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"Talent shortage" sewing machine manufacturing test
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Since the end of last year, especially since the second quarter of this year, as the market's rapid improvement, rehabilitation and expansion of joint enterprises demand surge capacity, employment surged, making the repeated waves of recruitment difficulties ascribed to the August and September, in the past over the same period remained relatively neglected unusually hot job market. Enterprise sigh, recruitment difficulties become the norm! At the recent China Sewing Machinery Association carried out a troubled business development for the research component, the job will be difficult for almost a business option. Most of the enterprises into three or four labor gap, and even to recruit up to half of the people. Under-parts enterprises directly affect the output of the whole enterprise, the current industry-wide production capacity of only about 7 percent in 2007. Difficulty in recruitment is not only constrained by the recovery of the industry and prosperity, in the absence of sufficient priority to start production of mature products also slowed the inevitable choice for the development of new products, market pace. Attracted many newcomers, but there is no guarantee the product quality and stability for the industry, health and sustainable development of potential problems. Labor shortage, what shortage? First, is the shortage of skilled personnel. Over the years, extensive, low-level, labor-intensive economic growth, the decision of China and even the sewing machine manufacturing industry is always low-tech, low value-added labor-intensive mode of development of cheap wandering. Therefore, the low level of repetition of a simple popular types of work, received systematic training, master proficiency skills, knowledge of the relative shortage of personnel of modern mechanics. Therefore, recruitment is difficult, is the recruit skilled workers, skilled workers difficult. Labor shortage, in fact, lack of qualified personnel. In the corporate use of new equipment, new technologies, new processes in an increasingly competitive market situation, product technology content of the quality of the staff have become increasingly demanding. Survey shows that a large part of lack of work focus on the post assembly workers in the electrical and mechanical equipment, maintenance man, the machine companies and dealers are there serious shortage of maintenance man phenomenon, due to lack of people has led to service upward trend disputes. The education level of migrant workers is generally not high, with the beginning of the dominant high school level, up 83.51%, the overall structure of the low job skills, the quality can not meet the business needs, which makes recruitment difficult, the structural Employment contradiction is more prominent. As the current workforce of 80 subjects, 90 after generation of migrant workers, the idea of changing jobs, for wages, working conditions, life support have become increasingly demanding, but also led to one of the main recruitment difficulties. In addition, difficult to recruit technical talent is also a major problem. In recent years, the industry's main 50 enterprises account for scientific and technical personnel employed by a fifth at the end of the ratio of 7% to the current 10%. But the industry is still weak technological base, lack of high quality R & D talent and technology innovation leaders, has not yet formed an effective high, middle and primary echelon of skilled personnel. With the continuous generation of people retired sewing machine, the lack of systematic education of the next-generation, second generation or new knowledge is not fine, or lack of experience in the development of new technologies, new products powerless. Succession is difficult plagued the industry future, how the introduction of professional managers is also good business a hot spot. Recently, the extension of retirement age flurry of controversy, which leads to the proposal of the reason is that China has entered the aging society. Sewing machine industry has also suffered this problem, a zero-chairman Chen Qihong said, twenty years ago I went to Japanese companies and saw they were very lack of workers, the boss is white-haired. Today, two decades later, we are faced with this situation. Negative Training Company July, China Sewing Machinery Association held a senior personnel training, when the companies are in the preliminary investigation showed a great interest, but half the cost of subsidies in the Association case, the actual training of the response is not encouraging. Why, enterprises can not, do not want to invest. In manufacturing, companies optimistic about the idea of employing highly educated and very different from other industries, it is re-experience and abilities. Market economy, enterprises will be calculated into any benefits. Often takes years to cultivate a talent, ten years of time and money for training costs, employee talent and often will go to seek better opportunities in the sewing machine industry, senior personnel do not quit uncommon talent competition among enterprises is very fierce. Over time, companies like brought on by the people, refuses to bear the costs of long-term training and personnel training. In many job posting, the job descriptions require several years of work experience. Demand and mismatch Side of the recruitment difficulties, while college students job difficult. Ministry of Education statistics, from 2001 to 2009, graduates of higher education totaled 3028 million, while the number of college graduates were unemployed year after year growth. Specifically set up sewing machines in the last century, vocational education or in the seventies and eighties, sewing machinery industry in China itself, the theoretical basis for the weak, lagging far behind in technology development in all countries. Existing vocational education and industry needs is not the absence of counterparts, college graduates do not want to come to the manufacturing industry, resulting in technical difficulties strokes situation. Previously, the industry carried out a number of companies have been school-enterprise cooperation, but the effect is not satisfactory. The reason companies anxious to results of little interest to the long-term investment; schools are limited to production practice, practice, education, graduation and a few links, but not from the system, global considerations, the students can not meet the company's human resources capacity needs. Management personnel of the embarrassment The current part of the backbone of private sector enterprises, particularly the parts business more in the eight, the nineties started, after two or three years of development, the founders of these companies to five or six-year-old age, began to consider retirement enjoying the. Often turn to the next generation of interest to the industry, do not want to take over the business to continue to do traditional industries. The managers find themselves fighting not assure the outcome of management to others, although the personnel scheduled to post, but everywhere in the actual work will be restricted. The nature of family business ownership and management rights it is difficult to separate, but also limits the management experience of senior management personnel and business management concepts applied to them. Therefore, the succession to the future development of the industry is facing a severe test. Forced upgrading talent shortage Human and social development of a country the importance of economic self-evident, the industry as well. At present, China's rapid development from the sewing machinery industry entered a period of active industrial restructuring, industrial upgrading of the critical period, the industry is facing a shortage of scientific and technological innovation challenges. But no matter enhance independent innovation capability, or increase the level of quality, both to strengthen management, or transformation and upgrading, in the final analysis, all this depends on people to complete. And the current overall level of industry talent development compared with other countries there is a large gap between the lack of high-level creative talent, talent is not strong innovation and entrepreneurship, personnel structure and layout is not quite reasonable, inadequate investment in human resources development. With the national and regional economic revitalization plan approved by the continuous, labor shortage, talent shortage will become more serious. Not alleviate the short period of time, companies come up with a variety of ways to recruit and retain talent. The employment gap larger enterprises have to raise wage, free lunch, free accommodation, bus transfers, and other favorable conditions to attract workers. The staff mobility, allowing companies to focus on strengthening the building of enterprise culture. Opened ordinary workers can not move posts to promote enterprises to carry out a variety of training. The increasingly higher cost of many enterprises through the purchase of advanced equipment to improve efficiency and save manpower, some enterprises have begun to consider the industry to shift elsewhere. In addition, the rise in labor costs is of course the inevitable trend of social development, but for the profit of the labor-intensive industries, especially the parts enterprises, low-cost advantage to corporate earnings loss of thinning or no profit. Therefore, there are some parts enterprises simply do not take orders because the orders and not orders no difference, the lack of capacity to restore and expand the initiative. Conduct business in full swing in the whole production, to open parts plant rare plant, construction plant move, the production of spare parts are also given priority to the advantage of using the whole enterprise, making the industry more concentrated. We can say that talent shortage Forced industrial upgrading. The fourth quarter, companies will usher in the peak period of orders, labor may be more tight. How to crack the talent shortage is solved and the sewing machinery industry bottleneck. In order to strengthen the development of qualified personnel, recently increased the China Sewing Machinery Association, professional certification, technical training, and promoting university-enterprise cooperation efforts, has made great breakthrough. Enterprises should also have long-term talent strategy, strengthen training, treat employees. After all, the job is not difficult to be solved overnight, talent can not be trained overnight, with the iron of the soldiers in order to have iron team, iron Camp.