Young people dislike manufacturing industry and pr

Behind the "difficult recruitment" and "labor shortage": young people "dislike" the manufacturing industry and "prefer" the service industry

recently, the phenomenon of difficult recruitment and labor shortage has occurred in many places. The economic information daily visited major construction sites in Beijing, Shandong, Guangdong, Zhejiang and other provinces, conducted in-depth research on recruitment enterprises and markets, and learned that with the improvement of the epidemic situation, the resumption of work and production has accelerated, the structural contradiction between labor supply and demand has become prominent, skilled workers and high-end talents in the manufacturing industry are in short supply, and employment in the service and Internet industries has increased. Experts believe that the main reasons for the difficulty of recruitment are the change of young people's employment concept and the slow transformation of labor-intensive industries

in recent years, China's demographic dividend has gradually weakened the coordinated operation of different components, and the labor force has shown a limited supply situation. With the acceleration of resumption of work and production, problems such as difficult recruitment and expensive employment have become prominent

-- reappearance of the long-term competition, and the boss's job selection becomes the boss's job selection. Recently, the streets of many villages in the city near the Zhongda cloth Market in Guangzhou were crowded with clothing factory owners with sample clothes and recruitment signs, and even lined up for thousands of kilometers to be selected by workers. Some hiring bosses told that at present, garment workers are in short supply. Although the daily salary has increased by nearly 20% compared with previous years, few people can still be recruited after standing for a few days

since the Spring Festival, labor shortages have occurred in Guangdong, Shandong, Zhejiang and other places. Shengquan group, located in Jinan, Shandong Province, is a national technological innovation demonstration enterprise. Some of its products have broken foreign monopolies, and its production and sales rank in the forefront of the world. However, the employment problem restricts the development of enterprises. Yan Liang, head of the human resources department of the group, said that when new projects started after the year, there was a gap of 1500 people, and only 150 people were recruited in a month. Although various methods were tried, it seemed that there were no people available locally

-- there is a shortage of front-line skilled workers and high-end talents, and the structural contradiction needs to be solved. The interviewed enterprises generally said that with the industrial upgrading and technological transformation, the gap between front-line skilled workers and high-end talents with high skills and high quality is the largest. Zhejiang Yiwu human resources and Social Security Bureau said that as of the end of February, 350 enterprises had reported their employment needs to the government, with more than 38000 positions in demand. The employment gap was mainly concentrated in front-line operation positions, especially the lack of skilled workers

the person in charge of Wolong Electric (Jinan) Motor Co., Ltd. said that at present, the staff gap is up to 400, but only a dozen suitable people have been recruited in recent months, and many candidates are incompetent for the job requirements. The person in charge of a mass spectrometer company in Guangzhou told that excellent talents have been snatched away by the service industry and Internet companies, and the hard-working talents are also facing the dilemma of continuous loss

-- relaxed labor requirements and increased labor costs. In order to recruit workers, some enterprises can only constantly relax requirements. Gaoshaojing, director of the human resources and Administration Department of Wolong Electric, said that in previous years, it was difficult to recruit workers under the age of 30, but in the past two years, the age limit has been relaxed to less than 45, and there are still no people recruited. Especially this year, in order to meet the production demand after the epidemic, the age limit has been relaxed to 55. The heads of some manufacturing enterprises said that most posts have high requirements for physical fitness and energy, and it is helpless to choose older workers

Wang Hailong, general manager of Yiwu Crystal Love Knitted Clothing Co., Ltd., said that compared with last year, the monthly salary of workers has risen by nearly 500 yuan, and the cost has increased a lot, but there is still no recruitment. The bosses of some garment factories in Guangdong said that the daily salary of garment workers has exceeded 500 yuan/day, and the monthly salary of the most scarce parking space workers, fourth line workers and ironers has risen to 6000 yuan to 10000 yuan

with the development of social economy, the employment concept of young people has changed. At the same time, with the improvement of the labor protection system and the enhancement of workers' awareness of safeguarding their rights, employers are facing the pain of no one to recruit and no one dare to cut

