Thinking About "Labor Shortage" In Enterprises

The "labor shortage" is troubled by enterprises, and the urgent need to solve the "labor shortage" is also an enterprise.

Then we will discuss the causes and solutions of the "labor shortage" from the perspective of enterprises.

What is the reason for "labor shortage" and "labor shortage" in what kind of enterprises?

In a chaotic management enterprise, employees have no sense of belonging, no sense of security, no sense of achievement, and no opportunity for growth. Some of them even don't even have the opportunity to raise salaries. Imagine how employees can persuade themselves to work in a long term in an enterprise that can't see the future and see the future. What's more, today's labor intensive enterprises in China can be seen everywhere, and the choice of employees has greatly increased. In addition, numerous management chaotic enterprises have created great convenience for the mobility of employees, because changing jobs will not cause losses to employees of such enterprises.

We find that it is this kind of management disorderly enterprise that is "boosting" and "labor shortage" happening.

I worked in a factory lock more than ten years ago, Chen, who had been in business three times before he succeeded.

Of course, Chen boss is now.

The year before last was also beset by "labor shortage".

Boss Chen asked me how to let employees not be swept away by their peers. I told him to work hard in the salary system and change the single piece system in the decades old system. We should design the seniority, attendance and product quality factors to the income distribution, so that the longer the time spent in your company, the better the quality and the more employees, the higher the salary.

To put it plainly, let him shift all the hiring costs to the old employees.

I also told him the classic case of Ford's high paying employment.

He did so.

Two years later, he was no longer worried about hiring.

He increased the wages of his employees, and at the same time, the quality of his products was more stable, and his other expenses came down.

That is to say, both enterprises and employees benefit.

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Two, management standard enterprises "do not work hard"

If your enterprise system is sound and management is in place, long-term cooperative employees can get stable income growth and the employees who leave will have a lot of losses. Imagine that such enterprises will have employees to leave voluntarily. Of course, we also know that "labor shortage" is a necessary stage in China's economic development process. There are social reasons and government responsibilities, but after all, business enterprises are market behavior.

Why is there no "labor shortage" in other enterprises in the same area? Why do similar enterprises and factories of their peers are in full swing? If your business wants to survive in the market competition, you must seek to change yourself.

We find that those enterprises without "labor shortage" are management regulated enterprises.

Employees do not want to be willing to give up their job opportunities easily, because standardized enterprises give employees room for growth, give employees material wealth growth, and allow employees to have spiritual affiliation.

Because they are regarded as a member of the enterprise.

Do you have a system arrangement for employees to work together for a long time? If you regard your employees as "casual workers", there will be orders for people to hire, no orders for layoffs, can you find long-term cooperative employees?

I also have a friend named Hu.

When I met Mr. Hu, he was the boss and partner of my company.

He's the one I've ever seen since I had a cell phone and never changed my phone number.

Ten years do not change the phone number, its credibility for people can be seen.

He was a government employee who went to sea to do business.

His concern for employees can be seen from a trivial matter.

He was a manager trained by his heart, and became a competitor with him.

When the betrayal of his subordinates went to jail for other reasons, he gave up all his life and took care of him.

When his subordinates were released from prison, he had no place to go, and he accepted him as well.

When subordinates once again started their own businesses, he continued to support their subordinates.

His generous benevolence touched many people.

His enterprise management standard, so many people worked with him for more than ten years.

When the private enterprise was still avoiding labor contracts, he signed the labor contract with his employees voluntarily.

His view is that when someone else has no personal safety, who will give you peace of mind?

His employees are stable and never suffer from "labor shortage".

The two topics of "labor shortage" and "standardized management of enterprises" may not be relevant to the general public, because most people may think that an enterprise that even employees can't find, what kind of enterprise standardized management should be discussed? If the average person thinks so, it may be unhindered; if the boss of the enterprise thinks so, then I can conclude that "labor shortage" will perplex your business for a long time.

Ignoring the present and not the long term, we do not pay attention to management. We ignore management and no regulation. Even if we get enough people to start work today, we may be short of people tomorrow.

If this is not the case, why will labor shortage begin in 2003?

We know that it is better to draw a candle than to make a stop.

To thoroughly solve the problem of "labor shortage", we must eradicate the root cause of "labor shortage".

The standardized management of enterprises is the right way to solve the shortage of labor.

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Enterprises with standardized management must establish employment system.

A standardized enterprise user must apply for a job in advance, then compile a recruitment plan, and then make an open recruitment.

The new staff will be on duty, and the special person will be responsible for on-the-job training.

Because qualified employees can produce qualified products or provide qualified services.

Talented people, enterprises also provide the opportunity to adjust posts and try to make the best use of talents.

Enterprises with standardized management must establish an incentive mechanism.

Standardized management of enterprises will see the progress of employees, encourage the growth of outstanding employees, and performance linked assessment mechanism.

Wage increases and job promotions have evaluation criteria and selection procedures.

Employees can take part in job promotion from their interests, or take professional courses, and become successful in their posts.

The criteria for rewarding and punishing enterprises are determined and publicized in advance. There will be no "big mistake" when the boss is happy, but when the boss is angry, the small mistake is severely punished.

Enterprises have regular assessment awards, and all outstanding or innovators can be rewarded by enterprises.

Enterprises with standardized management must establish a retention mechanism.

A long-term development oriented enterprise must have a stable workforce and have its own talent echelon in key positions.

Cultivating talents and retaining talents has become the most important strategy for enterprises.

Every leader in charge has implemented the responsibility index for training subordinates.

Within the scope of their own capability, the enterprise takes into account the staff's living and eating, taking into account the employee's husband and wife reunion, taking into account the employees' children's enrollment, and even considering the retirement of the elderly employees.

As the old saying goes, "planting phoenix trees and attracting Golden Phoenix".

Where does a labor shortage happen to a company that worries employees?

Enterprises with standardized management must link the development of enterprises with the development of employees.

The most ideal enterprise is to combine the personal growth of employees with the development of enterprises.

If the vision of an employee can be realized in an enterprise, it is undoubtedly a happy thing.

Many enterprises are now guiding their employees in career planning and design. If enterprises can meet their career development plans, who is willing to leave the company? The most successful way to make employees long-term cooperation is the total shareholding plan.

Of course, many SMEs do not have a listing plan, nor will they consider employee stock ownership.

But when your business is growing, have you ever thought about letting your employees grow with your business?

If the boss can let employees really share the fruits of enterprise development, "labor shortage" will be far away from your business!

Good business workers don't panic because they have a good management system.

Standardize your enterprise management, so that all employees feel secure and belonging in your business, and plant phoenix trees.