The Difference Between The Ending Of Recruitment Of Textile And Garment Enterprises

As the Spring Festival has passed, under the environment of low industrial situation, will the recruitment difficulties and labor shortage that occupy the headlines in the media begin in 2009? Spin What is more important for the textile workers? What do they need more? What do they need more? What are they relying on to attract and retain people? Recently, reporters visited several large and medium sized representative enterprises in order to understand the deeper connotation of the recruitment drama.

Phenomenon: the end of recruitment drama is very different.

Just after the Spring Festival, Ding Jie, Department Manager of a large textile enterprise in Zhejiang, has been arranged by the company leaders to recruit in the field. "In the past few days, there are still quite a few people." The textile industry is a labor-intensive industry. After the Spring Festival, recruitment has become a top priority for textile enterprises. According to Ding Jie, in fact, most enterprises are busy recruiting workers, recruiting for orders in the first half of the year.

One day, Ding Jie's company recruited more than 10 employees, 20 years old and 30 years old. "Now we are very wide in age, not as old as we were before, and now most of us will be hired if we can come." Ding Jie said. Last year, due to the overall economic downturn, the development of the textile industry was extremely difficult, and naturally many employees abandoned textiles. However, what Ding Jie did not expect is that this year hiring is slightly better than last year. "There was a shortage of personnel last year, but this year is relatively good."

In Shandong de Mo group, after the Spring Festival, there was a booming sound in the production workshop. "After the year resumed work situation is good, driving smoothly, the recovery rate basically reached 100%." Yang Aiqin, director of Publicity Department of Shandong de Mian group, told reporters that the recruitment situation this year has an advantage over previous years. After the Spring Festival, employees basically came back.

This situation also appeared in Wuxi four cotton. Pan Qi, deputy general manager of Wuxi four cotton textile Co., Ltd. said that this year, there is no shortage of workers. "Last year's employees came back not only, but also the employees brought back more."

Compared with the above scale enterprises such as Shandong de cotton, the recruitment of some small and medium-sized enterprises is not smooth. "Last year we basically did not lack workers, but this year the situation is not very good." Mr. Liu, head of a small and medium-sized enterprise in Fujian, told reporters, "this may be related to the efficiency of enterprises. Some good companies may be relatively good, but some enterprises with poor benefits may be relatively poor."

Ms. Ding Ding, director of a small business in Hangzhou, Zhejiang, told reporters that this year it is very difficult to recruit people, the economic efficiency of enterprises is declining and orders are reduced. Controlling costs has become an important task. Most candidates have very high welfare requirements. There is no other way for enterprises to do so. They can only rent their own factories to other businesses to do business.

Zhang Xiaoji, a researcher at the Ministry of Foreign Economic Research of the development research center of the State Council, has expressed his view on the above phenomena: "the recruitment problem is actually very complicated, which may not be a problem for some large and excellent enterprises, but the overall pressure on the textile industry is still quite large."

Analysis: accelerate the establishment of a long-term mechanism for employment

When some enterprises are facing difficulties in recruiting workers, why do some enterprises easily attract many workers to join them?

Zhang Xiaoji said that the problem of employment is actually a structural contradiction between labor and employment. The shortage of labor in some enterprises is still not the problem of total labor supply. The development of central and Western China has provided many jobs. Many workers feel that finding a job nearby is cost-effective. This will reduce the flow of labor force to coastal areas, while most of China's textile enterprises are highly concentrated in the very narrow coastal areas, resulting in recruitment difficulties.

Of course, some experts believe that the phenomenon of recruitment is difficult for some enterprises, which is the phenomenon of labor rebound after many companies cut production and stop production after the international financial crisis. Most of these enterprises are short and small, with strong seasonality and temporary nature. Once the order can not keep up, these employees will be reduced again.

It is precisely because most enterprises lack a long-term mechanism to employ workers to make workers feel insecure and stable, which leads to the mobility of workers and thus causes the seasonal "shortage of workers". In addition, in addition to the large social employment environment factors, it has a great relationship with the management system and management methods of the employing enterprises.

"In 2000, I worked in a jeans factory in Xintang, Guangzhou. My wages were very low and I just had enough to eat. The salary is made up of basic salary and royalty. Every time you finish a pair of jeans, you can get the Commission, so you often have to work overtime to earn money, often tired and hungry. In the face of reporters, Liu Fang, a Xinyang native in Henan, has been feeling sad for decades. In 2005, Liu Fang was transferred to another garment factory, and the piece rate was about 1200 yuan. "Although it has solved the problem of food and clothing, no longer starving, the units do not pay a series of insurance, so it is really not easy to earn some hard-earned money for such a long time."

Obviously, Liu Fang's experience is familiar to many workers.

Some experts say that the asymmetry between the rights and interests of employees and the existing enterprise management system design is a deep factor for some enterprises to recruit workers. Enterprises should reasonably improve their remuneration level, improve their working and living environment, create more opportunities for on-the-job training and part-time study, support their pursuit of self-development, learn to "attract people with good prestige, genuinely care for warm people, good people to stay, and good environment to cultivate people".

In an interview, the reporter found that enterprises with high employment system, relatively high wages and relatively good production and living environment, returned to factories nearly 80% or even higher after the Spring Festival, and recruited new workers relatively easily. However, there was a widespread shortage of workers after the Spring Festival after low wages and poor production and living environment, with a labor shortage rate of 20%~30%.

