If you don’t ask for leave before the holiday, you will get a year-end bonus, and after the holiday, there will be a reward for the old and the new
“Since the beginning of this month, employees have been quitting their jobs and going home to celebrate the Spring Festival.” It is already the third day of the twelfth lunar month, and the Lunar New Year is less than a month away. Located in Dongguan Ah Hong (pseudonym), the human resources director of a company in Qingxi Town, is anxious but somewhat helpless.
According to the reporter’s understanding, most of the vacant positions in such labor-intensive enterprises before the holidays are replaced by winter vacation workers. Faced with the problem of labor shortage after the holiday, many labor-intensive enterprises have We have also begun to make big moves in advance: adjusting salaries, formulating a start-up lottery plan, planning to issue bonuses for returning to work on time, and encouraging veterans to bring in newcomers with introduction bonuses…
Recruiting winter vacation workers before the holidays to fill vacancies
According to Ah Hong, “At the beginning of the month, employees began to leave their jobs and go home to celebrate the Spring Festival. Most of the employees wanted to take leave. As long as the company did not approve the leave, they would submit their resignation forms.”
A Hong analyzed that there are several reasons why employees can be so free and easy: many employees are born in the 1990s, their financial pressure is not great, and their parents are still making money; It is very easy to find a job after the holiday. These employees can find a job quickly after returning to Dongguan after the holiday.
Mr. Yao, a relevant staff member of a large clothing company in Humen, also told reporters that many employees have gone home early. “At present, in the employment market, the post-95s and post-00s generation The proportion is getting larger and larger, and most of these groups are unwilling to enter the factory again.”
In response to the current situation of employee resignations, many companies are recruiting winter vacation workers to fill vacancies. According to Mr. Ou, the person in charge of a human resources agency located in Dalingshan Town, told reporters that because some colleges and universities in other places have early holidays, the arrangements for winter vacation work began at the beginning of this month and are now almost complete. This year, many companies have a relatively large demand for winter vacation workers.
At present, the shortage of winter vacation workers has also led to an increase in the wages of winter vacation workers in the market. According to Mr. Ou, the current wage for winter vacation workers on the market is between 15-20 yuan/hour, which is an increase compared to previous years.
In order to encourage employees not to take leave before the end of the year, some manufacturing companies in Dongguan have also launched a year-end bonus system, that is, employees can receive year-end bonuses of one to two thousand yuan by the end of the lunar calendar.
Lao Liu, who has worked in a Humen garment factory for many years, told reporters that employees who do not ask for leave before the year and have worked for half a year will receive a year-end bonus. Those who have worked for half a year can receive 1,000 yuan. There are two thousand yuan a year.
Zoom in and recruit people in advance
Companies that are short of workers before the holiday can recruit winter vacation workers to alleviate the problem. After the holiday, most companies will face the evacuation of winter vacation workers. Dilemma. In order to cope with the shortage of workers after the holiday, many companies in Dongguan have begun to plan in advance to expand their recruitment in advance.
“A cash lottery will be held on the day of the start of construction, with a maximum prize of 5,000 yuan; a large lottery will also be held during the Lantern Festival, with prizes including home appliances, bedding, etc., with a winning rate of 30%.” According to Mr. Yao said that the company has informed employees of the details of the lottery, mainly to attract old employees to return to work on time.
In addition, the company rewards old employees for bringing in new employees, that is, old employees can receive bonuses every time they introduce a new employee to the factory. The reward plan formulated by the company is as follows: every time a female employee is introduced to the factory, a reward of 800 yuan will be given, and every time a male employee is introduced to the factory, a reward of 600 yuan will be given.
At the same time, new employees who are introduced to the factory also receive subsidies. In addition, the company also provides a one-time living allowance of 1,000 yuan per person to old employees who return to the factory after leaving their jobs. According to the reporter’s understanding, this garment factory is not the only one that gives introduction awards to old employees and new employees. Ah Hong revealed that the introduction awards given by their company are even higher. Old employees can receive 1,000 yuan for each introduction of a new employee into the factory. prize.
