Shoe Capital Jinjiang: Building Talent Supply Chain In Labor Shortage

From the perspective of policy incentives, Jinjiang has many unique features. For example, Jinjiang released the first person in the county level unit to identify the standard, and this standard broke the traditional recognition of academic qualifications and title only, but paid more attention to practical and talent changes. For example, after winning the prize for scientific and technological progress, it can also serve as a standard for identifying talents.

Su Shulin, governor of Fujian Province, was in the beginning of this year. Quanzhou private economy "two pioneering" conference "Talent is the first resource of an enterprise," he said. "We should plan ahead and develop it meticulously."

No matter skilled industrial workers, managerial personnel and technical personnel in various fields, or entrepreneurs who prefer to be a chicken head, not a phoenix tail or a dreamer want to be a boss, or inherit the paternal cause and carry forward the "two generation" and "create three generation" are the core driving force for Jinjiang's future development.

　　 The secret of "no shortage of labor" in Jinjiang

Employing people is always one of the primary concerns of manufacturing enterprises. At present, the number of migrant workers in Jinjiang's industrial workers has exceeded 60%, and some enterprises even reach 90%.

"Lack of work is the normal state of Chinese manufacturing enterprises at present. The difference between Jinjiang is that it has its own way to successfully find people, and it can stabilize people's minds, reduce wastage rate and retain skilled industrial workers." A local entrepreneur in Jinjiang said.

Fujian Bai Hong poly Fiber Technology Industrial Co., Ltd. Human resources Manager Jiang Shulin said that the recruitment strategy of Jinjiang enterprises is different from that of other regions. The employees who are recruited by the company have accounted for almost 60%~70% of the proportion. They are usually 30~40 years old, and they usually take their children to the factory.

As an enterprise, the company provides almost free room and board, and at the same time, it helps children to go to school to find schools. The recruitment mode like this and the high welfare policy matched with it are a mainstream in Jinjiang.

And small businesses in Jinjiang naturally have their own secrets of recruiting and keeping people. This is a private enterprise with hundreds of employees. At the beginning of 2011, Ding Mingquan, the boss of the company, opened the first place in Jinjiang. Under the suggestion of a joint stock reform expert, it launched equity incentive, and offered more shares to more than 300 employees. However, under the stimulation of equity incentive, the effect was achieved, and the rework rate of the old employees reached 90%.

As the government, it also issued special "equity incentives" for the recruitment of enterprises. On the one hand, it encouraged enterprises to absorb the employment of local rural labor force, and rewarded 25 thousand yuan ~10 yuan for newly increased or absorbed local labor force, reaching a certain number of people, signing more than 1 years of labor contracts, and conducting social insurance according to regulations, and took the lead in raising the subsidy standard for the transfer and employment training of local rural labor to 1000 yuan, and strive to improve the skill level of rural labor force.

On the other hand, to encourage the introduction of foreign labor force, the number of units with more than 20 workers in the field of foreign workers is rewarded according to the standard of 100 yuan per person. Among them, the reward standard for the imported personnel to obtain vocational and technical school certificates can be raised to 400 yuan per person.

At the same time, Jinjiang pioneered the concept of "service forward": to take the initiative to understand the employment situation of a single enterprise, to judge the overall employment situation, to give early warning to enterprises, to guide enterprises to make reasonable plans for employment, to avoid a large number of layoffs in the off-season production and to recruit workers in peak season, and to organize enterprises to recruit workers in labor intensive areas, and carry out special recruitment activities such as spring breeze action, online and offline recruitment, and private enterprise recruitment week.

The arrivals were guests, but the migrant workers who came to Jinjiang have become masters now. This is the "new Jinjiang people". Jinjiang has become the "new Jinjiang people" new stage of life. "Never let a child of a migrant worker go to school. He will never let a wage laborer get wages due to malicious wages. He will never let a worker come to work." This is the "three no" commitments made by the new Jinjiang people who have been working for the Jinjiang municipal Party committee and municipal government.

Such a commitment is by no means empty talk. Behind it is a series of policy support and implementation rules promulgated by the Jinjiang municipal Party committee and the municipal government.

Jinjiang has set up the first batch of floating population Bureau in the province to take the lead in bringing migrant workers into the selection of the deputies to the NPC and CPPCC members, building 11 primary schools for migrant workers, implementing the compulsory education of migrant workers' children in the same city, providing affordable housing and low-cost housing for migrant workers, and bringing migrant workers into the mutual aid activities of workers and staff, thus creating a favorable employment environment.

