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With the continuous recovery of the Yangtze River Delta and the inland economy, the labor loss in the Pearl River Delta region was severe in 2014, and the lighting industry was also labeled as the most difficult to recruit industrial labels. The talent market is no longer a trick for companies to pick talents, but a big reversal of the role of talent picking companies. Many LED brand-name companies are eager for talents, some of them are talented people, some dig their own corners, and some have money to ask for headhunting companies to collect. In order to uncover the mysterious veil of recruitment difficulties, the reporter visited the talent market of Dengdu Ancient Town. The reporters at the scene found that there were more people coming out to find jobs than in the previous period, but the number of people who actually applied for it was very few, most people They are all in the talent market, and they are still struggling to break through the whole day. A person in charge of the company told the reporter: Recruitment is not to recruit people, but to grab people! Faced with the resurgence of the labor shortage in the lighting industry, how should companies fight for talents?
Enterprises attract talents depends on the concept of Guangdong Junke Lighting Co., Ltd., the deputy general manager of the company Wang Junhua why some companies are difficult to recruit, and some companies are very easy, which has a great relationship with the company's employment concept.
In the beginning of this year, the company's rework rate reached 90 after the year, and this is due to the employment concept of Juke Lighting, which makes the staff stability so high. When employees come out to work, they all hope that they will return home and have the dream of being a boss. This requires a good development platform. If the company can provide a good development platform and let everyone have a place to display their talents, this is very important for retaining employees. Therefore, we call Juxianhui to conclude that the recruitment of enterprises is what you have to do. Enterprises can't use anything from the perspective of cost. Enterprises certainly hope that the lower the cost of staff, the better, but it is difficult to retain employees. In terms of wages, regardless of the profit of the previous year, the salary of JUCEE Lighting has a growth target every year. However, it is recommended that lighting companies do not need to pay wages in recruitment. After all, for traditional lighting companies, the range of wages they can afford is limited. The key lies in the concept of employing people, rather than simply higher than others. A salary of one hundred and two hundred yuan.
In addition, the company's operating standards: in the company, employees can see hope; work environment is good, the workshop environment is better than the office; good treatment, employees all buy five insurance and one gold, so that the stability of employees is extremely high.
The attractiveness of talents in the lighting industry is low. Xiaonan, deputy general manager of Jinling Lighting Appliance Factory in Guzhen Town, Zhongshan City, has many difficulties in recruiting in the lighting industry. First of all, the impact of major environmental factors. With the economic development in various parts of China, many older generations of workers are reluctant to come out. After all, the wages of the family are not low, and they are close to home, which is convenient for caring for the family. This divides a large number of migrant workers; The lighting industry is less attractive. Now the new generation of workers will pay more attention to the industry, the visibility and development space of the company, which is very uncompetitive for the lighting industry. The lighting industry is mostly small enterprises, new A generation of migrant workers are reluctant to enter such a small factory.
But the industry characteristic of the lighting industry is that product characteristics determine that it must rely on a large amount of labor development. In the midstream of the LED, modern mechanical equipment can also be used, but in the downstream application market, there are basically only people, and only some of the links can be replaced by machines.
At present, Jinling Lighting probably lacks 20 employees, mainly for first-line production employees. In order to meet the peak of the next order, the company also sent a group of recruiters to recruit everywhere. At the same time, the company has also strengthened welfare measures, such as increasing the husband and wife room.
There is a deviation between talents and job matching. Song Liang, Personnel Administration Manager of Guangdong Liangdi Lighting Co., Ltd., looks at the domestic talent market, and does not lack job seekers, especially in the Yangtze River Delta and Pearl River Delta regions. Its unique economic advantages have attracted a large number of job seekers. However, the difficulty of recruiting workers continues to be staged. The main reason is that the matching degree between talents and corporate positions is deviated. When applying for a job, companies often set a work experience with a similar threshold, which virtually shuts out many job seekers. In addition to value work experience, enterprises pay more attention to the job ability and adaptability of job seekers. When job seekers work across companies, industries, and professions, they come to new businesses and are often prone to acclimatization.
Due to the short development time of the LED industry, technical talents are relatively lacking, and it is difficult to recruit relevant talents in the talent market. From the beginning of the year to the present, Liang A Lighting has been recruiting, including job advertisements in the industry media, job postings on employment websites, participation in large-scale job fairs in the Pearl River Delta, and hired headhunting companies to hunt talents. Although the salary proposed by Liang A Lighting is high in the entire lighting industry, it is difficult to find talents that match the position.
For LED companies, it is more important to retain people than to recruit people. This requires enterprises to strengthen the internal software and hardware construction of the enterprise itself, improve the working environment, strengthen the construction of corporate culture; establish a sound talent echelon cultivation, solve the recruitment problems through the system of enterprise training and internal promotion, and achieve the matching of talents and positions. .