How is the current situation of garment factories? The situation is as follows:
1. The boss treats the workers well,
2. The factory environment is very good, the dormitory is also very good in all aspects, and the working environment is good .
3. The wages are good (no social security).
4. There is no management system, only workshop technical guidance and the like, and no management.
5. Factory discipline is usually loose. There is a high turnover of workers, especially during the Spring Festival. After the festival, there will be less and less workers. It’s hard to find workers now, and there’s only one less one available.
It is said that it is difficult to recruit workers. In fact, it is the most difficult for garment and textile enterprises to recruit workers. How to retain employees is a matter that human resources practitioners in this industry attach great importance to. The problem.
Simply put, there are three main reasons why employees leave the company. One is Salaries, one is development opportunities, and the other is working environment.
You said your salary is good, and you said your boss is also very good. But you didn’t mention the intensity of work. Many people are reluctant to join the clothing and textile industry because they don’t want to endure the hardships. The working hours are too long and they are too tiring. At the same time, considering training and development, they have more needs today when the rural economy is developing rapidly and the gap between the east and the west is shrinking.
My opinion
It is recommended to try to make some changes for employees from the perspective of work intensity.��And do some psychological counseling; consider the long-term considerations of employees from the perspective of training and development, for example, they can open their own sewing shop or other projects in three years. As long as you think more from the perspective of employees, you will find a solution to the problem. Order planning and production arrangements must have characteristics: strong professionalism, large batches, normal production cycles, and infrequent surprises.
1: Give small gifts to employees during holidays and birthdays
2: Before going home for the Spring Festival holiday, you must agree with employees in advance about a salary increase next year. Even if it is 100, employees will be happy
3: Pay wages on time
4: Launch a reward system for bringing new people into the company
If you are a manager, you must first understand what workers want and what is most attractive to them Yes, have you ever been a front-line worker? What do you want most when you work? In addition, there is a difference between the thoughts of ordinary employees and the thoughts of motivated employees with long-term development. If you put yourself in their shoes, you may be able to Find the answer! Every company, every region. Everyone is different, and you cannot apply everyone else’s methods
The longer the order volume and production cycle, the higher the output. If it is high, relative wages will rise, quality will remain stable and the proportion of qualified workers will increase.
The factory has just been established, and all recruited personnel need to undergo pre-job training. At first, we can only slowly transition from simple models, and the order volume and production cycle cannot be short, otherwise the proportion of defective products and repaired products will increase. Try our best to achieve: long cycle, large quantity, and simple styles; gradually transition to: as the team grows, you can draw out a few lines: gradually adapt to the development of fashion and branding with short cycle, small quantity, and complex styles. Development direction: fashion, branding and visualization.
Clothing companies retain employees before the new year and recruit workers after the new year
Clothing companies are labor-intensive It is a common practice for many companies to work overtime to meet deadlines. According to the research conclusion, enterprises should work from the following aspects:
1. From the perspective of production management:
Reduce working hours to meet the 8-hour working requirement. In order to meet the needs of the construction period, a two-shift working system can be adopted; the sewing assembly line increases the transfer cycle time, reduces the transfer intensity, and reduces the synchronization forced by hanging lines, single-piece flows, etc. The ideological pressure caused by sexual rhythm to employees;
2. From the perspective of human resources management:
Increase employee salaries so that employees have appropriate returns for their labor; transparent salary standards and development plans enable employees to have a clear understanding of personal salary and development; increase team leaders’ awareness of fairness and impartiality and management skills, and improve middle-level management management level.
3. From the perspective of long-term development of production enterprises:
More production enterprises to the labor force Relatively sufficient rural areas are close to each other, attracting a large number of left-behind rural women to find employment nearby. Through continuous skills training and improvement of operational level, they can adapt to the needs of front-line garment operations.
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