Abstract “Labor shortage†is a high-frequency word in China's manufacturing industry in recent years, which is common in counties and municipalities. In recent years, Nan'an has also introduced a number of policies to attract talent. However, in the current economic downturn, headed by stone companies such as Universal, Creek, and East Star...
The “labor shortage†is a high-frequency word in China's manufacturing industry in recent years, which is common in counties and municipalities. In recent years, Nan'an has also introduced a number of policies to attract talent. However, in the current economic downturn, the streamlining and slimming actions led by stone companies such as Universal, Xi Shi and Dong Xing have attracted public attention. Although the stone industry is a sunrise industry, the lack of high-end talent still plagues many stone enterprises. Phenomenon: Baijia Stone Enterprise Launches “Slimming Planâ€
In 2015, stone enterprises ushered in a difficult period, and many stone enterprises reduced the cost to cope with the industry crisis by streamlining the department.
The East Star Group’s “internal slimming†news has not been heard. The reporter recently learned that Yishijing Stone Enterprise cut more than 40 workers in July, also to save money. According to an interview with the reporter, the employment situation of the stone industry is fluctuating. During the peak season (March-May), there are more people recruiting because of the order; in the off-season (July-September), the employees are reduced by 50%. The cost is beyond the cost of the order.
The launch of the “slimming plan†for stone enterprises has caused a series of concerns in the industry. But after careful consideration, it can be found that most of the slimming actions of the stone enterprises are in the "small soldiers and simple administration." With the transformation of traditional stone wholesale to engineering and decoration integration, the business focus of Xishi shares and Xijin Stone has shifted. In order to streamline the business, focus on high-end engineering and home improvement projects, reduce labor costs, and streamline personnel is a last resort.
Huang Zhongbin, general manager of Dongsheng Stone Industry Engineering Operation Center, told reporters that due to the constraints of the environment, the amount of engineering plummeted, most of the stone enterprises were affected. Many stone enterprises had to cut off some technical skills in order to ensure the flow of funds and strengthen their ability to resist risks. Skilled, short-term workers who have been working for a short period of time, and workers who have been dedicated to the company for five years or even more than 10 years can get better arrangements.
According to incomplete statistics, in the first half of this year, hundreds of stone enterprises in Nan'an have reduced their staff by more than 2,000 by cutting 10%-20% of their employees, thereby saving costs and improving profitability. However, Huang Zhongbin said that layoffs do not mean that the demand for talents is saturated. He said that in the stone industry, there are still big gaps in cutting-edge technicians, engineering operation management talents and excellent sales talents. Seeking for the thirst is another major puzzle that the stone enterprise has to face in its transformation and upgrading.
"Machine substitution" reduces employment by 1000 people
The reporter's investigation found that although many stone enterprises are "slimming", there are still some enterprises that increase the number of workers to expand production demand. These enterprises are mainly large enterprises with successful transformation in the industry. For example, from the traditional stone to the slab stone of the composite board stone, and some processing-oriented small and medium-sized enterprises expand the scale while increasing orders, and the employment of enterprises will increase.
Some business people have told reporters that the employment situation of enterprises is directly related to corporate orders. In fact, orders for stone enterprises generally vary according to seasonal changes. When there are more orders, more workers are needed. When orders are small, workers are reduced. Over the course of the year, although the workers have ups and downs, they have not changed much.
For enterprises with a reduced number of workers, in addition to the development of some small and medium-sized enterprises, "Waterloo", the need to streamline personnel to reduce labor costs, and the reduction in employment of some enterprises, the replacement of the original manual quantity by automated equipment, about 1,000 workers. Instead of labor, the machine eliminates the worry of recruiting workers, but faces the problems of machine cost and maintenance. Most of the processing companies are still in the wait-and-see stage.
The industry frequently appears "high-paying corners"
“Enterprise transformation, market structure and customer structure are changing, and the internal talent structure has also changed.†Yu Yanglin, brand manager of Dongxing Group, said that innovative companies are more innovative in product and marketing strategies, so cutting-edge technicians and Marketers become their general needs.
According to a market research report done by a stone company a few days ago, at present, the flow of marketers and technicians is stable, and the ratio of the flow of jobs in different positions in the industry is two or three, accounting for 52.38% and 42.86% respectively. For those who have a large demand for marketers and technicians, they are mainly well-known large enterprises in the industry.
It is understood that experienced and highly qualified marketers and technicians are “fragrant†in the industry, and most of them will be “willful†in order to find a better fit with themselves. On the other hand, the reason for the large flow of marketers and technicians is the lack of talent training mechanism in the industry. The lack of professional talents has led to a significant increase in the demand for such employment by many large enterprises, including high-end jobs with monthly salary exceeding 10,000 yuan.
In addition, there are many innovative companies with high salaries. Like the new stone home brand - to comply with building materials, in order to recruit talents, not only to create a very creative office environment, but also to create extremely attractive salary and benefits, both five insurance and gold, as well as tourism opportunities. In order to retain talents, the ice stone import and export company will take holidays on national holidays, paying five insurances and paying festival fees every Friday, fully catering to the life and work habits of young people.
In the view of Deng Huiqing, deputy secretary-general of the China Stone Industry Association, it is not uncommon to see companies that have adopted the generous treatment to win the Phoenix. Deng Huiqing believes that more and more enterprises are beginning to seek transformation and upgrading, which means that the more high-end talents are in short supply, it is even more difficult to find talents that are completely matched with the stone industry.
Voice: Many companies are reluctant to train executives?
In the interview, many stone entrepreneurs introduced that professional technical talents are thick and have been honed in the industry for many years. However, it seems that it is not difficult to cultivate such a talent. Why is the stone industry missing?
Lu Shaoyou, general manager of Zongyi Stone, told reporters that the human environment of Guanqiao, Shuitou and Shijing is not as good as that of big cities. Therefore, it is a tangible burden to recruit high-educated talents. This is not a headache for enterprises. The embarrassing thing is that every time a group of talents is trained, they are dug by other companies with higher salaries, and the cooked ducks fly. This has led to the main reason why many companies are reluctant to train and are unwilling to bring their hands, and even some companies are particularly helpless. They can only set up their corporate headquarters in major cities such as Xiamen and Shanghai.
"An ordinary middle-level, I would rather choose to receive a salary of 4,500 yuan in Xiamen, and I would not like to come to Guanqiao to receive a salary of 6,000 yuan." Lu Shaoyou reluctantly, high-educated talents have higher requirements for living environment and social welfare, so it is difficult to let They came to township enterprises from a big city.
Most companies promote extensive management
Li Tianhua, manager of Lingyun Jade Human Resources Administration Department, said that the extensive management of stone enterprises exceeded his imagination. Since he entered the stone industry, he felt that everything was starting again. Human resources are not well-known in the Nan'an stone industry. The bosses care more about who sold the boards and talked about several projects. They do not recognize the long-term benefits that human resources may bring to the company. The functional departments are optional.
"When I came to the company, my first thing was to compile more than 60 pages of corporate rules." Li Tianhua is slowly guiding colleagues to do things according to the rules and regulations. He believes that there are more rules, which may be difficult for employees who are used to being lazy, but once they are developed, the efficiency will increase a lot.
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