Textile Industry Needs Training Mechanism To Solve The Shortage Of Talents

A man has no worries.

The problem of lack of labor has gradually evolved into a rational face for textile enterprises. "Where have all the people gone?" complaints at the beginning of the year have become the reflection and Introspection of enterprises.

From the perspective of the current shortage of labor market, the shortage of skilled workers, including skilled operators and skilled workers, is due to the lack of stability and mobility of migrant workers, the lack of certain technical level and cultural knowledge of middle and senior skilled workers and ordinary migrant workers, and the reluctance of college graduates to engage in such work; and textile and foreign trade professionals are also in short supply.

After the financial crisis, export-oriented enterprises have returned to the mainland market to build their own brands, which requires a large number of senior designers who can control the fashion elements and familiarity with the domestic market, as well as sales personnel who are familiar with domestic trade operations, have rich sales channels, and are planning talents of high-end brand marketing operation.

The shortage of talents in textile industry has risen from the shortage of labor force to the structural imbalance of human resources.

The reason for the problem seems obvious, but in fact it is not.

The average wage advantage of the manufacturing industry in coastal areas is gradually losing. The average wage level of the textile industry is still lower than that of other manufacturing industries. This is the direct cause of the shortage of labor force, and from the whole social level, the 90's become the main force of skilled workers.

The average age of the domestic population has gradually increased and the trend of aging is obvious. It is estimated that by 2030, the proportion of the population over 65 will surpass that of Japan, which is the deep-seated cause of labor shortage.

At present, the total labor volume of Enterprises above Designated Size in the textile industry is 11 million 660 thousand, and it is expected to increase to 23 million people in 2015.

This not only indicates that the labor issue will become a long-term factor affecting the sustained and stable development of the industry, but also reflects the urgency of changing the development mode of textile and garment enterprises.

But what worries people is that domestic textile enterprises have not made adequate preparations for this.

Most enterprises do not have perfect human resources training mechanism, which results in the mobility of front-line workers.

It is not only difficult to recruit workers, but also more difficult to retain workers, especially the shortage of skilled workers, making it difficult for enterprises to develop technology and products.

Skilled workers work longer hours, skilled, and understand certain professional knowledge and operation skills, can bring better benefits for enterprises.

However, skilled workers need time to develop, and enterprises need to work hard in skills training. Many textile enterprises are unwilling to undertake the cost of training workers, which leads to the lack of skilled craftsmen in the industry, so it is very difficult to recruit the people who need it.

A man has no worries.

Human resources have never been inexhaustible. Enterprises can improve the degree of automation through equipment pformation, reduce the amount of work per unit product, develop the pressure of higher value-added products, increase the pressure of digestion costs, and even attract senior technicians through high salaries and benefits. However, these practices only solve the problem of anxiety. In the long run, enterprises should abandon the mentality of "just want to enjoy the cool, unwilling to plant trees". By way of directional training, professional training, creating excellent corporate culture and establishing a perfect talent incentive mechanism, we should establish and improve the professional human resources system of talent training, and actively do a good job in reserve training of reserve talents, so that we can better win the future.