New Features Of Labor Shortage At The Beginning Of The Year In Tianjin Are Not Enough To Raise Wages.

< p > on the other hand, it is the "more difficult employment season" that the situation is not optimistic. On the one hand is the annual "labor shortage" which has been sworn every year. Some enterprises are still unable to recruit people with a salary increase of 10%, and some enterprises still maintain a relatively low turnover rate. When employment is stable and structural contradictions still exist, what is difficult? What is the shortage? The reporter interviewed the Tianjin labor market.

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< p > < strong > the new characteristics of labor shortage at the beginning of the survey < /strong > < /p >

< p > < strong > characteristics 1 < /strong > < /p >.

< p > < strong > labor intensive enterprises, the order type shortage is reduced < /strong > < /p >

< p > < strong > the employment of enterprises is sufficient and employment is relatively stable. < /strong > < /p >

< p > "at the beginning of this year, the employment of Tianjin enterprises is still seasonal, time and regularity, and the factor of returning home during the Spring Festival is still one of the main reasons for the lack of work after the holidays.

However, compared with the previous years, before the Spring Festival in Malaysia, the human rights and social security departments at all levels in Tianjin contacted the enterprises to take timely measures to deal with the problem. They started early and prepared enough. At the same time, by strengthening the reserve of talents, enterprises were reduced by the adjustment of the production plan. In general, Tianjin's employment was relatively stable after the holiday this year.

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< p > a study shows that more than 60% of the migrant workers working in intensive industries have changed jobs, and 1/4 have changed jobs in the past 7 months. The trend of short working has gradually developed from seasonal to year-round.

Dai Xia, deputy director of the employment office of the city's Bureau of human resources and social security, introduces labor-intensive enterprises as an example. In the past few years, the phenomenon of lack of employment was accompanied by production orders.

The main reason is that the enterprise does not reserve talents because of the manpower cost. Once the production plan is adjusted, there will be a large number of people to be laid off when the order is concentrated.

This kind of job shortage is mainly based on general practitioners, with short time to start and low technical requirements. Once the gap is increased, the production will be greatly affected.

"In view of this situation, in the process of dynamic monitoring, in addition to building a labor cooperation base with the northeast, North China, northwest and other provinces, we will organize recruitment and docking activities, do everything possible to recruit talents for enterprises, expand recruitment channels, and meet the needs of enterprise employment. We will also supervise and guide enterprises to do well in talent reserves, rationally arrange the coordination of production and recruitment plan, and improve employees' living environment through improving treatment and improving production environment."

According to the key monitoring of large employers, this year, the order shortage of enterprises in Tianjin has been greatly reduced, thus ensuring the smooth operation of enterprises.

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< p > < strong > characteristics 2 < /strong > < /p >.

< p > < strong > labor entering the era of segmentation, growth type of labor shortage obviously < /strong > /p >

< p > < strong > enterprise recruitment, looking for higher vocational college graduates < /strong > /p >

< p > February and March each year is the peak period for enterprises to recruit people.

Reporters at the recruitment meeting held at the China (Tianjin) Human Resources Development Promotion Center held that the traditional labor-intensive manufacturing industry is still the main recruitment force, but compared with previous years, most enterprises recruit workers to focus on technical work. Apart from fitter and welders, the recruitment positions of machinery, electronics, automation and IT engineering personnel have increased significantly, and the number of ordinary job recruitment offices is not large.

A personnel officer in charge of recruitment told reporters that before the start of the job shortage, the general practitioners made plans under the help of the human social security department in their area, which basically met the needs and ran several recruitment fairs, mainly hoping to develop the urgently needed technical talents for the enterprises.

A German manufacturing company located in Tianjin, a manufacturing base in the Asia Pacific region, has added three plants in just a few years, bringing a large demand for highly skilled personnel.

In an interview, reporters found that the phenomenon of growth and lack of work based on the development of enterprises has become a new trend in Tianjin's employment market this year.

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< p > the recruitment goal of enterprises is also gradually tilted from the migrant workers to graduates of higher vocational colleges who know technology and diploma.

Graduates who have good interpersonal communication skills and are good at learning and are able to turn knowledge into ability are more favored by employers.

A space technology company engaged in R & D and production of unmanned aircraft has participated in many special and comprehensive recruitment fairs, providing technical posts such as control engineers, software engineers, hardware engineers and other high technology graduates.

Quite a number of technical and technical posts in employment enterprises have also increased their requirements for technology and capability.

