To Stabilize The Staff Of Garment Enterprises Must Pay Attention To The Needs Of Employees.

Nowadays, "recruitment is difficult" and "labor shortage" has become a problem. clothing The industry is a very prominent problem. There are many reasons for this.

First of all, from the perspective of economic development, in recent years, despite the global financial crisis and the international economic downturn, China's economy has also been affected. However, due to the positive and effective measures taken by our government, the recovery of real economy and the development of total volume are faster and larger in China. The demand for human resources in various industries is relatively large. Spin One of the reasons for "difficult recruitment" and "shortage of labor".

Secondly, from the perspective of the development and characteristics of the garment industry, in recent years, the new scale has been relatively large. Brand clothing There are more and more enterprises and more and more workers are needed. However, the wages of ordinary employees in the clothing industry are not high, which is also an important reason for "recruitment difficulties" and "labor shortage". If the salary is too high, the garment enterprises can not afford it, and the business is difficult to continue.

Thirdly, the work of garment industry is different from other industries: first, the instability of working hours. Clothing generally operates six days a week, eight hours per day, but because of the characteristics of clothing business, some jobs have to break through this limit, and temporary overtime work is more frequent, which brings inconvenience to employees in arranging their own lives. For example, restaurant staff, holidays are the busiest time, there is no time to rest, young people do not even date or love time. The two is the particularity of the nature of work. Clothing is an important reception window for an area. In order to win the good reputation of guests and set up a good image, all costumes have formulated strict rules and regulations, labor discipline and operation rules. When serving guests or serving guests, staff must be civilized, courteous, warm, thoughtful, patient and meticulous. They should not be perfunctory and arbitrary. This is contrary to the characteristics of young people being active and free. The three is the particularity of social roles. The relationship between clothing staff and guests is a kind of relationship between service and service. Even if a guest is guilty or unreasonable, employees must be patient and tolerant. Therefore, many young people are unwilling to choose the clothing industry nowadays. This is also an important reason for "recruitment difficulties" and "labor shortage".

Finally, many clothes also have problems in human resources management and humanistic care.

In the clothing management of human resources work, through the extensive contacts, communication and conversation with the staff, the author has a comprehensive and systematic understanding of the employees' thoughts and aspirations in choosing the work in the garment industry. It is summed up as "four demands", that is, survival, development, fairness and stability. The author believes that clothing management executives or managers at all levels should pay attention to these needs if they want to reduce staff turnover and stabilize their workforce. This article talks about personal views on employees' "four demands" and exchanges and discussions with peers.

For survival. Generally speaking, people who choose clothes work can be roughly divided into five situations: one is to earn a living wage or to change the family's financial status. This accounted for a large proportion of clothing workers, at least 70% to 80%. The two is to help themselves through work, reduce the family's financial burden, and at the same time increase their experience and knowledge through work, learn some social knowledge that people interact with or conduct themselves, and accumulate experience for greater development. This part of the students are mainly young students and young people, including early and high school graduates who do not want to continue their studies. The three is the laid off and unemployed people after the reform of state-owned enterprises. This part of the staff is old and small, and the burden of living is heavier. They cherish the work of costumes very much. Four is waiting to find suitable work, ready to job hopping. For example, some graduates or junior college students are ready to register for civil service or to find jobs suitable for their majors. The five is waiting for work. For example, veterans of some of the town's demobilized soldiers are waiting for the civil affairs department to arrange their work. Once the work is well arranged, they will leave their clothes.

The above five situations, no matter which one, is the main reason for survival. Therefore, according to the development of economy and society and the improvement of people's living standard, clothing should take into account the factors of price rise, compare the wage level of the same industry, combine the actual situation of clothing, and appropriately increase the amount of post wages, and enhance the attraction of employment in the industry.

Seek development. Some colleges and universities (including Career Technical College) have studied the major of clothing management students and junior college students, or social youth who aspire to contribute to the garment industry, or have worked hard for several years in other sectors of the society. For example, some young men and women want to show their talents and seek development in front-line service departments such as clothing marketing, front office reception, catering, guest rooms, recreation and entertainment, etc., or engineers, technicians, sound experts, accountants, etc. who have technical expertise in water, electricity, air conditioning, machinery, electrical appliances and so on. They also want to use their platform provided by clothing to display their intelligence and skills, and develop their skills and strive for development.

Seeking development is one of the key issues for some thinking and aspiring migrant workers. Whether in career or in position, or in technology, or in wages, there must be a platform and space for development. As the saying goes, "if you have to rush ahead or think of your head", if there is no room for advancement and development in career, position and technology, then personal value will not be reflected and wages will not be added. I also feel that there is no future and hope. {page_break}

Seek justice. That is, clothing workers want fair treatment in work, promotion, reward, welfare and personality. This is one of the universal basic requirements. It is manifested in the following six aspects:

First, we must be fair in our work arrangements. Clothing should arrange suitable staff to suitable jobs so that they can make the best use of their talents and make the best use of them. Some positions in clothes are three shifts, such as receptionists, enquirers, cashiers, housekeeping attendants, security guards of security department, etc., some posts are two shifts or one shift, that is, the same shifts are early hours, some are late, such as cashiers at various outlets, restaurant attendants and so on. As a direct manager of departments or teams, we must adhere to the principle of "one bowl of water leveling" in arranging shifts and assigning and arranging staff's work. If it is always easy and easy to work, or to work at the same time, or to reward a lot of work and so on, arrange for employees who are close to them or have good relationship with them. Once, two times, they can still do so. If this happens, other employees will have their opinions. When there is no chance, they will leave.