-- young people dislike manufacturing and prefer to be horsemen after 00. Due to the fixed working hours, strict management system and relatively poor working environment in the manufacturing industry, young people are increasingly reluctant to work in the manufacturing industry. Wolong Electric workshop workers told that young people have not suffered much since childhood. They began to complain when they were tired. It is not important to have more money and less money. They value freedom

compared with manufacturing, service industries such as takeout and express delivery are more attractive to young people. According to the "2020 hungry Blue Knight Research Report" released by Alibaba, there were more than 3million platform riders in 2020, of which the post-90s accounted for nearly 50%. The blue knight report after 2020 shows that the measurement accuracy of each gear in the past year is ± 1%; Adopting the closed-loop control method, the number of new registered Blue Knights has increased nearly twice year-on-year. They prefer flexible and free work, and nearly half of them are willing to recommend this job to their peers

-- it is difficult to recruit and cut people, and employees are more powerful than enterprises. In an interview, the person in charge of a clothing enterprise in Beijing said frankly that he could not recruit people and dared not lay off staff. The labor law is too strong! Employees often ask you to compensate tens of thousands or hundreds of thousands of yuan when they resign. She said that due to historical reasons, many enterprises generally have a lot of arrears in five insurances and one fund, overtime pay and so on. They can't afford employees to turn over the bottom of the box to calculate the detailed accounts, and enterprises are becoming weaker and weaker

some interviewed entrepreneurs said that compared with the difficulty of recruiting workers, labor disputes will shake the confidence of enterprises. In the current epidemic and economic situation, they hope that enterprises and employees can rely on each other and overcome difficulties together. If they can't recruit people and have continuous disputes at the same time, the nest must collapse

-- the marginal effect of poverty alleviation cooperation between the East and the west is decreasing. In recent years, the coordinated poverty alleviation between the East and the West has brought a relatively stable labor force to the eastern region. For example, the Bureau of human resources and social security of Zhangqiu District, Jinan City, Shandong Province has actively promoted enterprises to attract migrant workers from Xinjiang and Xiangxi Prefecture, Hunan Province. However, with the completion of the poverty alleviation task, some projects will no longer have special subsidies. Moreover, as a large number of enterprises and projects settle in poverty-stricken areas and continue to develop, and absorb labor on the spot, the way to introduce such labor may become narrower and narrower

in the face of employment difficulties, the interviewed experts and the person in charge of the enterprise suggested that we should speed up industrial upgrading, establish a professional personnel training mechanism, strengthen human resources services, and further expand labor cooperation between the East and the West

first, guide the upgrading of labor-intensive industries and establish a mechanism for professional personnel training. The interviewed experts believe that the old way of traditional labor-intensive enterprises relying on cheap labor is no longer feasible. The key is to improve labor productivity through industrial upgrading and attract young people through improving the employment environment. Wang Juan, a senior engineer of Jinan locomotive depot of China Railway Jinan Bureau Group Co., Ltd., said that with the continuous upgrading and iteration of the industry, young people also need to improve their skills. Relevant departments and enterprises can jointly establish a training mechanism for professional personnel. In addition to teaching professional skills, they should also appropriately expand their knowledge in art, creation and other fields, from single skill training to diversified training, so as to improve the overall quality of workers

second, strengthen human resource services and establish a monitoring and early warning platform for labor supply and demand. Experts believe that in addition to the contradiction between supply and demand of the overall labor force, it is also related to the lack of attractiveness and competitiveness. These regions can attract workers by strengthening human resource services and improving the protection of the rights and interests of activists of Lao 1 and liquid crystal material experimental machine products, and make good use of the Internet platform to provide greater support for enterprise recruitment. Some enterprise leaders suggested that a scientific labor supply and demand monitoring platform be established to dynamically monitor the changes in supply and demand contradictions in real time, conduct scientific evaluation, and give early warning and intervention to the employment gap period that may have two chucks on the installation

third, further expand labor cooperation between the East and the West in combination with rural revitalization. The staff of human resources and social security departments in some regions suggested that a cross regional cooperation mechanism for talent exchange should be established to further realize the linkage of employment between the East and the west by relying on Rural Revitalization. For example, strengthen the docking with Hunan, Sichuan and other labor export provinces, refine the labor information collection work to the countryside, achieve the symmetry of employment information, and provide employment services to enterprises and people