Wenling Shoe Enterprises Labor Shortage Survey: Employment Gap Will Reach 50 Thousand

In March 2nd, with the continuous adjustment of China's economic structure, a few years ago, it attracted the attention of all sectors of society.

Recruitment status: regional differences are great, enterprises are unhappy and unhappy.

In order to understand the recruitment situation of the footwear industry in the city, the author visited more than 40 shoe making enterprises in the six shoe gathering areas: Chengdong, Chengbei, Wen, Hengfeng, Dashi, and Ze Guo (streets).

However, there are large regional differences. Among them, Hengfeng street and Dashi town are more difficult to recruit workers, and the North Street and Mu Yu are relatively optimistic.

Last year, stable orders, good working environment, high staff return rate, relatively easy recruitment, and small and medium-sized enterprises with poor management and poor employment conditions failed to start.

East of the city from Hengfeng's Heng Shi Road area, from door to door are domestic sales shoemaking workshop, big and small about about 1000.

"Last year we had a total of more than 10 workers, but now we only recruit 1."

In a small workshop on Heng Shi Dong Road, Wang boss told the writer helplessly.

In order to create an atmosphere that has already started, the boss and the landlady have to go all the way to make faces.

When I went to the interview, the time was twenty-one.

At this time in the past, there were cars coming and going.

But this year, Wang Wang's boss can barely make up about half of the work. Most of the small factories are still empty and cold.

The shoe industry park in Hengfeng has concentrated on dozens of medium size shoemaking enterprises in Hengfeng streets. There are staff recruitment points in front of each factory. In addition to playing the bottom wage of all kinds of jobs, there are many incentives in the recruitment advertisements: skilled lathe drivers are paid to the factory to work before the first twelve months of the year, and the old employees bring in 100 yuan for each new employee.

"We need 600 employees this year, but now we only recruit more than 300 people.

The gap is over 40%. "

Taizhou Shilin shoes industry is one of the leading shoes in Hengfeng streets. Last year, the output value reached 90 million yuan, and the maximum wage of workers was five yuan and six thousand yuan a month, and the lowest was 2000 yuan.

Even so, the return rate of old employees in Shilin shoe industry is only 50% this year.

"This year, the general manager's bottom line is 1800 yuan, which is 20% higher than that of last year, but there are still fewer and fewer old employees, and new employees are getting more and more difficult to recruit."

According to Lin analysis, most of the old workers in shoes industry are people in 60 and 70s. With the growth of their age, the desire to stay at home to take care of the elderly and children is becoming more and more intense.

Coupled with the accumulation of funds and experience accumulated over the years, many of the workers who worked in the factory also started a sewing machine factory in their hometown.

After 80 and 90, the concept of new employees' money making is changing. Most of them choose third industries which are relatively relaxed.

It is understood that in this year's shoe industry park in Hengfeng, the vast majority of shoe enterprises employing labor gap at least 30%, up to more than 50%.

In 2010, there were more than 2200 shoemaking enterprises in Hengfeng and 65 thousand employees. According to this ratio, the employment gap of Hengfeng footwear industry was about 20 thousand.

Hengfeng is one of the cradles of the footwear industry in Wenling, with a long history of shoemaking.

In recent years, due to the serious constraints of the land, the original shoe factory buildings are far from meeting the needs of the new age employees, and the construction of new factories has no land index, and the land cost is extremely high and frightening.

Some rising stars with potential for development have moved to the city north new industrial park and the building flag area of Wen Hui town, causing the shoe industry to develop badly.

Recruitment difficulties, for Hengfeng footwear industry, is undoubtedly worse.

This situation is also spreading in some places such as Dashi, Wen and so on.

There are 147 shoe factories in the village of Wen Shan, which are forced to close because of poor management and recruitment difficulties. At present, there are only more than 40 left.

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For the shoe industry of Hengfeng, Dashi and other shoe industry clusters, there are many worries about shoe enterprises.

"I plan to employ 700 people, and now I recruit 600 people. The main shortfall is sewing machines.

As long as the wages are high and the benefits are good, employees will be satisfied in a month.

Talking about the difficulty of recruiting workers everywhere, Li Dinghai, the chief executive of Chengbei Street Eagle hawk shoe industry, seems to be much more relaxed.

