Shoe-making enterprises respond to the "labor shortage" at the end of the year

In the face of a relatively concentrated group of employees, footwear and other companies are not unprepared. A veteran of shoe-making enterprises in Jiangsu used “recruitment” to describe their “anti-job-hopping” tactics: In 2009, we split the year-end award into 2 copies, and half of the year-end summary meeting was issued. Before May 1 it was issued again. half. This time, in order to stabilize the military and avoid unnecessary speculation, the company announced its year-end bonus plan in advance. It has grown more than last year, and the awards are clear. According to the report from the week after its release, the backbone employees are generally satisfied.

In order to reduce the resignation rate, many factories collect tickets for employees, so that employees can work safely before the holidays. Some companies also proposed year-end pumping prizes, reimbursed fare fares after the Spring Festival, and even promised to arrange training abroad after the Spring Festival to retain workers. A shoe factory in Wuxi has increased overtime pay by nearly 50%. He hopes to encourage workers to work more hours and complete orders before the end of the year. Zhang Lin, a workshop manager of a Taiwan-funded company in Wujiang, said that the boss plans to send 2000 yuan to each of the general workers. Keep them.

"It takes years to become a skilled worker. Now that he is going to change jobs, it is like a cooked duck flies away." The head of an export shoe company in Jiangning said the voice of the business owner. In the face of resignations and job-hopping, they tried their best to retain, and they did not take delay tactics.

The leather goods factory where Wang Ruifeng of Nanjing Pukou is located has restrictions on resignation or leave. When the month's quota is full, it can only wait in line for the next month. In addition, “When you are on the line, the factory may suddenly notify you and apply for resignation. He lost and needed to re-line.” It is understood that wagers, social security or year-end bonuses will be lost if they leave, and even if they do not take back the seized ID.

Experts pointed out that in the long run, taking a job at the year-end awards in response to job-hopping can only be a temporary solution, and in order to solve the problem, it is necessary to make efforts in terms of enterprise management, compensation plans, and promotion channels. For example, to help employees tailor career planning; provide targeted training, learning and development opportunities; key positions as much as possible from internal hire, help employees to enhance professional skills, open up promotion channels. In fact, the employees are not terribly horrible. What's terrible is that "there's no coming, but we shouldn't have gone."

In fact, according to the reporter's observation, the new employment situation has already begun to force companies to make changes. Su Pengxuan, director of personnel affairs at Suqian Huayi Apparel Company, told reporters that some employees did have a forced job-hopping reason. They generally approve of the resignations of these people and treat them humanely. "It is meaningless for companies to retain workers. They must rely on treatment to retain people."