How Should Clothing Enterprises Recruit Workers To Cope With Difficulties?

Over the past few years, the owners of several garment enterprises have asked me, what is the difficulty of recruiting workers in the clothing industry? In the past two years, due to the impact of the subprime crisis, the global economy has broken down. As for the clothing industry, sales volume of foreign trade has declined rapidly. Some foreign trade enterprises have turned to domestic sales, some enterprises have stopped production, and the grass-roots technology workers are facing the predicament of unemployment.

The main reason is the following:

1. the rapid development of the mainland economy, the gradual shift of the garment industry links, the increasing number of garment enterprises in the mainland, and the moderate welfare benefits, and the close proximity of home, most of the garment technicians prefer to stay home to develop.

2., as a result of prolonged labor hours and labor intensity, enterprises have poor working environment, no air conditioning in summer, lack of humanization in enterprise management, and no sense of safety and sense of belonging. Employees feel that their returns are out of proportion.

3. the promulgation of the state labor law has caused great pressure on enterprises, and the increasing awareness of employees' legal consciousness has paid more attention to the recruitment and welfare of enterprises.

Recruitment difficulty is a major predicament of a garment industry. How to solve this problem is to be analyzed from three levels: first, recruiting; second blind people; third retaining people.

1., establish and improve the recruitment system, formulate some recruitment processes and standards.

In particular, a more competitive remuneration system will be established, which will continue to dispose of employees' benefits and be slightly higher than others in the same enterprises, so that employees will feel more fulfilled.

2., we should build up the technical leadership of enterprises. We should pay special attention to the supervisors and masters of every workshop, and cultivate them as the main force of the company. From the point of view of management, there are at least 10 people in charge. It is particularly important to cultivate managers' management ability. They should not only manage themselves but also manage their subordinates, and encourage them to take charge of recruitment and training.

For example, the contractor is expected to recruit 10 employees in one month and Award 2000 yuan.

3., establish long-term cooperation in the key labor export provinces, such as letting employees' families help recruit people, and introducing employees to employees. Each employee introduces a person to the company for a reward of 300 yuan.

1, he formulated a long-term effective and feasible training plan, and training should be done before entering the period to train all aspects of corporate culture, vision of corporate development, job responsibilities, company system, product knowledge and skills.

Set up a job training program.

2, after the employee is pferred to the right place, he should work out a positive training plan, constantly improve their working skills and grow up in learning.

3, constantly enrich the corporate culture, import CI, VI, SI strategic management system, such as offices, workshops, restaurants, publicity columns, newspapers and periodicals, build reading rooms, etc.

4, establish a staff Consulting Center, care for employees, do psychological counseling.

5, establish a sound conference management system, do a good job every morning, evening work, and constantly improve the efficiency of work through meetings to improve the mood of employees.

How to keep people?

1., material aspects: continuously improving the income of employees, improving the living conditions of employees and improving their living conditions.

We should formulate an old staff allowance management method, establish employee care fund, and set up education base for staff and children.

2., the system should be reasonable, fair and equal. The leaders of enterprises should set an example by themselves, conscientiously abide by them, take the lead role, let every employee know the management system of the company, the system needs to be encouraged and punished, and the reward and punishment will be announced.

3., the spiritual aspects of leaders are: leaders care more about grass-roots employees, praise more grassroots staff, be approachable, praise in public, and criticize less, especially when they are criticized by the public, shake hands with employees, accompany employees to eat and eat during holidays, remember birthdays for their employees, and what difficulties their families encounter.

Condolences.