The new factory building of the eagle footwear industry has just been completed last year. The new factory building of more than 10000 square meters is spacious and bright, and the supporting facilities such as staff quarters are complete.

Bosses who share the same ideas with Li Dinghai are few in the north of the city.

According to their analysis, one is Chengbei street, which is located in the main road of Wenling, the first grade highway of the Dashi, the zhe Tai Road, and the provincial road of zawan pass across the border. The location advantage is very obvious, and the flow of people is more.

The two is that in recent years, the North Street leading group has shifted the focus of its economic work to the footwear industry, and has made efforts to create regional brands such as "sports shoes export base". The new factory buildings are everywhere. Compared with other shoe industry clusters, the employment environment is good, and the natural attraction is high.

The three is that most of the workers are out of work after the first month of twenty, and the workers who have come out early are delayed in the factory because of their salary and other conditions.

Enterprise solutions: recruit new rather than stay old, keep people watch.

Human resources are the first productivity of the economy. The problem of talent is not solved. Quality and brand are all empty talk.

Facing the coming age of demographic dividend, how to retain employees who already know how to vote with feet and improve their loyalty to enterprises has become an urgent task for small and medium-sized enterprises.

In this survey, we found that the "trick" used by enterprises to solve the problem of recruitment is "Eight Immortals crossing the sea".

In addition to Taizhou's Smith shoe industry, Taizhou shoes, and other enterprises to take the initiative to recruit workers in the field, joint processing plants in the labor rich areas, to solve the shortage of needles, more enterprises understand the system to retain people, to treat people to stay, with feelings to stay.

Wen Ying's green apple shoe industry is a medium-sized domestic enterprise. Last year, 2 lines of employees were recruited as early as eighteen in the first month.

This year, we plan to expand a production line and recruit 200 workers. At present, there are only more than 30 people missing.

"If I hadn't picked workers, I would have been filled."

When we asked about this "mystery", chairman Chen Guangan said with a smile, as early as a few years ago, he had a hunch that the recruitment of workers in Wenling would become more and more difficult. Therefore, enterprises should be prepared for danger and prepare for rainy days.

Hiring is better than keeping people.

Retaining a skilled old employee can reduce management costs and ensure product quality, which is far less than the cost of recruiting a new employee.

The implementation of specific measures in green apple shoes industry mainly includes: 1, raise wages and benefits.

Needless to say, workers come out to work to earn money.

More money and less money are the fundamental reasons why workers are willing to do it in a factory.

The implementation of the incentive system for the service age, monthly evaluation of production experts, regular reward for outstanding employees.

Raise the labor price and let the employees.

Last year, the minimum wage of workers was above 1800 yuan, and the highest skilled workers reached 5200 yuan.

2, the implementation of Huairou management.

"People oriented, treat employees well", every manager of green apple shoes industry adhered to this creed.

They set up staff files to understand and master each employee's birthday and family situation.

On the day of the birthday, the staff can not only receive the birthday cake and photo taken by the boss himself, but also get off work early, and the poor family can get 500 yuan a year.

Every summer, daylight saving time, noon break 2 hours for staff nap and so on.

3, create a good environment for production and living.

Most of the current migrant workers are 80 or 90 years old. They lack the spirit of hard-working parents. They are more critical than their parents, demanding high labor conditions and working conditions.

The employees' hostel of the green apple shoe industry is equipped with one room for every 4 people. Each room is equipped with air conditioning, with bathroom on each floor.

At the same time, there are cafeteria, convenience store, public telephone booth, free hot water bath room, and free boiled water for a long time.

4, create an enterprise culture and enrich the staff's spiritual life.

Every Monday, the boss personally guides all the staff to climb mountains and keep fit, and sports competitions such as tug of war are held on an irregular basis.

These activities not only enhance the physical fitness of employees, but also shorten the distance between employers and employees, and enhance employees' sense of belonging and belonging.

"Happy work and healthy life" is the best wish for employees.

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Zhejiang's Zhejiang Province's shoe industry also pays great attention to the reward mechanism and the strategy of humanized management.

