A recent survey on the reasons for first-line workers'leaving their jobs in garment factories shows that the most important reasons for workers' leaving their jobs are high working intensity and high pressure in garment enterprises (16.2%), poor salary and welfare (10.9%) and long overtime (10.9%) ranked second and third respectively.
This is also the main reason for the difficulty of recruitment for garment enterprises. The little e is coming to help you today.
Let's first analyze why clothes factories are difficult to recruit.
1, clothing enterprises are strong in labor, long in time and poor in environment.
Clothing industry has always been synonymous with overtime, poor welfare conditions, poor accommodation environment, no air conditioning in summer, lack of human management, can not find a sense of security and home.
More and more young people are unwilling to choose the clothing industry with strong labor, long time and poor environment.
2, the cost of living in coastal areas is getting higher and higher.
Take 3000 yuan monthly salary as an example, 500 yuan for renting farmer's house, 500-800 yuan for food, plus other transportation and communication costs, basically there is no savings in a month, which has no advantage compared with the second and third-tier cities.
3, the rapid development of the economy in all parts of the country, the link of garment industry begins to shift gradually.
Labor-intensive garment enterprises are the first to be affected, and garment enterprises around the country are also increasing, and the welfare benefits are moderate, close to home and other reasons, attracted most garment technicians to return home and stay home for development.
4, structural contradictions are outstanding:
On the one hand, many college students can not find jobs; on the other hand, there is a scarcity of industrial skilled workers, and no migrant workers can be recruited.
5, the promulgation of the state labor law has caused great pressure on enterprises.
Employees'legal awareness has been constantly enhanced, and more attention has been paid to the recruitment and welfare of enterprises. Enterprises need to meet the requirements of various labor laws. Labor disputes and labor disputes often occur.
Various signs show that the key factor supporting China's rapid economic growth over the past decade, cheap labor, has emerged as a critical inflection point of supply and demand.


Little e comes to help you.
In order to alleviate the employment gap, enable enterprises to recruit smoothly, and long-term stability of personnel, each enterprise can "eight immortals across the sea, each show their magic power", in this summary, for enterprise reference.
1, reduce working hours:
To meet the requirements of 8 hours' work, two shifts should be adopted to meet the needs of the construction period.
Sewing assembly line increases the time of transfer rhythm, reduces the density of transfer, and reduces the mental pressure on employees caused by synchronous mandatory rhythm such as suspension line and single piece flow.
2, increase wages:
This is the most common, direct and basic move.
Law A: For example, some enterprises stabilize their old employees by issuing year-end bonuses, service-age awards and more than one month's salary at the end of the year. The year-end bonuses will be issued in May next year, and the old employees will not lose basically.
Law B: For example, at the end of the year, pay increases for next year will be given, new standards will be used to attract workers to return to work, in advance to prevent employees from being robbed after the year.
3, product price increases:
Another way to cope with wage increases is to allocate costs to product prices. The phenomenon of price increases after wage increases is as noticeable as it is now. But consumers may not buy it.
4, build the system, transparent management:
To fundamentally solve the employment problem of enterprises, enterprises should establish a set of standardized and transparent management system, and benefit from management.
We should control all links of documentation, procurement and production to reduce unnecessary waste (such as manual waste, waste of working hours, waste of handling, etc.) and improve the enthusiasm of workers.
GST standard man-hour is fully used in production, and GST standard man-hour is used for production process arrangement, production scheduling planning, rational allocation of personnel and equipment, so as to achieve the most reasonable and efficient allocation of people, machines and processes.
Promote the use of auxiliary tools and simplify the process to reduce the difficulty of the process, so as to reduce the dependence on skilled workers.
5, industrial transfer:
The production enterprises will be further closer to the rural areas with relatively sufficient labor force, attracting the majority of rural left-behind women to be able to find jobs nearby, through continuous skills training and operation level improvement, so that they can adapt to the needs of garment front-line operation.
6, play more emotional cards:
Now speaking of human rights and human relations, so management should focus on humanization. It should care about employees'life, welfare and sense of belonging, such as organizing employees' birthday party, arranging movies on weekends, and helping employees buy train tickets. These are all magic weapons for enterprises to recruit and retain employees. They work well.
Regularly hold birthday parties for employees to bring birthday cakes or small gifts to their employees.
- Send greeting messages every New Year and care about the lives of employees and their families. For example, some enterprises will set up child care centers because no one cares for their children.
- sick sick workers are not only sick but also accompanied by their workmates.
You can also arrange some mountain climbing and movie activities to enrich your employees' weekend life.
- The proportion of men and women in clothing enterprises is not balanced, and many women workers never return in order to get married. Therefore, some enterprises consider the proportion of men and women when recruiting, and create opportunities for men and women to interact.
7. Material aspects:
Constantly improve the diet structure of different tastes, improve the living conditions of employees and improve their living conditions. Eating and housing allowance law, old employee allowance law, caring fund, Education Fund for employees'children, medical insurance for employees' spouses or children can be established.
8, institutional aspects:
The system should be reasonable, fair and fair. Enterprise leaders should set an example, punishment must be rewarded, and rewards and punishments should be announced.
9. Spiritual aspect: Leaders care more about grass-roots employees, praise more and criticize less, especially not in public.