Talent: Determining The Backbone Of A Garment Enterprise

It is more important to train talents than to use talents.

Most of the projects failed because they did not find the right people.

In the course of reform, Zhou Shaoxiong considered the most important thing is how to find the right people.

Because, "most of the failed projects are not for the right people."

He said.

Similarly, when asked by the media

"The new generation has a strong sense of utilitarianism and a strong sense of self."

What worries him most is: no successor.

Obviously, for many enterprises, it has passed to a critical moment.

A few years ago, when he finished his studies in Toronto, Canada, 24 year old Ding Li came to Das Sen's father's clothing and became a merchandiser assistant.

At first, hundreds of cloth made him feel a headache.

After several years of struggle, he has become the deputy general manager of Jinjiang.

Zheng Xiukang, chairman of Kangnai group, is proud of his daughter's 16 years old practice in the shoe making workshop. His son is Ceng Yuanfu, a famous British school, studying leather design in Leicester.

12 years ago, Zheng Laili worked in Shenzhen after graduating from university.

Zheng Xiukang went to Shenzhen, hoping that her daughter would go back to the family business. So Zheng Laili started from the production line to Deputy group leader and marketing manager, and later became assistant to Zheng Xiukang.

Zheng Laiyi, who returned from overseas study, was promoted to be the general manager of the group after he was in charge of product research and development.

Actually, the talent gap in garment industry is really big.

At the beginning of the new year, "design director's salary is 20 thousand yuan," and "senior women's designer 250 thousand yuan annual salary".

Design talents have become the "meat and potatoes" of the talent market.

Zhang Yi Xing, a former e-commerce manager of bestseller group, has just assumed the post of "seven grid" vice president in February this year, but he still receives seven or eight headphones every day.

"It is really difficult to find satisfactory compound talents."

Xie Yunli, who is responsible for BELLE e-commerce, said, "let managers understand e-commerce and understand traditional industries."

In the case of fan, the personnel manager, park Rui, is one of the busiest people.

The company is developing rapidly, and every day it is surrounded by all kinds of people from the business sector and recruitment channels.

Every week, she takes a day to think about what kind of structure the company should adjust to after a year.

"A lot of times we have to stand alone at a height and consider it alone, instead of asking for a few people."

Compared to the candidates, it is more important to train people.

"What Wenzhou lacks most is talent and reasonable training mechanism."

Zhuang Aitao, the first president of Wenzhou fashion chamber of Commerce Association, said.

For example, many companies in Fujian hold regular meetings with designers and management teams every week.

The design director brings up the problem and discusses it with everyone. The boss makes a summary on the spot and has a clear responsibility.

In Wenzhou, however, he had never heard of such an example.

"The boss of Wenzhou has a common problem, that is, he does not believe in professional managers. He likes to do everything in his own right."

Wenzhou municipal Party Committee Office of a pformation and upgrading of the summary report on this statement.

Therefore, Wenzhou enterprises lack the room for growth of design talents.

In fact, in Wenzhou, a designer has an annual salary of up to 400 thousand.

In Shenzhen, Hangzhou, Ningbo, Fujian and other places, the annual salary of directors can reach more than 1 million.

Everything is slowly changing.

Wang Peiran, a graduate of Shandong University, has just entered the 3 months of Joe Jordan, and has established his own direction of development with the help of the company: starting from the market supervision, through a series of job rotation, training and re education, and becoming the goal of marketing executives in 10 years.

"I was confused when I left school, but now I am full of confidence in the future, and I have the motivation to move forward every day."

He said.

Similarly, in Bao Gai shoe industry park, Zhu Gang, manager of production department of a shoe enterprise, said that several years ago, when he entered the factory, the enterprise was trained as a reserve cadre and positioned in the field management post.

Later, from the production leader to the workshop director, Zhu Gang gradually became an important manager of the company.