At the beginning of this year, the gift package was generously sent out, which included road subsidy, work allowance and paid vacation for employees who work at the prescribed time.

These methods have promoted the smooth development of recruitment and ensured one hundred percent of the 2200 employment.

Enterprises started normal operation at the beginning of ten.

Coping with good policies: multi party linkage and joint efforts to alleviate recruitment difficulties

China's population has entered an aging era, and the era of unlimited supply of cheap labor will be gone forever.

With the rapid development of agriculture and the nationwide rise and spread of industrial industries, the contradiction between labor demand and supply has become increasingly prominent, and is becoming more and more serious.

Recruitment is difficult, and "labor shortage" will be a long-term and unavoidable problem.

If the government wants to see this point, enterprises must realize this point.

To alleviate the shortage of labor in enterprises, we must carry out multi party linkage and work together to alleviate recruitment difficulties.

First, the government should push ahead.

The local government, as the decision-maker and executor of economic politics, should introduce talents, retain talents, solve the difficulties of employing labor in the first place, formulate policies for building nests and attract Phoenix in order to promote the development of enterprises in a benign direction.

Ze Guo town has launched a number of initiatives in the area of "retaining people".

On the one hand, by establishing a mechanism for arrears of wages for employees, we should strike a hard fight against arrears of wages in enterprises and protect the legitimate rights and interests of workers. On the other hand, we will jointly arrange processing plants to solve difficulties in employment.

At the same time, we plan to build a seventeen storey apartment for talents, providing excellent migrant workers at the parity of 3000 yuan to 4000 yuan per square metre, leaving them really in the land.

In 2010, there were 5876 shoe factories in Wenling, of which 1560 were unlicensed businesses, accounting for 26.5%.

At the same time, there are many underground sewing machine factories in the shoe gathering areas all over the country.

These small factories, which do not pay taxes according to the regulations, rely on the cost advantages excavated from tax evasion and tax, and play a vicious competition of "you are cheaper, I am cheaper than you", which seriously disrupts the normal market order of footwear industry.

When recruiting workers in the Spring Festival, they usually open up more labor than regular companies to compete for employees, which undoubtedly exacerbates the employment dilemma.

The law enforcement departments and local streets and townships should intensify their efforts to crack down on these illegal small factories, ban them or bring them into the management of regular production enterprises, and create a fair and harmonious competitive environment for the healthy development of the footwear industry.

The education department should attach importance to the setting up of schools for migrant workers' children, relax the conditions for selecting the children to choose schools nearby, and solve the problem of children studying hard for migrant workers, so as to save them from worries and ease their efforts in local economic construction.

Two, enterprises should take the initiative.

Enterprises should increase investment in science and technology, speed up the adjustment of industrial structure, increase the added value of products, take the road of independent brand creation, and realize the pformation from extensive labor price advantage to intensive technology advantage.

The profit margins of enterprises are large, and the difficulty of recruitment will naturally be solved.

Enterprises should learn to treat their employees well, respect their employees, and make good use of their feelings to manage the resources of employees. We should also establish and improve the mechanism of attracting people to stay, using treatment to attract people, to keep people in love, to seek truth and to select people, and to make use of personnel quantitatively, so as to create a fair and just platform for every employee.

Three, the chamber of commerce should be linked together.

Chamber of commerce is the "home of the enterprise". We should regard talents as an important part of service enterprises, and provide excellent professionals with every possible means.

We should increase the links with vocational training schools, integrate the characteristics of the industry, integrate training resources, take the joint operation of schools and enterprises, use directional training and order training, and make great efforts to train a number of practical talents for enterprises.

The shoe and leather industry association of Wenling built a shoe class jointly with Taiping senior vocational school a few years ago, and received good results.

At the same time, the "training base for footwear design and process management personnel training" was established.

This will help relieve the shortage of skilled workers such as needles in the footwear industry of our city.

Four, intermediaries should be turned.

The labor market as an intermediary must investigate and grasp the situation of labor resources, predict the supply and demand of labor force, establish information network, organize information exchange, training and consultation regularly and provide services for enterprises to choose their own labor force independently. At the same time, we need to carry out the cooperation of technicians and technicians in counties and provinces in order to solve the difficulties in recruiting workers.