Editor’s Note
Recently, four textile job types, including sewing workers, weavers, spinners, and openers, have been included in the top 100 job types in the national recruitment and job shortage occupation rankings. Problems such as high labor costs, difficulty in recruiting workers, and aging employees have become problems that plague the development of enterprises. Faced with the above situation, it is crucial for textile companies to retain and make good use of people. To this end, we select the coping strategies and unique experiences of several textile companies and share them with readers.
Changshan Textile: Model Worker “Red” Get up and enhance the sense of gain
Changshan Textile Group actively establishes advanced role models such as model workers, gives full play to their role of mentoring and mentoring, and attracts and retains talents to further develop the textile industry.
As the “National Textile Industry Model Worker Cultivation Base”, Changshan Textile has produced 2 national model workers, 4 National May 1st Labor Medal winners, and 7 national textile model workers since 2010. There are 4 model workers in Hebei Province, 36 model workers in Hebei Province and the May 1st Labor Medal in Shijiazhuang City, and 2 great textile craftsmen in China.
Especially in recent years, with the series of reform processes such as corporate asset integration, relocation and transformation, transformation and upgrading, the group trade union has taken the “Chinese Dream and the Beauty of Labor” as the main line to lead Employees love the party, the country, the company, and their jobs, and pursue their dreams. Guided by the “Reform Plan for Building a Team of Industrial Workers in the New Era”, we will improve the training system for the backbone of model workers and encourage employees to grow and become talents.
The first is to focus on inheritance and publicity and create a nurturing atmosphere. In order to carry forward the spirit of model workers and craftsmen, Changshan Textile first summarizes the deeds of textile model workers and tells the stories of Changshan craftsmen so that employees can learn from them and have goals. The second is to open columns in the company’s internal magazines, local area networks, and self-media to continue publicity, and increase the publicity to promote the spirit of model workers and craftsmen, so that the majority of employees can be influenced in a timely manner. The third is to set up publicity content on model worker spirit, craftsman spirit and the deeds of model workers and craftsmen in prominent places in factories, workshops, canteens, apartments, conference rooms and other public places, so that employees can be educated everywhere. The fourth is to use the electronic display screens in factories and workshops to scroll real-time news about employees pursuing the “Chinese Dream and the Beauty of Labor”, so that employees can learn from the model workers and craftsmen around them.
Secondly, there is constant labor competition and skill competition. In Changshan Group, as long as you excel, the company will applaud you. The group’s labor union not only has a recommendation and selection mechanism for the best employees, model workers and craftsmen, but also has a “Changshan Star Youth” reward mechanism for new workers who have just been on the job for a few months, aiming to retain new workers; The master-apprenticeship mechanism of “pair up and strive to be outstanding” is intended to provide veteran workers with a sense of responsibility and accomplishment, and new workers with a sense of achievement; there is a “Changshan Good Couple” and “Changshan Good Family” selection mechanism for married employees, allowing hundreds of Changshan couples to Husband and wife employees are socially responsible. These tangible trade union work are concrete measures to value talents and cultivate model workers and craftsmen.
Once again, a series of activities are carried out to enrich the cultivation content. Since the beginning of this year, the trade union of Changshan Group is organizing and carrying out the “Strive for a New Era – Changshan Textile Employees Celebrate the 70th Anniversary of the Founding of the People’s Republic of China” series of activities, describing the past and present through words, expressing feelings through calligraphy and painting, reflecting changes through images, expressing voices with light and shadow, and dedicating odes to the motherland. This specific content guides employees to strive for a new era, inherit and carry forward the spirit of model workers, labor and craftsmanship in the form of literature and art, and subtly condense the positive energy of pursuing the “Chinese Dream and the Beauty of Labor”.
The last step is to strengthen the management of model workers and consolidate the results of their training. After model worker craftsmen become talented and famous, how to manage the follow-up management of model worker craftsmen, retain the craftsmen, and give full play to the role of model workers is a practical issue. In recent years, the trade union of Changshan Group has taken the establishment of model worker studios as its starting point, with the purpose of “teaching apprentices to teach skills, innovation and efficiency”, giving full play to the role of craftsmen, and made useful explorations in strengthening the management of model workers, so as to care for them during use. , improve in care, and implement better care and care for model workers and craftsmen. Changshan Textile also sends “blessings” to model workers’ posts, organizes model workers to wear ribbons to test ride the first subway in the provincial capital, organizes model workers to send flowers to Lei Feng around them on the anniversary of learning from Lei Feng, holds symposiums for model workers and craftsmen, and organizes model workers to travel for recuperation, etc. activities to continuously increase the model workers’ sense of pride, honor and mission. In the overall relocation of the enterprise, almost all the backbone model workers chose to stay in the new park to build Xinchangshan. A series of measures have given the model workers and craftsmen of Changshan Group a full sense of gain and the team has remained stable.
