In Depth Research: Why Are 4 Textile Jobs Listed On The List Of Shortages?

Recently, 4 textile industry workers such as sewing workers, weavers and so on have come to the national recruitment and job search for 100 short career ranks, which has attracted wide attention in the industry. The intensity of labor and the general remuneration are difficult problems for many textile enterprises. A few days ago, the Jiangsu provincial finance and Trade Light Textile Union and the Jiangsu Textile Industry Association jointly investigated and wrote the survey report on the income of the first-line employees in Jiangsu province in 2019 (hereinafter referred to as the "report"), made a statistical research on the income of the employees in the industry, and made a thorough analysis of the difficulties in recruiting the workers in the textile industry, leaving people difficult, and aging the workforce. The situation reflected in the report has a certain universality and representativeness in the industry. "China Textile News" is specially compiled and issued to explore the solution to problems with the vast number of people in the industry.

Jiangsu province plays an important role in China's textile industry. The textile industry's total economic volume ranks first in the country for 35 consecutive years, and it is also a key area in recent years for restructuring state-owned enterprises, transferring industries and adjusting the structure. To speed up the development of advanced manufacturing industry, the Jiangsu provincial government has incorporated high-end textiles into 13 advanced manufacturing clusters in the province, focusing on cultivating them. However, in recent years, problems such as difficulty in recruitment, difficulty in retaining people and aging of workers have been troubling textile enterprises, which has seriously affected the sustainable development of the textile industry. To this end, Jiangsu finance and Trade Light Textile Union and Jiangsu Textile Industry Association, starting from the most concerned, most direct and realistic wage problems of the front-line workers in the textile industry, through continuous 3 years of sample tracking and analysis of enterprises and employees, analyzes several problems that have been plaguing the textile industry in recent years.

Present situation:

Multiple factors discourage young people.

At present, many young people prefer to take delivery and restaurant attendants in the process of choosing jobs. They do not want to enter the factory as skilled workers. Research and selection of the textile industry representative, wide coverage of the operator (roving, spinning, weaving), conservation workers, clothing manufacturers 3 jobs, and according to the distribution of the textile industry in the province, chose Suzhou, Wuxi, Changzhou, Nantong, Yancheng, Huaian and other 6 cities 51 enterprises, 3 months, visit the production workshop, interviews with business operators, 3014 textile first-line workers to conduct a questionnaire sampling survey.

According to the sample statistics, the average annual salary of the workers in Jiangsu textile industry in 2018 was 52699.6 yuan, an average of 4391.6 yuan per month, an increase of 9% over the same period last year. The average annual real wage was 45496.2 yuan, with an average monthly income of 3791.4 yuan, an increase of 6% over the same period last year. Among them, the South of Jiangsu area is above the average level, and that of Jiangsu Province is slightly below average. The research also analyzed the income of workers from different types of work, different skill levels, different educational backgrounds and different working hours. About the income satisfaction, 31.4% of the workers were satisfied with the attitude, while half of the employees rated "general", and 13.7% of the workers expressed "dissatisfaction". In terms of income and satisfaction ranking, the top three top ranked enterprises in Suzhou are Hermes clothing, Suzhou Sheng Hong group and Nantong Huayi Textile Company. The top three top ranked customers are Suzhou dinranton, Suzhou Sheng Hong group and Changzhou Rong yuan dress.

According to the survey report, low wage income, poor working environment, long working hours and low level of protection are the general living conditions of textile workers. In addition, enterprises are also faced with multiple pressures in development.

Wages are low. In 2018, the average annual wage of textile workers should be 52699.6 yuan. The average annual wage of the workers in non private units in the same period was 86590 yuan, and the wages of textile workers were much lower than that of the non private units in the whole province. Workers reflect that at the beginning of reform and opening up, wages and benefits of enterprises are almost the same as those of organs and institutions. Now the gap is widening. Especially in the situation of rising prices and high housing prices, the textile industry is "difficult for college students to stand on" and "industrial workers are hard to establish careers". Improving the wages and salaries of highly skilled personnel is an important prerequisite for more industrial workers to enter middle-income groups.

The labor environment is poor. In some spinning and weaving enterprises, the workshop noise is even larger than 100 decibels, which is unbearable. Many enterprises arrange night shift production, which will disrupt the biological clock of the human body; the operators need to walk around the loom and work hard; some printing and dyeing parks have "peculiar smell", which may affect health and so on. All these discourage young employees. The aging of the workforce and age fault have a great impact on the sustainable development of the textile industry.

