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There Is No Skill Requirement For The Production Line Of Clothing, Shoemaking And Other First-Line Equipment.

2014/2/18 11:05:00 44

Clothing Footwear Industry Line Equipment Production Post Skills Requirements

Suzhou's survey of 1000 different scale < a href= "//www.sjfzxm.com/" > Enterprise < /a > shows that after the festival, the recruitment demand of the city is 216 thousand, and the main jobs are concentrated in textile and clothing, electronic and electrical appliances, mechanical equipment and other labor-intensive enterprises, and the "unskilled" labor demand is 60%. 730 enterprises in Wuxi have planned to recruit more than 7 people a year, mainly in the electronic and electrical industry, machinery manufacturing industry, textile industry, photovoltaic energy industry, clothing and footwear industry, and other front-line production posts. 350 enterprises in Yangzhou have 39 thousand and 600 jobs after the festival, of which 49.90% of them are unskilled workers, and the jobs they lack are mainly in garment sewing, mechanical processing, electronic operation and other industries. 
 a staff member of the Suzhou Municipal Bureau of human resources and social affairs believed that the "a href=" //www.sjfzxm.com/ "no skill < /a > requirement" accounted for 60% of the labor demand in the survey. This does not mean that the enterprise has desalinated the skills requirements of the employees, but reflects that the majority of the enterprises have to recruit and train the workers in order to meet the production needs due to the large fluidity of the migrant workers as the main force of the enterprise employment. 
In the past three years, the annual turnover rate of labor-intensive enterprises has remained high: in 2011, 35.5% in 2012 and 37.2% in 2012. The total number of people leaving in 2013 was 323 thousand, with a turnover rate of 36.2%, of which the annual turnover rate of local employees was only 16%, and the annual turnover rate of employees in the field was as high as 40.5%, which led enterprises to fall into the cycle of lack of recruitment and recruitment of workers in Suzhou. 
 not only Suzhou, but also a high turnover rate of workers in the traditional labor export area. According to a survey conducted in Suqian, more than half of enterprises reported that the total number of workers and the number of workers lost in the same year were flat. 70%, enterprises have to recruit workers for a long time to reserve. 
 Why do migrant workers frequently job hopping? 
 Zhou Rui, a doctor of economics at the regional research center of the Provincial Academy of Social Sciences, believes that the main body of migrant workers now is the two generation or even the three generation of migrant workers. Compared with their parents, they do not have the pressure to earn money to support their families. They also value their career potential and promotion opportunities. If the existing work can not meet the requirements, job hopping is inevitable. In addition, compared with the construction industry and the real estate industry, there has been a long working time and low salary for mechanical operators, electronics and electrical appliances, clothing, shoes and hats. 
 facing labor recruitment difficulties, labor-intensive enterprises are also trying to find a way out. Of the 1000 enterprises surveyed in Suzhou, 322 have already formulated spanformation and upgrading measures. There are 68, 6.8% of the "spanfer of production capacity to other regions", with an average of 1324 employees, which is far higher than the average level of survey. This reflects the trend that the enterprises with large quantities of labor are moving by human resources, mainly the labor-intensive enterprises such as textile, clothing, electronic and electrical appliances, machinery and equipment. 
 but Zhou Rui believes that with the gradual disappearance of demographic dividend, the traditional labor export area will also appear < a href= "//www.sjfzxm.com/" > job shortage < /a >, and the gradient spanfer by human resources is not a permanent solution. Enterprises should take the initiative to seek technological innovation and structural spanformation. By constantly increasing investment in technological spanformation, we should introduce and use production equipment with high technology and high automation to reduce excessive dependence on intensive labor. On the other hand, the structural spanformation of traditional labor intensive industries should be accelerated to develop industries such as technology intensive, capital intensive and knowledge intensive industries, thus reducing the demand for labor services and alleviating the pressure of employment. 
Zhang Yongsheng, director of the Suqian municipal management center, who worked for many years in the employment department, called on P, "some employers are more willing to treat their employees well than to hire them every year." In Suqian, wages and salaries are good, internal management is perfect, enterprises that focus on human nature are seldom short of labor. Most of the enterprises that recruit difficulties are seasonal and temporary jobs which do not pay wages to the employees. 
 "there is also a relationship between migrant workers' frequent job hopping and migrant workers' lack of belonging in cities." Wu Yiming, a professor at the school of social development of Nanjing Normal University, thinks that unlike the parents who earn money to go home to work, the younger generation of migrant workers prefer to take root in their cities through their own efforts. But now many young people do not have the necessary social security in the city, and they do not share a sense of belonging with the workers. Coupled with the high housing prices in the city, they can not see the future in the city. City managers should alleviate the floating population problem from the perspective of urbanization. Migrant workers have a strong sense of identity towards enterprises and take themselves as a part of the city. Employment in a city or an enterprise will be stabilized.