China Textile Industry Federation 2013 spring research shows that since the spring of this year, Shandong textile clothing Most of the workers returned to the factory to work normally. The good recruitment situation is related to the government and trade associations' attention to recruitment problems in recent years. Ma Xueqiang, chairman of Shandong Jiangchen Fashion Co., Ltd., according to the latest policy of Shandong provincial government supporting enterprises to solve the recruitment problem, enterprises can enjoy preferential policies to take up public rental housing for enterprises employees within a new area of 60 square meters. At the same time, the government will subsidize public rental housing projects for employees by 5000 yuan per suite. At present, Jiangchen fashion company is planning 1500 public rental housing projects, and will focus on solving the problem that the children of employees can go to school in the county where the enterprise is located.

"The problem of employment of textile enterprises will not only appear in the future, but will continue to exist for a long time." Tianjin University of Technology professor Zhouzhuang said that textile enterprises should be able to recruit and stay in employment, in addition to improving their wages, they should also work hard to protect workers' vital interests, reduce workers' labor intensity, improve workers' working conditions and environment. In addition, enterprises should increase the efficiency of automation, reduce the excessive dependence on the number of workers, and ease the difficulty of employment by increasing automation equipment, carrying out scientific management, optimizing the organizational structure and improving the quality of staff. In particular, the newly built and relocated textile enterprises have a high starting point and can no longer walk under the old road of being employed.

Thinking: where do technical workers find?

Although it is possible to attract workers through a series of attractive systems, the real recruitment problem for all textile enterprises is how to attract and retain skilled skilled workers.

"Workers with certain labor skills or experience are what our enterprises want, so that pre job training can be reduced and the cost can be reduced to a certain extent." Li Jie, general manager of Jiacheng, Zhejiang, told reporters that every batch of new workers needed to spend a certain amount of manpower and time for training. The lack of skilled workers reflects a real problem now. That is because the working environment of textile enterprises is relatively poor compared with other industries. Many young people are unwilling to develop in some textile enterprises, which leads to the relatively shortage of skilled workers. But in fact, the production environment of these spinning enterprises has changed greatly and the intensity of work is also decreasing.

However, skilled workers are hard to find. "The state should enhance the status of Vocational and technical education and train more skilled talents." Henan province labor employment training center official said. {page_break}

Mechanic problems have long been the focus of attention in the textile industry. Transformation of textile enterprises, from the past "Recruitment" into the current "recruit talent". However, whether the students in Colleges and universities can smoothly walk from the school to the society and whether they can meet the requirements of the employers are all questions to be considered. The current educational system and market demand are misplaced, the quality of school enterprise cooperation is low, lack of communication, and the structural supply and demand imbalance in the labor market have all affected the breakthrough of talent bottleneck. Under such circumstances, it is imperative for the government and industry associations to build a good platform for talent docking between schools and enterprises.

At the end of last year, the 2013 national textile system university graduates online recruitment Week held in Beijing and the first China national higher education school enterprise (Beijing) fair, Feng Guoping, director of the China Textile talent exchange training center, said that the long term growth conditions of the textile industry have changed. How to enhance the competitiveness of the industry in the existing system is inseparable from the construction of the talent team. What kind of talents do the enterprises need? What kind of talents should the school export? These two are closely linked, and they are also common problems for schools and enterprises.

Hongkong Yida Textile Co., Ltd. is one of the largest manufacturer of pure cotton shirts in the world. The campus recruitment has been held for 20 years. Yang Minde, chairman of the company, told reporters that through the campus recruitment, we can find excellent graduates to join in, and inject vitality into the innovation and development of enterprises. But Yang Minde believes that although industrial enterprises rely on technological progress and talent quality to promote the concept of development has become a consensus, but enterprises and social capital to invest in mechanic education should be more funds. It is also a good way to solve the skilled workers' difficulties and adopt the way of school enterprise cooperation.

Review of post holiday rework rates

Shengze, Jiangsu: in the spring of this year, the recruitment of local enterprises is basically stable, but the cost is rising. Fuhua has been recruiting for 5 days after the Spring Festival. Now the enterprise starts up to more than 90%, but on the wage level, the average wage of an ordinary Weaver is over 4000 yuan. Weaving Wages can even reach more than 5000 yuan, and wages doubled in 5 years. In Hua Jia group, although mechanized production and enterprises are less dependent on workers, clothing workers are still scarce, and the wage level of workers has reached 3500 yuan.

Shandong: since the beginning of spring this year, most of the textile and garment enterprises in Shandong have returned to the factory to work normally. Shandong yerya clothing group, Shandong Jiangchen Fashion Co., Ltd., Binzhou Yaguang home textiles, cheerful Home Textile Co., Ltd., Shandong Dai Yin Textile Group and other enterprises after labor rework rate of more than 98%.

Foshan, Guangdong: since 2013, over 95% of underwear enterprises have started normal operation. The average operating rate of enterprises is about 75%, the average return rate of workers is about 80%, and some enterprises achieve more than 95%. However, this year, enterprises are still facing difficulties in recruiting workers. Workers are unable to meet the needs of new production capacity. Some large enterprises have more than 500 workers.