Two, promotion and salary should be fair. The clothing industry is both a labor-intensive service enterprise and an enterprise where young people gather. Seeking progress, seeking performance and good comparison are the common characteristics of young people. The head of clothing department, Department Manager or team leader should pay attention to observing and inspecting their subordinates' work attitude, professional quality, working ability, professional level, service skills and other aspects. According to the relevant stipulations of clothing, the right time should be turned to the right place, and the pay rise should be raised in time, so that the subordinates should feel that they are concerned about their personal growth and salary and welfare benefits, help him in learning business and technical skills, and feel that they have a lot of money in their careers, and their work will be more and more vigorous.

If you take an attitude of indifference to your subordinates, if you do not turn the right way, the promotion will not be promoted. If you do not raise the salary, you will not be able to get promoted and reused. If you do not get the promotion, you will lose your job.

Three, it is fair to judge first. In order to timely summarize the experience and lessons of business management and set up examples of models or pacesetter, garment enterprises should convene staff meetings every quarter or half a year or year, conscientiously sum up the work of each period, and commend the emergence of advanced personages. All departments and teams at all levels of clothing should, according to the selection criteria issued by the apparel human resources department, combine with the usual observation and observation, select the outstanding staff members through the Democratic selection, the Department recommendation, the HR department's careful investigation and the high-level research review of the staff in the team, as an example for all the staff of the clothing industry to learn. The managers at all levels of clothing must not rely on subjective imagination or use their authority to evaluate the employees who are close to their own by greeting or nominating them, or because of their personal likes and dislikes. This will greatly discourage the enthusiasm of employees. As time goes by, employees will also feel differently and quit.

Four, we must be fair in the distribution of welfare benefits. Departments such as front office, guestroom, catering, Kangle and laundry, shopping malls, business centers and other departments are rewarded and deduct. The awards such as clothing, royalty and so on are reported by the Department. After approval by the Ministry of human resources and finance, they are distributed to employees in cash or on payroll cards, which is the welfare of employees. In the distribution of these benefits, we must adhere to the principle of "pay according to work" and implement "more work and more gains, less work and less gains". Praise and reward those outstanding employees who are outstanding in every aspect. If they are not well done or violate discipline, they should be criticized according to the relevant provisions of clothing, and the punishment should be punished. Only in this way can fairness and justice be reflected in order to arouse the enthusiasm of the staff. At the same time, the main leaders of front-line front-line departments have the power to set up prizes and tickets, which requires the principal responsible persons. First, we must adhere to the principles and strictly abide by the rules and regulations of clothing. The award and penalty should not only allow employees to be convinced, but also fully reflect the seriousness of the regulation system and the authority of managers. Two, we must be fair and impartial. We must not divide things from people and do not engage in intimacy. Three, to achieve humanized management, the system is free from love, and more communication, education and help are needed to enable employees to feel the warmth of the clothing family. Don't be too busy to criticize or criticize people. This will make employees feel chill and worry about their long-term work in clothing.

Five, it is fair to arrange study outside. Clothing is a youth intensive business, and young people's desire for knowledge, progress and development is very strong. Therefore, clothing should be arranged in the off-season for employees to go out to study or send to study in the field, or to participate in the training and study of the tourism administration department. It must be fair in the arrangement, otherwise it will hurt the enthusiasm and initiative of the staff.

Six, we must be fair in caring for employees' lives. Managers at all levels of clothing should always go deep into their employees to understand their ideological trends, personal or family life, find problems and solve problems, and understand that only satisfied employees can have satisfied guests.

Seek stability. For young people, they want to have a stable job, help to settle down in clothing to learn a technical expertise, have the ability to settle down, and also reflect the value of life. For middle-aged people, there is a steady job to have a steady income, to help families, to raise children and to support the elderly. Managers at all levels of clothing should pay more attention to the welfare benefits of employees while carrying out their management, and implement relevant policies of the state on the welfare benefits of employees, such as buying five kinds of insurance, such as pension, medical treatment, work-related injury, unemployment, and childbirth, to solve the worries of employees at all times. If it is done better, the housing provident fund policy will also be put into place, and the staff will take the shop as the home, live and work in peace and contentment. At the same time, we should go deep into the grass-roots level to understand the staff's ideological trends, work, study, life and so on. We should strengthen communication with our employees, carry out ideological exchanges, do more ideological and political work, find problems and solve them in time, so that employees can always feel that clothes are warm and warm like home. Employees will also consciously dress for home and be comfortable in clothing work. Besides, they should also pay wages to their employees on time and not be able to default on their wages.

In short, survival, development, fairness and stability are the costumes. staff The most basic needs. Top management of clothing enterprises and managers at all levels must attach great importance to and correctly grasp the needs of employees, deal with the above relations as much as possible, and create a harmonious and warm working and living environment. This is the most effective measure and method to reduce employee turnover rate, stabilize workforce and reduce the cost of human resources.