 3.3%. Because of the demographic dividend, the transfer of industries to the central and western regions, and the high cost of living in cities, the eastern region is suffering from the "double gap" of the general workers.

"Labor shortage" at the same time also alert Yuhang home textile industry transformation and upgrading is imperative. As the Yuhang district government advocates, we should guide the transformation and upgrading of enterprises, develop high-end products, and develop products of science and technology, and create brand fabrics. At the same time, we should increase the "machine substitution", and constantly introduce advanced intelligent equipment in the industry to ease the employment of enterprises. We should be soberly aware that Yuhang's home textile industry has both factor constraints and inefficient utilization. Low end locking and lack of innovation restrict the upgrading of Yuhang's home textile industry. A large number of traditional textile enterprises in Yuhang rely on the extensive development mode. The profit margins are narrow, R & D investment is low, and innovation capability is weak. This situation needs to be changed. " Labor shortage And other resource elements forced Yuhang textile enterprises to change their business models.