Retain people and challenge the innovative issues of textile companies

Textile companies are now not easy to recruit, located in the Chuxiu Industrial Park in Koxi Industrial Park, this year, workers have been in short supply, compared to the workforce before the Spring Festival, is still missing half. Corporate executives often go out for employment. Although they earn more than 3,000 yuan in monthly salary and generous benefits, it is still difficult to find suitable workers.

According to statistics from related departments, of the more than 60,000 workers in our county this year, more than 70% of enterprises in the textiles and printing, textile, clothing, chemical fiber, and machinery industries accounted for more than 70% of the total. This has made it hard to retain employees and has become a test for textile companies. Can the stable development of innovative issues. In recent years, in the face of more and more intense human resources, our county government departments have greatly improved their services. The company itself has continuously improved the conditions for employment and increased its benefits, and has made concerted efforts to create a living environment. Many experiences are worth learning from. According to development trends, the problem of “labor shortage” will continue to persist. How to attract the pooling of human resources requires the government to further explore and innovate.

“This year's order situation is more optimistic than last year, with a year-on-year increase of more than 20%. Now the most important thing is the workers. As long as there are people, the list will not be a problem and production will be normal...” A few days ago, the reporter was in Zhejiang Longshaer Weidi’s system. Clothing Co., Ltd. production workshop saw more than 600 sewing machines basically open enough, and the workers were all on the job.

“We have not only reduced employees this year, but have increased. Old workers will bring new workers to the company every year, and this year it has added more than 40 new employees.” Xu Zhiqiang, director of the office, told reporters that the general background of the “labor shortage” Next, the number of workers each year has increased, thanks to the construction of corporate teams.

The 60,000-notched textile industry accounted for the relevant person in charge of the Human Resources and Bureau of Qicheng County, telling reporters that this year's employment gap is slightly larger than last year, reaching about 60,000 people. In addition to the service industry, the labor-intensive industries such as printing, dyeing, textiles, chemical fiber, clothing, and machinery have the largest gap, which exceeds 70%.

“As the new project is completed and put into production, this gap will grow bigger and bigger, and employment will become the first thing for companies to open their doors in the future...” A person in charge of the Enterprise Branch of the County Economic and Trade Bureau told the reporter that for this purpose, my county All relevant departments are issuing policies and measures to optimize the labor environment as an attractive and retainer.

Twenty-one job fairs provided thirst for the company. “More than 5,000 jobs were created, attracting more than 3,000 candidates, and more than 1,800 people signed on the spot...” This was the February 6th, the Spring Festival held by the County Human Resources and Bureau of Civil Affairs in Keqiao. Human Resources Exchange Conference.

The reporter learned that from the beginning of this year to the end of March, the county has planned to arrange 21 large-scale human resource job fairs. According to the 12 events that have been successfully held, more than 8,000 labor contracts have been signed.

Among them, a special job fair for textile and garment companies, a special job fair for some listed companies, and a special job fair for migrant workers are all tailor-made for the “big textile” industry.

A person in charge of the county's human resources and bureaus told the reporter that on February 29, the county will also launch a special job fair for printing and dyeing companies, and will also hold a special job fair in Jiangxi in mid-March, in the hope of expanding recruitment. The scope attracts more people to Keqiao.

Retaining people should be the subject of corporate innovation. “On the one hand, the government should pay attention to creating an atmosphere and introduce favorable policies to retain people. However, at the same time, companies should also study retention as a major innovation issue...” People in the industry believe that although there is still a gap, However, judging from the scale of the county's enterprises and the amount of labor, the gap is not very large. Most enterprises can start production normally. This is due to the importance of the county's enterprises to “retaining people”. Moreover, the entrepreneurs of our county have already seen the importance of “retaining people's issues.” Many companies are exploring new mechanisms to motivate and attract employees to stay in Keqiao.

Relevant personnel of Zhejiang Tiansheng Holding Group told the reporter that in recent years, the group’s workforce has been relatively stable. One reason is that companies are carrying out institutional innovation and reforms every year. Like last year, through the reform of income distribution system, they created attractive talents. In order to retain a good environment for talented people, not only salary is tilted to key positions, front-line positions, and technical positions, but also salary increases are made every year. At the end of last year, the average salary of the spinning and weaving factories under the Group increased by about 15%, and the polyester factory increased by as much as 21%. In addition, full-duty awards, salary payments for working age, and regional difference subsidies were added.

Zhejiang New State Embroidery Technology Co., Ltd. has set employees' "welfare benefits" and "retain talents." In addition to earning 13 months' salary for each employee, the hard-working employees can also receive “welfare benefits” in time. After working for a certain number of years in the enterprise, employees can add an additional 600-1000 yuan per year. The company, like the pre-existing housing ***, accumulates a certain amount of “retaining talents” for employees every month. The companies are proportioned and are distributed to employees at the end of the year. These innovative practices have greatly mobilized the enthusiasm of employees and provided a stable talent team for the development of the company.

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