Liu Qingtian, deputy director of the center, told reporters that after the Spring Festival, the human resources development promotion center has held 12 large-scale comprehensive recruitment fairs, with more than 500 job recruitment units. The number of applicants is over 6000, the weekend reaches 8000, and the number of graduates from higher vocational colleges and universities is over 50%.

Higher vocational college graduates and even college graduates join the ranks of the first tier posts of processing enterprises. On the one hand, they are influenced by the human resources market cost and technological pformation. The employment of enterprises has entered the era of subdivision, and the characteristics of growth type are becoming increasingly obvious. On the other hand, it also reflects the pformation and renewal of employment concepts of Higher Vocational Colleges and universities, and begins to turn their attention to the grass-roots level.

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< p > < strong > characteristics 3 < /strong > < /p >.

< p > < strong > monthly salary of 2500 yuan, no restaurant attendants < /strong > /p >

< p > < strong > service industry is still hard to understand. < /strong > < /p >

< p > "in the past 2000 yuan salary is almost the same, this year 2500 yuan monthly salary can not recruit a waiter."

Mr. Zhang, a shopkeeper who has just finished handling a customer complaint, has no choice but to face up to a restaurant in Hexi District's black bull city road. "This period of time is not enough. Many customers complain because they are not ready to serve the dishes, they are not satisfied with the service, and they are not satisfied with the service."

During the interview, many catering practitioners said that the industry is pushing the public price, the profit is thin, but the wages of employees are not going to drop, so they want to reduce employment and worry about the quality of service.

Compared with the employment of large scale processing enterprises, the number of workers in the service industry is often short, and demand is scattered, but recruitment is even more difficult.

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< p > reporter found in the talent market, a large part of recruitment is catering industry, and attendants, dishwashers and cutting diters are all "hot", and the average salary increase is over 10% compared with the same period last year.

Many catering enterprises can hire attendants as soon as possible, and they will hire someone to "squatting" in several big talent markets.

"This job is too tired to say" not respectable ". The locals don't like to do it. Outsiders also need to train.

Similarly, property security and couriers are also "resident difficulties" in the labor market. These jobs are very labor intensive, and there is no holiday and rest time is unstable. Although the salary increase exceeds the average level, the attraction for young employees is still small.

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On the one hand, Tianjin will continue to raise the minimum wage standard this year, and the remuneration will also be adjusted. On the other hand, the shortage of labor and the increase in the cost of the enterprise will be increased. Liu Qingtian told reporters that not only three job seekers but 10% enterprises are also paying more than their salaries, five risks, and vacation systems, to retain staff for the purpose of attracting talents, enterprises to consciously raise wages and increase benefits, and to improve the relationship between employers and employees by improving their labour relations.

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< p > < strong > what factors are more attractive to job seekers? < /strong > /p >

< p > < strong > attraction factor 1 < /strong > < /p >.

< p > < strong > better than salary in annual leave. Do not worry to retain people < /strong > < /p >

< p > "our workers return rate is above 90%. In addition to storing about 700 people to cope with the shortfall in labor gap and capacity increase, we will not worry about the shortage of people."

Yesterday, Great Wall Motor Company Tianjin Haff branch recruitment director Wang Zhexin said that the company's steady employment this year, thanks to the importance of staff life and development, a comprehensive solution to employees' worries.

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< p > reporter came to the production area of the company in the western development area of Tianjin economic development. The production environment of the company is very good, the workshop is spacious and bright, and the floor is clean and tidy.

"In terms of work, employees work 8-9 hours a day, 8 hours a day, and pay overtime according to the salary 1.5 times. They have 10 days off a year and do not work overtime on weekends.

In terms of salary, the monthly salary of the front-line production workers is basically around 3500 yuan -4000 yuan. Apart from wages, the company uniformly brings five risks to employees, according to the performance, there will be monthly awards, quarterly awards and annual bonuses.

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< p > the the Great Wall apartment in the 10 minute walking distance from the factory area shows that the living facilities are perfect: supermarkets, drugstores, medical clinics and barber shops are all available. The cafeteria is clean and clean. In the staff activity room, employees can read books in the library, or go online to the Internet bar, and want to exercise. There are also badminton, table tennis courts and standard playgrounds.

"The hotel is completely hotel management, the staff accommodation is free, only need to pay the quota water consumption beyond part of the cost, breakfast 1 yuan can eat and eat well, lunch only pay 2 yuan."

Wang Zhexin told reporters that in addition to providing employees with low-cost, high degree of convenience of life assurance, the company also helps local employees buy train tickets returning home every year, sending out new year's products. "80% of the company's employees are outsiders, and we have 200 return buses every year, sending employees to their homes, and after the end of the year, these services are free."

