Cosmetic Packaging,Cosmetic Kraft Paper Bags,Cosmetic Packaging Bag,Cosmetic Bag Packaging Jiangsu Fantasy Packaging New Material Co., Ltd. , https://www.jsfantasypack.com
Regardless of whether it is on the Internet or in various media, what the reporters see is that the employment shortage is evaluated as if the end of the day is coming, and it is dangerous. However, according to the investigations and observations of the reporters who have visited for many days, they found that the labor shortage may not be as ridiculous as the media said, so panic. According to the survey results of the reporters, the large and medium-sized lighting enterprises are quite calm. After more than a week, they have been operating as usual. The problem of the company's staff gap has not had much impact, and it seems that the problem of labor shortage is not taken for granted. However, for small and micro enterprises, the staff gap is very deadly. However, no matter whether it is a large or medium-sized lighting enterprise or a small and micro enterprise, no matter whether the labor shortage is serious or not, the improvement of personnel cost has become an indisputable fact.
In order to solve the problem of staff gap, whether it is a large and medium-sized lighting enterprise or a small and micro enterprise, it has to pay more to recruit talents, train talents and retain talents. Among them, raising wages, improving treatment (such as eating and drinking), and improving welfare (such as three insurances and one gold) have become the magic weapon for Guangdong enterprises to attract talents.
In this survey, most of the lighting companies surveyed solved the labor shortage by one or more ways of raising wages, improving treatment and improving welfare, but the increase was not large. According to the survey data, more than half of the companies only choose to raise wages, improve their treatment or increase their welfare; 26.67 enterprises choose two of them, and 20.00 enterprises implement the three-high policy and absorb talents. Among them, the improvement of welfare (such as three insurances and one gold) has become the choice of more enterprises. In the survey, 36 enterprises have chosen to improve their welfare. This phenomenon reflects the need for insurance benefits such as three insurances and one gold. In addition, there is another company that has a gap, but still chooses to do nothing, according to the original benefits.
Diversification of recruitment channels This survey is mainly for lighting companies from Zhongshan, Jiangmen and Shenzhen. According to the data, the recruitment channels of lighting companies are relatively simple. Professional talent websites, professional recruitment websites, talent recruitment in the same industry (talent market, headhunting), job fairs, etc., most lighting companies will only use one of them as the main recruitment route. Among them, the network and recruitment will become the two major mountain areas for lighting enterprises, accounting for 71.43.
In terms of recruitment channels, different regions also show different characteristics, such as Zhongshan enterprises and Shenzhen enterprises. The data shows that Zhongshan enterprises are more inclined to network and job fairs. Shenzhen enterprises are more inclined to recruit talents (talent market, headhunting) in the network and the same industry, and recommend high-end talents through headhunting.
The different recruitment channels are related to the strength of the company, the benefits and the gaps in the staff. Because most of Zhongshan's enterprises have insufficient strength and welfare, the staff gap is mostly for general workers and technicians, and the absorbed talents are relatively common. Therefore, the recruitment method that can contact the general public is widely used. Shenzhen enterprises mainly lack technical and managerial positions, and more targeted recruitment channels are needed.
But no matter which place the company is, their recruitment methods are too single, it is difficult to recruit talents that are really used by themselves. Improving the company's internal system and diversification of recruitment channels is the most direct way for lighting companies to solve the talent gap problem.
Five-in-one integration: People-oriented and technical support At the beginning of the reform and opening up, the Pearl River Delta took the first step. Economic development was at the time, and a large number of talents poured into Guangdong. Li Weizhen, deputy director of the Foshan Municipal Science and Technology Bureau, believes that with the reform and opening up, the development of various regions of the country has its own advantages, and the state has also proposed a policy to encourage talents to start businesses.