Many enterprises have indicated that before they introduced the reserve talents, they set up a reserve plan to set the target positions for talents and recruit them according to their positions.

After the reserve talents enter the enterprise, the enterprise carries out all-round training for them, dredging their rising passageways, and doing their best.

Because, "real talent depends on the training of local enterprises, such a person can be customized according to the culture of the enterprise."

Zhong Mingru, senior personnel manager of Human Resources Department of good boy and Children Products Co., Ltd.

Training is an important part of corporate culture.

Every time Ye Xiandong returns from the MBA class at Xiamen University, the chairman of the red and yellow blue group will organize the lecture notes and convey the essence of the MBA course he learned to his employees.

"This is an indirect way to get the MBA course into the enterprise and get off the bus, so that employees can share the most advanced management knowledge with them."

Ye Xiandong said.

At the 2010 National Marketing Summit of AOKANG group, Chen Ruifu, AOKANG group Chengdu branch, received a special prize for its outstanding performance, that is, the number of new EMBA trainees in AOKANG University.

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In fact, the cost of training for AOKANG is more than about 10000000 yuan per year.

In addition, AOKANG has set up the first enterprise university in China's shoe making industry.

In AOKANG University, employees can take the initiative to choose their favorite subjects, courses or even teachers. The course is closely integrated with the actual situation of the company, and the system is taught.

"Getting the EMBA student quota of AOKANG university has a magnet attraction for us."

Liang Jiesheng, AOKANG group employee, said.

In fact, many entrepreneurs say that the shortage of senior skilled workers has affected the speed of China's industrial upgrading.

Fortunately, some enterprises have begun to integrate labor force into talent strategy.

The Italian bird has long hired an Italian as the technical director of the company. Although the Italian has no higher education and is a senior technician, he has brought technological changes to the wedding birds.

In mid January 2009, Daly (China) and Hangzhou Vocational and Technical College jointly established Daly women's wear college to realize the interaction between enterprises and school teaching.

At Pruns clothing company, training has been more than 3000 times a year, and even staff have been trained in Italy. Career development plans have been made for every technician from the boilermaker to the tailor.

Of course, the benefits and benefits of employees are also good. There is no room for lunch, and two people have a room, air-conditioner and TV set.

As a result, the employee stability rate has reached over 95%.

Recently, the world bank loan "migrant workers training and employment" project has been officially launched.

The project invested a total of 50 million US dollars in loans. We intend to establish a vocational skills training system for migrant workers and a sustainable employment promotion mode for migrant workers by increasing the skills training opportunities for migrant workers, improving employment services and protecting the rights and interests of migrant workers.

In the three provinces (autonomous regions) of Shandong, Anhui and the Ningxia Hui Autonomous Region, the local finance will be allocated to a certain proportion of funds, such as Binzhou, the world bank loan fund is 4 million dollars, and the financial matching funds are also 4 million dollars.

In early 2009, "we promise that one person will not cut."

Zhou Haijiang, President of the red bean group, made a public commitment that they should improve the efficiency and efficiency of the staff reduction and pformation, and explore a way to break through the private enterprises in the Yangtze River Delta.

Shandong Jining Sakura Textile Group, which has 6000 employees, has encountered difficulties in its operation. Shandong's wholly-owned purchase of cherry blossoms has made cherry blossoms get out of difficulties in just 2-3 months.

"The enterprise should be a family, let the staff be respected."

Lin Congying, chairman of the nine Mu Wang.

In the dormitory building of the nine Mu Wang, the reporter saw everything in the reading room, Internet cafe, gym, laundry, supermarket and so on. The dormitory was clean and tidy, and even music was played in the production workshop.

In addition, every year, nine Mu Wang organizes all the staff to travel in batches.

"The staff are poor, the enterprises are weak, the employees are rich, the enterprises are strong, the staff resentment, the enterprise is chaotic, the staff is happy, the enterprise and", the nine Mu Wang company's conference room wall hangs this kind of calligraphy work.