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< p > < strong > attraction factor 2 < /strong > < /p >.

< p > < strong > Master apprenticeship birthday party tender feeling to create a sense of belonging < /strong > /p >

< p > "our workers are mainly equipped with equipment, and have higher requirements for fineness. They usually need 3 to 5 months' training before they can get started, so the requirement for stability is more urgent."

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< p > Wang Liming, Minister of personnel of Tianjin Sanxing Motor Co., Ltd., told reporters that employment has entered the era of "post-90s". In addition to wages and benefits, new workers have a stronger sense of belonging to their careers and a sense of belonging to enterprises. They have higher demands on leisure and spiritual life for employees. "We have investigated that the turnover rate of new employees is the highest in three to six months, basically occupying about half of the total number of people leaving. The main reason for this phenomenon is that they are not suitable for work, life and interpersonal environment.

In view of this characteristic, we have implemented the mentoring system in our staff. After the new employee is recruited, he can voluntarily choose a teacher in the old staff, and the master should help his apprentice adapt to all kinds of problems encountered in his life, such as where to buy things, how to buy food, how to ride the car, etc. if the apprentice expires to the master, the score is "excellent", and the company will give the master a reward of 600 yuan.

After the implementation of this system, the old staff who were worried about "the apprentice of the apprentice" starved to change their ideas. Instead, they changed their concepts from "not caring about themselves" to "helping the new employees into the family of the company". They helped new employees quickly reduce the strangeness of the new environment, and enhanced the cohesion between employees. After that, the turnover rate of employees was reduced from 7% to 2%.

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< p > in order to create a sense of home for employees, the company also carried out the activities of the "good club" activities, such as "cross stitch Association", which can organize employees with similar interests to share their hobbies and bear 80% of the activity costs. At the staff's home, they regularly hold "happy classes", lectures on psychological knowledge, social etiquette, makeup and so on, offering 120 yuan educational support to employees who actively participate in classroom learning, and holding birthday parties with different themes for employees who celebrate their birthdays every month.

These seemingly unrelated tasks have played a very important role in building a sense of belonging among employees.

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Besides P, Samsung motor has always been recruiting in the recruitment sector, and 70% of its employees come from staff recommendation, with a hiring rate of 100%.

Wang Liming believes that this will help increase staff's "viscosity", that is, the retention rate.

When the employment pressure is tight, the company will also give some reward to the referees.

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< p > < strong > attraction factor 3 < /strong > < /p >.

< p > < strong > heavy training and skilled career planning, retaining talents < /strong > < /p >

< p > SEW- pmission equipment (Tianjin) Co., Ltd. is a German sole proprietorship enterprise engaged in mechanical manufacturing. Its manufacturing base in China and Asia Pacific is located in Tianjin economic and Technological Development Zone.

Ms. Liu Xin, who takes charge of personnel work, thinks that the talents needed by Tianjin's processing and manufacturing industry will develop in the direction of higher education and higher skills, and will raise higher requirements for staff's learning ability, communication ability, job adaptability and development potential.

In SEW, every year, the company provides professional skills training for employees according to their job requirements, and also conducts management training to help potential employees pform to management posts.

"Whether professional or technical positions or management positions, the company has established a reasonable promotion channel and corresponding incentive mechanism, thereby increasing employee's professional identity, sense of honor and sense of belonging to the enterprise."

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< p > reporter survey found that for the "new generation of post-90s" workers who are currently occupying the mainstream position, salary is no longer the only criterion for choosing jobs and jobs. Whether they can learn a skill in their work, whether there is room for development in the future, whether they can be recognized or not, all these considerations are deciding their choices.

In this regard, Great Wall Motor Company Tianjin Haff branch recruitment director Wang Xin Xin also said that in addition to a comprehensive remuneration system, the company also attaches great importance to provide employees with a smooth promotion channel, whether management graduates or ordinary line of production and technical workers, as long as the efforts, good performance, there are career development space: "we have many middle-level managers are newly promoted university graduates, at the age of 20, when the head of the group is also a lot of work.

The rapid development in recent years has created a good brand effect for the enterprise, and individuals can bring their professional identity and sense of belonging to their employees through the development and growth of the enterprises.

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"P > < strong > < /strong > < /p >.

< p > < strong > relieving labor difficulties < /strong > < /p >

< p > March 3rd, at a labor negotiation and cooperation signing ceremony jointly organized by the Tianjin human resources and Social Security Bureau and the Development Zone Management Committee, a number of enterprises from the Development Zone signed labor cooperation agreements with the human social security departments in Hebei, Shandong, Shanxi, Gansu and other 20 provinces, vocational schools and more than 30 human resources service institutions.