Ningfang Group: embarking on transformation and upgrading to improve the production environment
Currently , Ningfang Group does have difficulty recruiting textile workers. Due to environmental, labor intensity, remuneration and other reasons, most young people are unwilling to work as textile workers. At present, the new workers recruited by Ningbo are basically over 30 years old, and the number is small. At the same time, the total number of front-line workers in the workshop has been declining year by year due to reasons such as decline in physical fitness and retirement of older employees.
To this end, Ningfang starts from industrial upgrading and actively leverages its advantages in intelligent manufacturing to ensure employment needs.
First, vigorously promote equipment automation and intelligence. In recent years, Ningfang has invested hundreds of millions of yuan in total, introducing automated and intelligent equipment such as automatic doffing machines, automatic management machines, high-speed air-jet looms, Huisi CNC systems in the production workshop, and automatic distribution systems for printing and dyeing auxiliaries.The labor force is greatly reduced. For example, the labor force for the new doffing trolley is reduced by 30% to 50%, and the labor force for the new automatic management machine is reduced by 50%. The second is to vigorously adjust the product structure. For example, the yarn count of cotton spinning products has changed from low to high count, and the printing and dyeing products have changed from post-fabrics to medium-thin fabrics. While improving efficiency, saving energy and reducing emissions, it also reduces labor, such as the adjustment of the structure of cotton spinning products. Finally, the viewing platform for the car operators was increased by 4 times, resulting in a corresponding reduction in labor. Due to reasons such as reduced employment, Ningfang’s supply of personnel can basically meet the labor demand at present.
At the same time, Ningfang has taken multiple measures to actively deal with the labor shortage, and has now completed the next step of employment plan.
The first is to use the Spring Festival to return home, actively contact the village committees in the county, and go to the villages to recruit. The second is to implement an all-employee recruitment system. All employees who introduce new employees will be given certain rewards. After the new employees are basically stable, certain rewards will be given to the introducers. The third is to actively improve the working environment. Now that Ningfang Flannel has completed the velvet cutting and dust removal transformation, many customers have said that Ningfang velvet has become the best velvet cutting factory in the north. With a better environment, the job attractiveness has also increased. Currently, we are stepping up research on cotton weaving noise reduction solutions, and will actively carry out noise reduction renovations next year. The fourth is to improve the food and accommodation conditions. At present, the dormitory upgrade has been completed. The dormitory is equipped with air conditioning, heating, clothes racks, wardrobes and other facilities, and is managed in an apartment style. The canteen is taken over by Ningfang Hotel, and the food subsidy is increased by 1.5 times, and meals are free. The fifth is to increase wages and benefits. In recent years, employee wages have increased by more than 10% every year and will continue to increase at this rate next year.
Shanghai Dafeng: Encourage job rotation to build corporate culture
Shanghai Textile (Group) Dafeng Textile Co., Ltd. has 100,000 spinning spindles and 102 looms. Currently, like other textile companies, it is also facing a shortage of machine workers and skilled workers.
For example, due to the poor working environment and high labor intensity in traditional cotton textile enterprises, the work income is still at a low level and the job attractiveness is low.
From the perspective of corporate recruitment, young people will basically not choose the position of textile lathe, causing the average age of employees in the company to increase year by year.
Judging from the sources of employees recently recruited by Dafeng, a large number of them are machine workers who were re-employed after the closure of surrounding textile companies, and the overall age is relatively older.
Shanghai Textile (Group) Dafeng Textile Co., Ltd. has foreseen the pressure of the shortage of spinning and weaving workers relatively early. Starting from 2018, it will The equipment has gradually undergone automated transformation to reduce labor employment, and these employees are encouraged to transfer to make up for the shortage of personnel in other positions.
As the end of the year approaches, staff tension is basically a common problem in cotton spinning enterprises. Under normal circumstances, Dafeng will encourage operators to work overtime in stages to make up for the staff shortage, and will also mobilize office managers to go to the workshop to fill their posts.
It is particularly worth mentioning that Dafeng encourages grassroots employees to actively participate in the process of promoting corporate culture construction and makes them become well-deserved protagonists.
Dafeng combines reality, innovates ideas, gives full play to the role of group organizations, and strives to integrate cultural publicity and implementation into various work and activities, striving to make corporate culture popular among employees Recognize, identify, enter the brain, enter the heart.
In addition, Dafeng actively uses various media, such as exhibitions, job fairs, micro videos, etc., to promote corporate culture, create a good corporate image, and enhance employee cohesion and centripetal force.
Dafeng is also carrying out new employee training and employee quality development, increasing the content of the core concepts of the group culture, and holding corporate culture seminars and other activities to brainstorm and provide all employees with Accurately understand corporate culture concepts and provide a good interactive platform.
In the activity of refining corporate culture concepts, Dafeng encourages employees to actively participate. All proposals have been fully deliberated by various departments, and the employees’ closeness to the development of the enterprise can be understood from the proposals. Attention and eager anticipation.
The party and government leadership team of the enterprise has also increased its investigation and research efforts, striving to reflect the wishes of employees into the development of the enterprise, and jointly create and build a harmonious and progressive corporate ecology. </p
