Docking Activities Help Enterprises Solve Employment Problems

Docking activities help enterprises to work.

The Municipal Employment Administration organizes the labor security information liaison staff in Shayang, Dongbao and DUJIE district to carry out the exchange and docking activities in 4 high-tech zones, namely, new materials, hongchuang technology, Jun yuan clothing and sports and sports products, and actively serve the employment of labor-intensive enterprises.

In the docking activities, the labor security information workers and local enterprises have actively communicated with each other, and formed a docking assistance relationship. They initially understood the situation of lack of work, corporate culture, working environment, and the remuneration and welfare benefits of employees.

Next, labor security information workers in various regions will give full play to their functional advantages, direct their workers to widely publicize the employment information of enterprises, organize and recommend more workers to work and pfer jobs, so as to help enterprises alleviate their employment difficulties.

It is reported that in December 2014, the Municipal People's social Bureau, the Municipal Commission of letters and the Municipal Finance Bureau jointly formulated the "service enterprise employment plan in 2015". The plan includes carrying out the investigation of enterprise employment, holding a series of recruitment activities of spring breeze action, and organizing 7 specific measures, such as the docking of neighboring towns and enterprises.

According to the plan spirit, our city has held 42 recruitment activities from January to April, organized 2439 enterprises to recruit, provided 112732 jobs, reached 37164 jobs, and eased most of the jobs.

Difficult question.

But part

There is still a gap in employment.

In view of this situation, the Municipal People's and social sectors have adopted precise service, and explored the "two docking one subsidy" mode of service, that is, to organize employment service institutions and key enterprises.

We should organize villages and towns to link up with the large number of workers who lack jobs, implement the incentive policy for recruiting workers, and give full support to the employment of enterprises.

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According to the survey, 9.8% of enterprises are facing long-term job shortage and 39% of them are short term workers. This means that 48.8% of the surveyed enterprises are short of work.

According to the industry, the proportion of workers in the accommodation and catering industry is 80%, the proportion of the manufacturing industry is 61.8%, the proportion of the construction industry is 40%, the proportion of the wholesale and retail industry is 33.3%, and the industry is the most serious.

From the shortage of work, skilled operators have the largest gap.

The survey showed that at the end of 2014, the total number of employees was 288 thousand, the number of new recruits was 79 thousand, the number of turnover was 59 thousand, and the turnover rate was 17%.

Of the turnover staff, 90.4% were self employment and 9.6% were dismissal.

In terms of industries, the manufacturing industry has the highest turnover rate of 25.6%, followed by the accommodation and catering industry, with a turnover rate of 23.9%.

Statistics show that there are 251 enterprises reflecting the difficulty of recruiting workers, accounting for 50.2% of the survey enterprises.

According to the main reasons (reelection), about 73.7% of enterprises think that job seekers have high expectations for salary. About 46.2% of enterprises consider that there is no trained, skilled and experienced personnel among job seekers. Besides, they think that the number of job seekers who are able to choose jobs and the professional knowledge of job seekers do not meet their job requirements also account for 41.4% and 33.5% respectively.

In addition, 23 enterprises believe that there are fewer job agencies and related job fairs, and the narrow recruitment channels and the single way are also one of the reasons for recruitment difficulties.

From the feedback of enterprises, it is not difficult to analyze the main reasons for "recruitment difficulties": economic development and rural population backflow and other factors, resulting in an increase in human costs; the post-90s generation of new generation of employment crowd into society, relatively lack of experience skills; social mobility continues to increase, and staff centripetal force further weakened.

Obviously, with the gradual decline of demographic dividend, the traditional enterprises that rely on population and time to fight for protracted war also need to change the way of employing people and raise the level of talents.

It is reported that some enterprises are also trying to cultivate skilled workers in specific positions.

From a practical point of view, it is imperative for enterprises to move from "extensive" to "meticulous" in the employment strategy. They should break away from the selection method of diploma theory only, establish a practice oriented evaluation system, strengthen training and training of talents, strengthen the building of corporate culture, fully tap the potential of employees in the workforce, and improve the efficiency of employment.

In addition, in the context of industrial pformation and upgrading, using intelligence to replace labor is also a desirable way.

The difficulty of employment has gradually become a norm. Especially in economically developed areas, recruitment has become a big problem for enterprises. This indicates that our economy and enterprises have entered a new stage of "human resource competition".

If Suzhou is in a state of "labor shortage" for a long time, it will drag down the development of enterprises and even the economy.