Shortage Of High Skilled Textile Talents And Loss Of Coastal Wage Advantage

On the development forum of China, Lu Xin, Vice Minister of education, made clear that China will soon introduce the reform plan of the national college entrance examination to achieve two types of talents and two modes of college entrance examination. The first mode of college entrance examination is the entrance examination of skilled talents. The examination content is skill plus cultural knowledge; the second mode of college entrance examination is the college entrance examination and the entrance examination for academic talents. At the same time, more than 600 local colleges and universities will change to vocational education, which means that 50% of the schools will dilute disciplines and strengthen their majors. Since the resumption of the college entrance examination in 1978, this is the first major reform of the college entrance examination system.

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　　 textile industry The shortage of highly skilled talents is a long-term problem. The shortage of talent has risen from a mere shortage of labor to a structural imbalance in human resources. The average wage advantage of manufacturing industry in coastal areas has been lost. Low wages, brain drain and aging population have become the causes of labor shortage. At present, the textile industry has a workforce of about 12 million. It is estimated that by 2015, the labor demand of the textile industry will reach about 23 million, which means that the labor resources will become a key issue affecting the development of the textile industry, reflecting the urgency of textile industry transformation to the demand for talents. Many textile and dyeing enterprises in transition are struggling with product development, innovation and so on because of lack of managerial talents and high technology talents.

Suzhou Liansheng Chemical Co., Ltd. is a company specializing in the production of textile auxiliaries, washing auxiliaries, plastic auxiliaries and agrochemicals. It mainly devotes itself to the research, production and sale of new auxiliaries, and provides professional technical services to customers.

Tu Shenghong, deputy general manager of Suzhou Liansheng Chemical Co., Ltd., told reporters: "at present, the senior technicians in the company reach 10% of the total number, and all professional and technical personnel account for 40% of the total number. Every year, the company recruits graduates from Donghua University, Zhejiang Sci-Tech University and other universities with dyeing and printing specialty, but these students give me the impression that they are knowledge-based and have poor hands-on ability. When we want to catch up with a batch of products, we must rely on experienced and experienced technicians, while the trainees can only be trained as "reserve service", but not at the critical time, and those skilled technicians are very expensive and difficult to invite.

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Li Yining, a famous economist, pointed out that low quality The labor The age of technology is just around the corner, the age of mechanic has just begun, and the transformation and upgrading of industrial structure covers the change of human resources structure. Therefore, education must be placed in an important position.

"The college entrance examination has come to this day, and it is time to shuffle the cards. In the past, the resources of higher education are relatively scarce, and the selection of talents by the way of college entrance examination is relatively reasonable and fair. In 1984, when I took part in the college entrance examination, the enrollment rate was only 5%. However, with the increasing popularity of compulsory education, the increasing investment in education, and the influence of enrollment expansion and changes in students, the enrollment rate of college entrance examination has increased from the number of single digit in the early 80s of last century to more than 80% today. It is no longer a distant dream to go to college as long as it is not personal achievement or poor economic condition. In other words, what people used to worry about was whether they could go to university. This means that the role of the college entrance examination is weakened and the diversion effect is relatively prominent. In particular, as applied disciplines, textile professionals, there is a big gap between the knowledge acquired by graduates and the actual needs of enterprises. This also forces enterprises to stir up the burden of "two training" for students. A University Dean, who declined to be named, told reporters.

Most of the universities in the industry are developing towards research institutions. Whether they are curriculum or training mode, they are inclined to theoretical indoctrination and academic research, and must be closely linked with the industry. Graduates lack practical skills. Though there are many Textile Vocational and technical education institutes in China, it is far from meeting the realistic needs of this huge industrial system. As a result, there is a talent vacuum zone between senior peasant workers and college students.

"Once the head of a textile enterprise came to the school to recruit some home textile designers who could use it, but we didn't have a home textile design major. Quite a number of textile enterprises are worried about recruiting new people, for fear that after spending a lot of energy and financial resources, they can't be used by enterprises. I think the reform of the national college entrance examination is "big". Let's not talk about how many textile institutions are changing to vocational education. "Professional needs to be docked according to the needs and positions of enterprises" is enough to explain the intensity of this reform. Setting up majors must consult with enterprises. This will force colleges and universities to take the path of production, learning and research and cultivate talents needed by enterprises. This professional type design can greatly shorten the gap between enterprises and colleges, so that students can learn to apply their knowledge. The dean said.

In fact, changes in the economic structure will naturally require the improvement of the quality of employees. Enterprises have been aware of and cultivate highly skilled talents has long been the industry consensus. Many leading enterprises in the industry have already carried out the practice of selecting highly skilled talents, and the results are remarkable. For example, Nanshan College of Shandong Nanshan Group, Lu Tai Group jointly with Shandong University of Technology and the red College of Shandong University of Technology and red bean University of Hong Kong Group are pioneers.