How To Face The Difficult Problem Of Recruitment In Garment Enterprises

Over the past few years, the owners of several garment enterprises have asked me, what is the difficulty of recruiting workers in the clothing industry? In the past two years, due to the impact of the subprime crisis, the global economy has broken down. As for the clothing industry, sales volume of foreign trade has declined rapidly. Some foreign trade enterprises have turned to domestic sales, some enterprises have stopped production, and the grass-roots technology workers are facing the predicament of unemployment. The main reason is the following:

1. mainland Economics With the rapid development of the garment industry, the links between clothing industry begin to shift gradually, the garment enterprises in the mainland continue to increase, and the welfare benefits are moderate.

2. due to prolonged labor hours and labor intensity, enterprises have poor working environment, no air-conditioning in summer, lack of humanization in management, and no sense of safety and sense of belonging. Employees feel that their returns are out of proportion.

3. the promulgation of the state labor law has caused great pressure on enterprises, and the increasing awareness of employees' legal consciousness has paid more attention to the recruitment and welfare of enterprises.

Recruitment difficulty is a major predicament of a garment industry. How to solve this problem is to be analyzed from three levels: first, recruiting; second blind people; third retaining people.

How to recruit people?

1. establish and improve the recruitment system, formulate some recruitment processes and standards. In particular, a more competitive remuneration system will be established, which will continue to dispose of employees' benefits and be slightly higher than others in the same enterprises, so that employees will feel more fulfilled.

2., build up the leading group of enterprise technology, especially pay attention to every workshop supervisor and master, and cultivate them to become the main force of the company's team. From the point of view of management, there are at least 10 people in charge, and the management ability of the supervisor is particularly important. Not only should they manage themselves, but also manage their subordinates, and encourage them to take charge of recruitment and training. For example, the contractor is expected to recruit 10 employees in one month and Award 2000 yuan.

3., establish long-term cooperation in the key labor export provinces, such as letting employees' families help recruit people, and introducing employees to employees. Each employee introduces a person to the company for a reward of 300 yuan.

How to educate people?

1, develop a long-term, effective and feasible training plan. Before the entry period, we should provide training for all aspects of corporate culture, vision of corporate development, job responsibilities, company system, product knowledge and skills. Set up a job training program.

2, after the employee is transferred to the right place, he should work out a positive training plan, constantly improve their working skills and grow up in learning.

3, constantly enrich the corporate culture, import CI, VI, SI strategic management system, such as offices, workshops, restaurants, publicity columns, newspapers and periodicals, build reading rooms, etc.

4, establish a staff Consulting Center, care for employees, do psychological counseling.

5, establish a sound conference management system, do a good job every morning, evening work, and constantly improve the efficiency of work through meetings to improve the mood of employees.

How to keep people?

1. material aspects: continuously improve the income of employees, improve the living conditions of employees and improve their living conditions. We should formulate an old staff allowance management method, establish employee care fund, and set up education base for staff and children.

2. system: the system should be reasonable, fair and equal. The leaders of enterprises should set an example by themselves, conscientiously abide by them, take the lead role, let every employee know the management system of the company, the system also needs to be stimulated if there is a constraint, there must be a reward for punishment, and a reward and punishment will be announced.

3., the spiritual side; leaders care more about the grass-roots staff, praise the grass-roots staff, be approachable, praise and criticize in public, especially not criticize the public, shake hands with employees, accompany employees to eat and eat on holidays, remember birthdays for their employees, and give them the first time to meet their families.