In addition, Jinjiang has a lot of hard work on the wages owed by migrant workers.

At the end of 2008, in the notice issued by the Jinjiang Municipal Committee of the CPC and the Jinjiang Municipal People's Government on the labor dispute prevention and disposal work in Jinjiang, a firewall device was set up, including the wage payment monitoring network, the special investigation of wage payment, and the daily report of labor disputes. In July 6, 2009, the notice issued by the office of the Jinjiang municipal Party committee and the office of the Jinjiang Municipal People's Government on the implementation of a number of opinions on the system of public welfare legal services for migrant workers in the Jin Dynasty also clearly ensured that the new Jinjiang people's legal aid and the "green passage" of the lawsuit were unimpeded, giving priority to the difficulties of the migrant workers.

　　 Energetically build nests and attract Phoenix

"Jinjiang is in a new stage of development. We need to introduce more high-end talents to support the upgrading of traditional industries and lead the development of new industries." Hong Rongta, deputy director of the Jinjiang Municipal Civil Service Bureau, told reporters.

At present, Jinjiang has established extensive contacts with the Pearl River Delta talent agencies at the government level, such as Guangzhou's Southern talent market, Dongguan's Zhitong talent market and Shenzhen talent market. Since 2008, Jinjiang has organized recruitment fairs in three northeastern provinces, Guangdong and central provinces, for example, in 2011 to Shenzhen to recruit capital operation talents, secretaries, financial controller and securities affairs representatives. This year, Jinjiang will continue to recruit talents in capital operation in Shenzhen.

Hong Rongta told the reporter, from the angle of policy incentive, Jinjiang has a lot of unique features, such as Jinjiang, which has issued the standard for the first person of the county level unit, and this standard has broken the traditional cognizance of only academic and professional titles, but more attention to the reality and the change of talent. For example, after obtaining the scientific and technological progress award, it can also be regarded as the standard of talent identification.

As early as 2009, the Jinjiang municipal government issued the notice on the introduction of certain regulations on the introduction of high-level talents, and put forward seven preferential measures for the introduction of high-level talents. In 1999, Jinjiang established the first postdoctoral workstation of the county economy in China. Now, 51 postdoctoral candidates have been attracted to Jinjiang.

In terms of subsidies for high-end talents, Jinjiang is also a high standard. Its subsidies are divided into subsidies and allowances. Subsidies for high-end talents who work in Jinjiang for a long time are subsidized by high-end talents who work in Jinjiang in the short term. "This reflects our flexible policy towards talents, not asking for everything, but seeking for it." Hong Rongta said.

In April of last year, Jinjiang issued several opinions on accelerating the introduction of talented people (hereinafter referred to as the 22 article). According to the 22 article, high level talents can enjoy the personal allowance of up to 10 thousand yuan per month, plus rent housing preferences, entrepreneurship support policies, funding for scientific research, family members recommend employment, and children's schooling without preferential policies such as school choice and garden fee. In addition, enterprises with different taxes in Jinjiang reach different standards set by the government, and they can also apply for the purchase of talent housing for their employees. Although these houses are independent property houses, they are Affordable housing The standard sale.

"We have already fulfilled the policy that children attend school free from school choice and park fees. Eligible children can also enjoy the treatment of graduates from Jinjiang graduates in the open recruitment of public institutions." Hong Rongta said, "last year, 393 high-end talents were entitled to subsidies and subsidies, involving a total of 3 million 460 thousand, and 38 high-end talents were making public housing subsidies. The amount of subsidy involved amounted to 4 million 750 thousand yuan. We also raised the first batch of more than 400 suite sources in the City Center for the purchase of talent housing for enterprises."

This year, Jinjiang has issued the outline of the medium and long term talent development plan for Jinjiang (2011-2020 years), which has made a high profile of the introduction and Prospect of high-level talents, and has given concrete implementation plans. As the leader of drafting work of the outline, Hong Rong told reporters that Jinjiang is now a carrier of high-end talents with "one district, nine parks", creative business innovation park, academician expert workstation, post doctoral workstation, expert advisory group of science and technology, strong enterprise, R & D institution, enterprise university and industrial technology innovation alliance.