Survey Of Shoemaking Enterprises' Westward Migration: Workers And Orders Are Difficult

February 15th, "we enterprise Originally transferred from Dongguan to Nanning, mainly considering the solution. The labor I don't think it's so difficult to recruit people here. Recently, Qiu Shunzhang, manager of the administrative department of Guangxi Guan Quan Shoes Co., Ltd., deeply felt the difficulty of recruitment, sighed to reporters.

On the afternoon of February 12th, the reporter went to Guangxi Guan Quan, located in the Nanning ASEAN Economic Development Zone. footwear industry There are only three or four staff members sitting on the big office platform. In the end, other executives were sent out to recruit workers.

Guangxi Guan Quan shoes industry Co., Ltd. is a Taiwanese funded enterprise, stationed in Nanning ASEAN Economic Development Zone in 2008. After more than two years of construction, in November 2010, the company moved into a newly built factory building. At present, there are 3 production line equipment in the workshop. When the production line is running at full capacity, 500 people need to be employed, the demand for employment is 1500. However, as at the time of the interview, the number of workers in the factory is 642, and there is still a large number of labor shortages.

As a key park to undertake eastern industrial transfer in Guangxi, Nanning ASEAN Economic Development Zone has gathered a large number of light textile, food and beverage labor-intensive industries. According to statistics, only 4 of the textile and shoemaking enterprises in Nanning, such as mace Shoes Co., Ltd. and Guangxi Guan Quan Shoes Co., Ltd., employ nearly 10 thousand workers.

In order to solve the problem of labor shortage in enterprises, Spring Festival has just passed, and the spring breeze action special event launching ceremony of Nanning in 2011 and the spring talent recruitment meeting of Nanning ASEAN Economic Development Zone were held in the development zone. In the morning of February 10th, more than 70 enterprises took more than 6000 jobs to open up a war.

"On the spot registration, there were 307 people who met our employment requirements." Qiu Shunzhang said, but the actual situation is not ideal, as of 12, only 54 people came to the factory to report. "We expect to recruit 200 people at the recruitment meeting, and now we have a gap with the planning."

Despite the drizzle in the sky, 12 reporters visited the Nanning ASEAN Economic Development Zone and found that many recruiters were still stationed in temporary recruitment spots on the roadside. "Why do we need to work hard?" In the recruitment war, the competition of enterprises has also reached the level of white hot. The reporter saw in a company's recruitment prospectus that in addition to the salary bonus and working hours, the recipes for working meals were introduced in detail: distribute fruits (apples, pears, bananas, pomegranates, etc. every Monday) on Wednesday.

In fact, recruitment difficulties are not only the situation faced by the Nanning ASEAN Economic Development Zone. In the spring recruitment fair held on the 12 day of the Guangxi talent market, enterprises from all over Guangxi have also issued such a sigh. Ms. Wei, the office director of Fangchenggang Haiyuan wine Chemical Co., Ltd., came to Nanning with more than 20 jobs, including environmental technician, mechanic, Si Lugong, forklift driver and so on. As the head of enterprise human resources, she admits: "to recruit people and retain people, the pressure is quite great."

"A lot of people used to go into factories, but now factories are asking people to get in." Wei said that in recent years, with the rapid development of the Beibu Gulf Economic Zone, many large enterprises have been stationed in Fangchenggang, making the demand of ordinary operators such as grass-roots operators soar, which results in the short supply of labor force. In addition, many enterprises believe that structural shortage is an important reason for the shortage of labor in the West.

"We say lack of work means lack of suitable workers. It is often said that there are 70 thousand or 100 thousand migrant workers in this county, but what is available? "Said Qiu Shunzhang of Guan Quan shoe industry. Because of the special needs of shoemaking enterprises, most of them are 18~38 year old female workers. For this enterprise, age and sex restriction are the main reasons for the shortage of local labor force. {page_break}

In order to attract employees, many enterprises have raised their starting salary this year, which is 10% to 20% higher than last year. In some industries, the level of increase is even greater. Li, manager of the project Department of the Fifth Construction Engineering Company of Guangxi construction and engineering group, said, with the most basic handyman as an example, in 2000, the price of a handyman was about 25 yuan / day, and increased to 45 yuan / day in 2008. This price is still rising all the way. This year, a daily wage of a handyman has reached 80 yuan / day.

Shi Wupeng, director of Personnel Administration Office of Patten ecological Co., Ltd., Guigang, seems that many people do not put their income in the first place when they apply for jobs. Rather, they attach great importance to whether they have bought social insurance, working hours and working conditions, and whether they can find entertainment in their spare time.

"The key to retaining employees is to manage people's hearts," Shi Wupeng said. Now that enterprises are faced with the shortage of jobs every year, they have adjusted from many aspects, such as strengthening internal management, improving the labor environment and shortening labor hours.

A large number of labor-intensive enterprises have been transferred from Guangdong to Guangxi. In order to adapt to this change, the localization of management mode is the way of development that many enterprises choose.

Take the Nanning ASEAN Economic Development Zone as an example, more than 70% of the employees in the park are Wuming people in Nanning. Qiu Shunzhang of Guan Quan shoe industry tells a reporter, besides technical cadre is brought from Dongguan, other management personnel basically realized localization.

In Qiu Shunzhang's impression, when the factory was opened in Dongguan, the more overtime the enterprise was, the happier the migrant workers were, because they were far away from home. Even if they had no holiday, there was nothing to do. But when they came to Guangxi, the situation changed completely. No matter how busy the company is, the employees will be guaranteed a public holiday on Sunday. And overtime on Saturday is two times the basic wage. "This is also our long-term employment shortage, after numerous simulations, adjusted to the current mode of employment." Qiu Shunzhang said.

In response to different employment situations, the management mode of an enterprise needs to be changed at any time, and every change will bring about an increase in the production cost of the enterprise. Under such circumstances, the enterprise will have to improve its efficiency. "Why are we so strict with age and gender requirements that we hope that through training, they can achieve the corresponding production efficiency?" Qiu Shunzhang said that if the former labor-intensive enterprises were engaged in the strategy of "human sea", then the efficiency would be in the future. He made an analogy: if an employee paid 500 yuan a month for 5 pairs of shoes, then he would make 12 pairs of shoes every month for 1000 yuan.

"We have run out of small businesses. If we can not solve the problem of labor shortage, we can only reduce the scale, because we will not move again, there is no room for further relocation. Qiu Shunzhang said with some weariness, "now that enterprises choose to move to the west, they hope to grow bigger here." "If the problem of lack of work can not be solved, the final choice can only be how many people will be used, and the big order will have to be lost, and can not be eaten."