Labor Shortage Is Changing: General Practitioners Are Hard To Recruit

In February 12th, the spring breeze action was launched at Hui'an human resources center, Changan Town, Dongguan.

And the scene of these recruitment sites is not warm.

Dividends, shares retained

Since the commencement of the festival in February 10th, Chen Lang, general manager of Guangdong Ming Lang daily necessities manufacturing Co., Ltd., located in Panyu District, Guangzhou, began to worry about hiring.

In order to attract workers, Chen Lang's salary is 15% higher than that of its surrounding factories, and many recruitment points have been set up in the Panyu District talent market and the surrounding villages such as Nancun and Chung Cun.

"Now there are fewer and fewer new migrant workers in eastern Guangdong. We can only rely on retaining old staff and introducing old staff to solve the problem of employment."

The head of a textile printing and dyeing enterprise in Guangdong Province told reporters that the current employment gap in factories was around 15%.

In order to retain staff, the textile printing and dyeing enterprise made 3 pay increases in 2010.

In early 2010, working hours began to raise wages 10% in order to recruit workers. In June last year, in June, in order to retain workers, the wages were raised by 5%, and in December last year, in order to let old workers return to work in the factory for second years, they also raised 10% to 15%.

At present, the average wage of ordinary workers in the factory is between 1600 yuan and 1700 yuan per month, and the average wage is around 2500 yuan per month.

"But we can't keep people alone by raising wages."

Shaw manager of Dongguan Jia Hao Hardware Products Co., Ltd. told reporters that on the basis of salary increase, from 2009, Jia Hao Hardware Company produced 5% profit every year as employee's year-end bonus.

"At the end of last year, we gave a plan of 10 thousand yuan per person, and the average employee paid 1500 yuan to 2000 yuan per person according to their performance."

At the same time, Jia Hao hardware company also proposed that department heads can buy shares of the company to stabilize the team.

"Now the factory owners are no longer the old thinking of workers who want to deduct wages, and they try every means to retain them."

In the interview, the reporter found that many factories are now able to win the hearts of people through improving their accommodation, catering conditions, increasing entertainment facilities in the factory, organizing parent-child tours and sports activities.

The different demands of the new generation of migrant workers in China also exacerbated the "labor shortage".

Xue Xiaowei, director of the Shenzhen Guanlan Bao de toy factory, an international toy brand MATTEL OEM, told reporters that at present, their company specializes in building factory culture to cater for the needs of the new generation of migrant workers.

"Unlike the demands of the first generation of migrant workers to earn money for processing, the second generation of migrant workers, who are mainly born after 1980s, have changed their educational level and work ethic. They should take into account their lives while making money.

Therefore, before the lack of skilled workers, now pure labor oriented general practitioners are hard to recruit, and there are jobs with boring work hours and long hours of work. Painting and other types of work that may harm the human body, as well as job types such as sewing and so on, are not good enough to recruit workers.

But for China's labor-intensive factories, the most common shortage is ordinary workers.

Now the wages of workers in the Pearl River Delta are increasing and the difficulty of recruiting workers is obviously not imagined two years ago.

"Before 2008, the company's labor cost accounted for about 8% of the total cost, but now it has accounted for 17% to 18%."

Mr. Xiao said the company's profits have been severely compressed.

"Run away" problem

Because of the growing shortage of labor shortage, many PRD enterprises have chosen to "run away".

Hong Qihui, general manager of Dongguan run Tian garment company, was pferred to the Huaiji County, Zhaoqing City, Guangdong Province, 3 years ago, in Shijie, Dongguan.

But the recruitment situation is not satisfactory. The actual demand for labor in Huaiji branch is 600~700, and only more than 200 people were recruited after the Spring Festival last year.

So Hong Qihui decided to go to Chenzhou, Hunan, where the labor force was exported.

In fact, in the past few years, when Guangdong proposed the strategy of industrial pfer, the labor-intensive industries in Shenzhen and Dongguan were pferred to the East and West wings of Guangdong province and mountain areas in northern Guangdong Province, so as to make use of the local labor force.