Long working hours. Most textile enterprises, especially garment manufacturers, have to adopt piecework system to increase labor productivity and increase workers' income. It is almost impossible to get higher income and not to work overtime. On the issue of "extended working hours", many enterprises still break through the provisions of the labor law. Of the surveyed enterprises, 44.7% of the enterprises worked overtime 13.6 hours per week, 54.4 hours per month, exceeding the stipulation that the labor law should not exceed 36 hours per month.

The level of protection is low. In the aspect of "five risks and one gold" for enterprises, although the sample enterprises that participated in the survey basically realized the full coverage, 60% enterprises paid the housing provident fund for their employees, but nearly 70% enterprises paid the workers according to the minimum payment standard. Although the twelfth provision of the social insurance law of the People's Republic of China stipulates that employers should pay the basic old-age insurance premium according to the "total wages of their employees" and the proportion of employees should be paid according to the proportion of their own wages, most enterprises pay the lower limit on the basis of the payment base provided by the Department of human resources and social organizations, and pay the housing provident fund for the workers according to the minimum payment ratio of 5%. Some enterprises even think that the housing provident fund can be paid or not.

Enterprises are under great pressure. At present, textile enterprises are generally facing four major pressures, such as economic downturn, recruitment, technological transformation and environmental protection. Over the long period of overcapacity, under the uncertain external environment of Sino US trade frictions this year, the problem of small orders, small volume, urgent delivery and thin profits has become more prominent. Young people are unable to recruit and retain, and their employment is weak. The low profit of textile enterprises makes the technological transformation difficult and constrained by resources and environment. Many textile enterprises are struggling to survive.

Countermeasures:

Let skilled personnel have more opportunities.

In order to solve the above problems, the research puts forward some suggestions and solutions. For example, through the establishment of incentive mechanism for skilled workers, we should encourage workers to learn technology, long skills and more money to solve the problem of age breakdown and technical break of workers in the textile industry, so that the skilled workers in the industry will be more interested. By building a knowledge-based, technological and innovative workforce, we can enhance the core competitiveness of enterprises and promote the healthy development of the industry.

We should promote the government's formulation of an allocation policy for tilting industrial workers. It is necessary to analyze the deep-seated reasons behind the difficulty of recruiting workers and keeping people hard in traditional manufacturing industries, and adjust the income distribution pattern. In accordance with the principle of "high technology and high number of people, more labor and more people", we should formulate a distribution policy that tilts to industrial workers. In recent years, the government has issued relevant documents on wage income to highly skilled workers. How to increase the operability of policies, especially for the vast number of non-public and private enterprises, needs to strengthen research docking.

It is necessary to establish and improve the dynamic tracking mechanism for payroll samples in the industry. In order to implement the implementation plan for the reform of industrial workers in Jiangsu in the new era, we need to refer to the development of textile industry, the average wage of the society, the local price level, etc., through sample tracking and investigation, to understand the wage price information in the labor market, to establish the normalization of the income of workers, trade union representatives and workers, and to study the system adjustment and the release of research and development results. We should promote the establishment of a reasonable income distribution system, guide the orderly flow of industrial workers, and promote healthy and fair competition among textile enterprises.

We need to help the industry to transform and upgrade its intelligence. According to the provincial government's "brand oriented construction of terminal products such as clothing, to achieve the goal of textile strong province", leading enterprises to change the practice of OEM processing, increase brand building efforts, and increase profits for textile workers to win more profit margins. At the same time, it is necessary to increase investment in technological transformation and speed up the construction and investment of "digital workshop" and "intelligent factory", which is the fundamental way to solve the problem of bad environment in textile industry, such as "too tired work" and "too noisy workshop", so as to enhance the professional attractiveness of the textile industry.

We should build a harmonious and win-win situation of labor relations in the textile industry. We must continue to adhere to the system of joint meetings between industrial unions and trade associations, strengthen joint efforts at the source, and jointly study the outstanding common problems in the labor relations of textile enterprises. We should conscientiously implement the relevant requirements of the National Federation of trade unions and the Provincial Federation of trade unions on promoting the reform and innovation of industrial unions. In the textile industry gathering areas and industrial clusters, we will take various forms to form trade union associations and set up an industry collective consultation mechanism, timely study and reflect the interests of the textile industry workers, strengthen the ideological and political guidance of the workers in the textile industry, thoroughly carry out party building and construction activities, and mobilize the enthusiasm, initiative and creativity of the workers in the textile industry to the maximum extent, and contribute to the promotion of Jiangsu's textile strong province.

The textile industry is in a critical period of transformation and upgrading. The implementation of the "three products" strategy and the building of a strong manufacturing power require the improvement of the quality of the workforce. The remuneration of front-line workers is a reasonable manifestation of labor value, and the recognition of professional qualification is linked to salary. Incentives from honors, bonuses, allowances, political honor and social honors are effective ways and means to enhance the sense of achievement, happiness and growth of employees.