Staying at the end of the year

â–  difficult to see how?

As a representative of labor-intensive enterprises, textile and garment companies are faced with the reality of "immediate emergency" and "perennial recruitment."

Every year at the end of the year, retaining workers and guaranteeing normal production after years have become a top priority for textile companies.

In the Pearl River Delta region, many factories have been shut down due to lack of manpower. In the survey, the reporter found that many textile companies rely on low standards and high wages to ensure the demand for employment.

“Now our recruitment standards have fallen again and again, even if this is still not enough staff, only to work overtime to ensure on time delivery.” Chen Hu, Manager of Dongguan Hongmen Fashion Factory complained to reporters. In the past, recruiting a car worker needed to measure whether or not he had a certain working experience. Now, as soon as he has a job intent, he will be “taken away” by the factory and learn to do it.

This method can only deal with the general type of work, but it may not be feasible for the technology such as embroidery. Xinhua Long, based in Foshan, mainly produces embroidery art curtains. Cai Guanghua, general manager, said that the embroidery workers must not only be ingenuity but also have rich experience. Therefore, the workers who are skilled in embroidery are the “baby” of home textile enterprises. Now, Xinhualong can only exert its force on the training of follow-up talents. It is constantly strengthening its own hematopoietic function while improving the treatment of workers and striving to retain talents.

In order to cope with the employment problem, many Henan textile companies are tempted to “recruit recruits” and look forward to maximizing the “retention”. In a county in Xinxiang, the reporter saw such a scene: The textile factory dispatched cars to the door of other textile companies, and when the workers came off work, they “pulled people”: “Oh, big sister, go to the factory and add another class, half a class, When you're all busy, your income is higher than here. Get on the train!"

In terms of recruitment, companies are doing everything possible to do their best. In addition to daily on-site recruitment, Jiangsu Yueda Textile Group Co., Ltd. also posts recruitment information on local television stations and major recruitment websites. Inside the company, Yueda launched the recruitment of employees in the form of "people with people" and "recruitment with rewards." At the same time, Yueda’s employment policy has become increasingly attractive. Not only does salaries have obvious advantages in local peers, but it also handles five insurance and one gold for workers. But even so, companies still can't get rid of the labor problem completely.

â–  Where is it difficult?

In labor-rich China, why is the labor shortage worsening?

Wu Nai-lin, director of the Human Resources Department of Yueda Group, believes that more young people now prefer service industries such as restaurants and hotels with lower incomes, and are unwilling to choose a textile industry with a relatively poor working environment.

As a large labor export province, in recent years, with the "labor shortage" spreading from the coastal cities, Henan's "recruitment difficulties" region is also expanding, the "better times" for textile companies to use labor "to call" is no longer exist.

For a long time, the Henan textile enterprises accustomed to the “not bad” days have been able to exclaim that “recruitment difficulties” have been issued. “Now textile workers are not good at recruiting and have great mobility. Because of lack of people, enterprises have to stop production. New Year's Day is planned to be closed in advance.” A few days ago, the person in charge of a towel factory in Huaiyang, Zhoukou City, Henan Province, sighed to reporters, and now recruiters have become “smooth.” "" It has been recruiting all year round. At present, 85% of the textile and garment enterprises in Henan Province are underemployed, and 75% of the enterprises have “recruited workers all year round”, especially the employment of small and medium-sized textile and garment enterprises.

Where is the difficulty of "recruitment difficult"? The person in charge of the Department of Human Resources and the Office of the Migrant Workers of the Office of the People's Government of Henan Province believes that the recruitment difficulties also reflect many deep-seated problems. For example, if the industrial structure does not change much, the layout is not reasonable; policies on migrant workers, medical care, and children's schooling are not implemented in some places.

Moreover, because of the large number of companies that have taken over from the coastal areas, there is a strong demand for employment that provides the majority of job seekers with more choice. Henan textile industry professionals believe that it is precisely because there are many opportunities for migrant workers to work in the province. “Where to make money where to go” has exacerbated the competition between the textile industry and other industries. Coupled with the production characteristics of textile and garment companies, recruitment is mostly limited to young women, textile companies highlight the "recruitment difficulties" inevitably.

â–  What is the problem?

Raising wages, improving the working environment and lifting employees' worries are effective ways to solve the problem.

Reporters in Guangzhou, Foshan, Dongguan and other places found that many companies clearly stated in the recruitment announcement that they would provide employees with medical care, pension insurance, housing and other benefits, transportation subsidies, overtime pay, holiday expenses and other items. No less." In order to retain people before and after the spring, many companies claim to add 500 yuan in bonuses and 100 yuan in bonuses each year in December, January, and February. The salary can also be increased. However, the actual effect is extremely limited.

In addition to making efforts to improve the "hard targets" of workers' treatment, companies are still thinking about "soft indicators." Tao Dongfa, a designer of the new Dongxing Company, said that not only do they often organize some sporting events to connect with their employees’ feelings during their free time, they also regularly go barbecues and travel on holidays, hoping to create a feeling of home for their employees and allow them to Work harmoniously, relaxed and happy, and do your best to keep people.

Yang Zhenguo, deputy director of the party committee of Henan Nanyang Textile Group, said that after the restructuring of the enterprise, the employee income has doubled and the average annual growth rate has exceeded 15%. Each year, the company takes out more than 15 million yuan, and pays 6 social insurances for employees such as “pension, unemployment insurance, medical treatment, work-related injury insurance, maternity insurance, and housing insurance.” The company also funds employees’ children to go to university. The tuition reimbursement for children is over 30,000 yuan. In addition, the company also took out 2.4 million yuan each year to distribute sympathy products for employees and retirees during the Spring Festival and Mid-Autumn Festival, provide free work meals for employees, installed air-conditioning for more than 290 female workers’ dormitory, and provided free medical examinations for female workers and model workers each year.

Xu Qingtong, Party committee member of Xuchang Yufeng Textile Company, said that the company applies a work-time allowance to its employees, that employees leave without wages, and that they are allowed to make up the class the same month. The company builds four 6-storey residential buildings, each of which is 135 square meters, sold to employees at a cost price of 900 yuan per square meter, allowing employees to live and work in peace.

Xin Zhen Textile Co., Ltd. Deputy Minister of Human Resources Guizheng Zhen said that in recent years, the company built 18 new residential buildings, to solve the housing problem of more than 2,000 households. The company pays 6 million yuan each year and provides two free meals for workers every day. The company has increased its investment in employees and has provided free medical examinations for employees every year. Every year, 3 to 5 outstanding young employees are sent to universities for further study, which makes them feel at a loss.

“The company not only cares about the life of its employees, but also pays attention to the political progress and value of its employees.” Hengtian Heavy Industry Trade Union ** said that the company trains its backbone members into party members, trains party members as cadres and workers, and trains workers as technicians. Technicians are trained as engineers. At present, the number of company members has grown to 2,874, and about 80% of middle-level management personnel are selected from among workers, and some have also embarked on leadership positions.

In order to retain workers, Yueda Group also took great pains to not only build a modern restaurant for employees, built a basketball court, but also added air-conditioning to each staff dormitory.

In the interview process, textile entrepreneurs from different regions all agreed that: At present, raising wages, increasing benefits, and improving the work environment are effective measures to solve the employment problems.

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