But it did not solve the problem of recruiting workers in the PRD.

"The reason is very simple. Taking Guangdong Province as an example, the workers in the local factories are mainly migrant workers outside the province, accounting for 80% to 90% of the total. Therefore, the relocation of factories from Shenzhen and Dongguan to eastern Guangdong is not cheap in terms of labor, except for cheaper land."

The director of a textile printing and dyeing enterprise in Guangdong Province said.

On the contrary, the wages of factories in Shenzhen and Dongguan are higher than those in eastern Guangdong and western Guangdong. Therefore, migrant workers are more willing to go to places with good treatment.

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Therefore, in recent years, many enterprises have directly pferred their factories to Hunan, Hubei, Sichuan and Henan provinces, so as to solve the problem of employment.

Yuefeng electronics, a Taiwanese capital enterprise settled in Shijie town of Dongguan for more than 20 years, set up a new factory last year in Guiyang County, Chenzhou, Hunan, near North Guangdong Province.

"It is important that workers are recruited here, and the difficulty of recruiting workers in the PRD is no longer a matter of salary increase."

Song Taiwei, general manager of Yuefeng Electronic Technology (Dongguan) Co., Ltd., told reporters.

But pfer is not easy.

Heyuan City Communications Co., Ltd. in 2007 as early as 2007, the factory pferred from Shenzhen Baoan District to Heyuan high and new technology development zone, but Heyuan's local industrial chain is basically not yet, at present, the company's electronic components, plastic parts, hardware and other procurement are in Dongguan and Shenzhen.

"We should consider the matching problem of the whole industry chain, and as a middleman's textile printing and dyeing enterprise, we will not move as long as the garment factory does not go."

The above director of a textile printing and dyeing enterprise in Guangdong Province said.

Moving inland means not only the high cost of logistics, but also the problem of docking with overseas information.

"At present, the PRD factories are mainly partial pfer, that is, retaining the headquarters of the coastal areas and pferring labor-intensive low value-added products to the mainland."

An industry insider said.

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"Labor shortage" is forcing the enterprises to pform and upgrade.

Dongguan Hardware Products Co., Ltd., which is a hardware accessory for electrical appliances, furniture and bathroom products, belongs to medium-sized enterprises in the hardware industry. At present, the factory only needs 60 people.

"Now the PRD hardware industry has a very high degree of mechanization, in order to improve labor productivity, we have bought screw machines and other equipment to replace ordinary workers."

Xiao manager told reporters that before 2008, mainly rely on artificial conditions, to maintain the current scale of the factory needs at least 150 people.

"Influenced by factors such as rising raw material prices and rising labor costs, the net profit margin of the hardware industry has been reduced to about 5% from 10% to 15% before 2008, and most enterprises with low degree of mechanization in the Pearl River Delta have already closed down."

Chen Lang, general manager of Guangdong Ming Liang daily necessities manufacturing Co., Ltd., told reporters that the remuneration of the factory was 15% higher than that of its surrounding peers, because the company's positioning is the ODM factory that sells creative and design products.

At present, the company has set up a design center and innovation center, trying to establish an innovation system from concept R & D, product structure design, design technology to production and production.

"Product development is ahead of peers, enabling us to have higher bargaining power when negotiating with customers. At present, our products have entered the global purchasing system of WAL-MART, Metro and other international retail enterprises."

Chen Lang said that this year the company's order status is very good, from now to June orders almost every month than the same period last year doubled.

And the company will build another new plant in Panyu, Guangzhou this year.

"Now the pressure of employment is forming a mechanism of forcing the government and enterprises in the Pearl River Delta region to change the way of development as soon as possible and achieve industrial upgrading."

Zheng Zizhen, director of the Institute of sociology and demography of the Guangdong Academy of Social Sciences, said that the technology reform of enterprises and the shift from low value-added labor intensive industries to higher value-added industries were also mentioned.