Reasons For The Rise Of Talents In Garment Industry

< p > some time ago, I helped a a target= "_blank" href= "http://www.91se91.com/" > dress < /a > Brand Company for training. When the boss sent me to the airport, I talked about the fact that the staff in today's clothing industry is generally low, and there is a big gap between the requirements and the job requirements. Because of the lack of time to talk about the relationship between time and time, after coming back, driven by professional characteristics, let me reconsider this problem.

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< p > to analyze this phenomenon, I think the most appropriate thing to describe is the four words of "floating talents". So what is the reason for "floating talents"? How should we face and solve them? < /p >

< p > < strong > 1. The reason for the phenomenon of "talent floating" is < /strong > < /p >.

< p > < strong > 1, talent demand expansion < /strong > < /p >

< p > with the continuous increase of domestic consumption demand, the rapid development of garment industry has been promoted in recent years. The Brand Company has also ushered in a new round of development opportunities, which requires more professionals to promote. On the other hand, because of the opportunity to drive new clothing brands are constantly emerging, these new brands need experienced people to carry out management and management in the early stage of establishment and development, so that the demand and snatch of talents become the concrete manifestation of this phenomenon, which ultimately leads to the popularity and shortage of professionals in the market.

Among the many talents, the demand for supporting personnel in terminal market is the biggest and the most scarce, such as regional managers, market supervisors, trainers, and Chen Li Shi.

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< p > < strong > 2, talent precipitation is less than < /strong > < /p >

< p > because of the popularity and shortage of talents in the market, some of them are at this edge, taking this opportunity to change their resume to their own gold deposits and join them in this circle.

For example, A, who is the manager of the terminal line, is now directly applying to become an internal trainer of * * company.

Compared with their job requirements, these people only reach the "listening, speaking," understanding and far from reaching the "experience". B, formerly a marketing supervisor in the bathroom company, is now turning to the clothing company's market supervision.

These personnel had no connection or little connection with the industry and their positions.

These are the main reasons for the floating of enterprise talents.

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< p > Brand Company also noticed this phenomenon, but because of the shortage of talents, they had to complain and ask for perfection.

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< p > < strong > two, how to face "talent floating" < /strong > /p >

If P does not match, the quality and position will not match, and the resources and capabilities do not match. In the long run, it will bring a lot of problems to the development of the company and the daily operation and management. This is also the biggest waste of resources.

Then how can enterprises solve this problem? < /p >

< p > < strong > 1, building an internal talent training system < /strong > /p >

< p > < a > href= > http://www.91se91.com/news/index_c.asp > > Enterprise > /a > the core competitiveness of talents is the competition of talents. In addition to obtaining talents through various channels, the internal training mode is more effective.

There is a period of adaptation after the entry of the general external members into the new company. In this period, we need to run in with all kinds of culture inside the company, and then we will have a deep understanding. At the same time, whether the original work experience and methods are suitable for the current situation of the enterprise is a question worth pondering.

So we often hear that a certain executive left a company not long after joining a company. Many times it is not a question of executive ability, nor is it the reason why the company can not tolerate it. It is the fact that talent and the status quo of the enterprise are not compatible and mismatched.

And through internal precipitation and training personnel are often the mainstay of an enterprise. These personnel are familiar with the operation and environment of the enterprise, and recognize the culture, working system, appropriateness, and high loyalty of these enterprises, which are unmatched by airborne personnel.

Therefore, it has been recognized and accepted by more and more companies from the inside to cultivate and cultivate talents. All of them have thrown themselves into the ranks of building their own talent training system.

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< p > < strong > 2, training from top to bottom, improving overall quality < /strong > < /p >

< p > talent is floating and people and posts do not match. Then we need to constantly strengthen learning and training and improve the quality of personnel.

As the top leaders of enterprises, we must recognize this fact and constantly demand subordinates to guide and train subordinates in practical work.

There should be no idea that "the master leads the door, and the practice depends on the individual".

Only in this way can the subordinates grow up gradually in their work through the training of senior leaders in the enterprises, so that people and posts can match each other slowly.

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< p > talent for enterprises is like heart for people, engine for automobile, its function is self-evident.

Talent floating may be a common phenomenon in the industry. Maybe you can't change it now. Maybe you are forced to do it. These are not the key points. Do you want to change and prevent this situation from now on?

An enterprise can only find and train its own "a href=" http://www.91se91.com/news/index_s.asp "talent" /a, so that it can develop fast, fast and well.

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