Wang Zhexin, director of recruitment at Great Wall Motor Company Haversian branch, Tianjin, told reporters that the company has been working with Hebei auto education institutes to develop order culture. This year, students with order classes can start practicing in enterprises.

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< p > it is understood that the Municipal Bureau of human resources and social security actively takes measures to mobilize the enthusiasm and initiative of the supply side of human resources both inside and outside the city, so as to ensure the stable employment situation this year.

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< p > < strong > advance planning, early action < /strong > < /p >

Before the Spring Festival, the city's human resources and social security departments actively coordinated the relevant departments and units, organized the condolences to the migrant workers who stayed at the local festivals, arranged holiday activities, contacted the returning workers for returning home, arranged pportation facilities to send stations, instruct enterprises to renew labor contracts or renewal agreements with employees, and mobilized them to return to work as far as possible, as far as possible. P

After the festival, special personnel are organized to seek support from other provinces and municipalities.

At the same time, in Tianjin railway stations and long-distance stations outside Tianjin, set up employment service points, and guide migrant workers to apply for job shortage enterprises.

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< p > < strong > spring breeze sends warmth to protect employment < /strong > /p >

< p > from February 15th to the end of March, we carried out a series of activities in the service enterprises such as "spring breeze warming and relieving recruitment difficulties". Taking the labor service joint negotiation and comprehensive recruitment as the main line, we adopted the multi-faceted joint recruitment method at the city, county, city and outside levels to carry out the labor negotiations docking and labor cooperation signing ceremony, inter provincial labor service docking, Tianjin special recruitment, network recruitment, production internship and 24 hour job search services, helping enterprises to ease the tension of employment.

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< p > < strong > improving labor employment skills < /strong > /p >

< p > to carry out special activities such as "sending policy, sending skills and sending posts" in some agricultural areas and counties, alleviating difficulties in recruiting some enterprises, implementing differentiated training subsidy policies, and setting up different subsidy policies aiming at the low level of rural labor force culture, poor acceptance of vocational training and employment market demand, and guiding rural labor force to actively participate in training.

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< p > < strong > innovative training mode < /strong > < /p >

< p > aiming at the dispersion of rural labor force, inconvenient pportation and the difficulty of centralized training, the mobile training is carried out, and the training class is sent to the fields, fields and farmers' doorsteps to facilitate the rural labor force to take part in vocational training.

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< p > < strong > play the role of social training resources < /strong > /p >

< p > aiming at the overall shortage of vocational training resources in agriculture related areas and the current situation of unbalanced districts and counties, we encourage the rural social security departments, industrial parks and employment enterprises to cooperate with all kinds of vocational schools in the city to carry out vocational training.

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< p > < strong > directional quantitative accountability < /strong > < /p >

< p > in addition, all levels of human social security departments also make every effort to alleviate the recruitment difficulties of some enterprises through directional quantitative accountability: < /p >

< p > strengthen the dynamic monitoring of enterprise employment, set up the directory of employment demand for key enterprises, implement the monthly double reporting system, organize the analysis in time, follow up the employment services, and make contingency plans; < /p >

In accordance with the principle of territoriality, we should understand the main responsibilities, target tasks and completion time of the key employment enterprises in the area. We should go deep into the enterprises to understand the employment needs of enterprises, explain the employment related policies of the service enterprises on the spot, formulate a plan to ease the enterprise's tool bodies, and timely fulfill the support policies; < /p > p

< p > organization docking activities, the city human resources and Social Security Bureau, the Development Zone Management Committee Service Enterprise Labor Conference and signing ceremony, municipal public service organizations, hold 2 comprehensive recruitment fairs every week, 1 migrant workers special recruitment fairs, 1 campus recruitment fairs, Binhai New Area public service organization weekly 2 recruitment activities, other district and county public service organizations hold 1 weekly recruitment activities; < /p >

< p > the Tianjin government's public service network collate, summarize and publish recruitment information for enterprises in short time; < /p >

< p > to carry out productive employment practice, and actively guide vocational schools in Tianjin and other provinces and cities to pfer practice students to Tianjin's labor shortage enterprises, and reward the pport institutions for the 3 months of internship and more than 50 personnel.

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< p > in addition, focusing on service activities, through the existing "24 hour job search apartment", it collects and collects and releases information on enterprise needs, provides free room and lodging intermediary services to foreign job seekers, builds service platforms for enterprises and workers, and encourages returning personnel to bring people back to Tianjin, so as to give certain rewards to those who are successful in bringing jobs to Tianjin.

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