Dongguan shoe factory workers shortage, "outsourcing" "down order" rise

On the morning of March 6, the head of recruitment of Jiangxi Changxin Shoes Co., Ltd. (hereinafter referred to as “Changxin Shoes”) came to Houjie Square in Dongguan, hoping to attract some of the large-scale job fairs of the day. people. The time has already been pointed to 10.30am. His recruitment booth is still lacking.

“No way, the companies recruited at the scene are more than those who come to work.” Bruce Lee told the “First Financial Daily” that the company had foreseen the difficulties of recruiting general workers. This time it mainly recruited some skilled workers and did not think so. difficult. Changxin Footwear's factory in Dongguan Nancheng is mainly responsible for technology and product development, and production has been partially transferred to Duchang, Jiangxi. The recruitment plan is as follows. It recruits technical workers in Dongguan and recruits general workers in Duchang.

In Dongguan, it is not uncommon for companies like Changxin Footwear to face employment problems. This problem has even forced, to a certain extent, many companies to make corresponding adjustments to the company's regional layout and production and business plan.

In the past decades, migrant workers continued to flow from other provinces to Dongguan. Nowadays, local companies have to think about ways to deal with them.

"Outsourcing" and "Returning Single" Rise

“In 2008, we used to have around 2,500 employees and now only 1,550, but it does not require a lot of recruitment and does not affect normal production.” Dongguan Juhan Lighting Co., Ltd. (hereafter referred to as “Juhan Lighting”) factory Shen Dunwu told the newspaper that the factory in Dongguan is actually a “factory”. After receiving the order, it will assign orders based on the Dongguan factory's production capacity, and then redistribute the incapable production capacity to other countries in the country. 28 branch factories.

Juhan lighting is the production base of KA Group, the second largest lighting company in the United States, located in Dongguan. Under normal circumstances, Juhan Lighting's business department will coordinate the orders received and allocate the production capacity needed to complete the orders nationwide. Each factory, and the product control department inspects the production quality of 28 factories and conducts inspections.

Shen Dunwu, who served as director since 1995, bluntly stated that in the past, there were no more than 250 people competing for more than 250 workers. In the future, for many companies, it is still difficult to recruit people due to rising wages. The rise in prices and the impact of changes in exchange rates on export companies are also significant. The best way is to make flexible deployments to the employment and production of enterprises.

Ye Hanwen of Qiaotou Village in Houjie Town, Dongguan, in addition to managing the family’s cargo business, recently helped textile factories and handbag factories that did not hire workers to pay for orders to send orders to factories that have a lot of cheap labor and surplus productivity. Take a lot of commissions. “We usually operate in Dongguan, and the farthest one is to pour the goods into Huizhou.” According to Ye Hanwen, in Dongguan, people like him to do the “downfall” business gradually got more and more. The direction of "returning goods" has become increasingly diversified. Usually, some factories with lower production technology and less stringent process and quality control transfer the production or processing links.

While some labor-intensive enterprises in Dongguan are worrying about recruiting and rushing for goods, some companies in neighboring cities like Guangxi have already hit the idea of ​​“taking delivery”.

"If we get goods from a knitting factory in Dalang, Dongguan, if it is a processing fee of 12 dollars for a dozen, we can finish it here for 7 dollars. We used to receive 2,000 dozen goods at a time." 1993 Li Li, who worked in Changping, Dongguan from 2005 to 2005, returned to his hometown in Pingnan County, Guangxi, in 2007 to open a knitting factory of about 50 people. He relied on more than ten years of accumulated factory network to meet production from Dongguan from time to time.

Li Li said that the factory not only received orders directly from Hong Kong-owned enterprises, but also made “second-hand orders” from the factories in Dongguan. Since last year, the proportion of such “second-hand orders” has gradually increased to over 40%.

In addition to the transfer of production capacity within the enterprise group and the digestion of production capacity in the province and in the city, there are also some companies that are considering setting up factories to transfer production capacity outside the province to solve the problem that “wage increase is still difficult to recruit”. The problem.

"Tomorrow I will fly to Guangxi Zhexi to participate in the establishment ceremony of a branch factory." Zeng Tianren, chief executive of Mao Rong Group, told this reporter that except for the Dongguan Yingye Industrial Co., Ltd. in Dalang Town (hereinafter referred to as "Yinghe Industrial Co., Ltd." ) Mao Rong Group has set up four branch factories in Guangxi Guigang, Pingnan and Caoxi to divert the production pressure of the Dongguan base.

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The end of cheap employment

When talking about why it is necessary to establish branch factories in Guangxi and other places, Zeng Tianren bluntly stated that in Guangdong Province, the employment of enterprises has lost its cost advantage.

Before the Chinese New Year, Yingye Industrial had a total of 1,600 employees, but the first day after the holiday started, most of the employees from Gansu and Wuhan could not return their tickets to the factory and only returned about 30% of the old employees. To this end, Yingye Industrial rewarded the old employees who had reworked before the first lunar month of the lunar calendar and reworked before the fifth lunar month of the lunar calendar by 800 yuan and 600 yuan respectively.

“This year's light recruitment costs and subsidies to encourage old employees to return to the factory will reach 3 million yuan.” Zeng Tianren said that in order to retain employees, each year the investment in improving accommodation conditions, improving treatment and rewards must reach several million. This year, New 220 couple rooms are being prepared.

From the second half of last year, this reporter has several times visited Dongguan Houjie, Chang'an, Humen, Tangxia, Fenggang, Nancheng and many other towns and towns to investigate the situation of labor shortage. An intuitive feeling is that in addition to the obvious improvement of enterprises In addition to the wages of workers, the supporting living conditions have also improved noticeably. With a monthly salary of 1,500 to 3,000 yuan, providing a husband and wife room, these unimaginable treatments in the past are gradually becoming the “standard support” for companies to recruit.

It is no exaggeration to say that this to a certain extent marks the end of the era of cheap employment in Dongguan and even in Guangdong Province.

An interesting corroboration is that, in addition to the grief of the person in charge of the company who cannot recruit workers, the faces of some “fathers” who do “temporary sales” of temporary workers are also full of anxiety.

"In 2007, I had more than 500 casual workers on hand, and now there are only about 150. There are fewer companies and temporary workers." On March 6th, at the job fair at Houjie Square, he was everywhere. The company's “prosperous” Wang Qiang who sells temporary workers has fallen into trouble with this reporter.

Wang Qiang said that after introducing a temporary worker to a company, the company usually pays him 6.2 yuan per hour. Then he pays about 5 yuan per hour, and then pays 10 hours a day. Can provide him with 10 yuan "profit." However, companies are now raising wages and recruiting large numbers of people. Temporary workers are more inclined to contact companies directly. Yan Xinmin, director of the Institute of Human Resource Management at South China Normal University, told this reporter that some companies “was hard to recruit people because of rising wages.” This is a relatively long-term punishment for human resource management. Many labor-intensive and resourceful Type-based and order-based companies are recruiting people with orders. People who do not have orders will fire people. If they don't manage well, they will “escape”. Companies that have human capital deposits can obtain stable production capacity.

Explore the road to technological transformation

In recent years, it has become an indisputable fact that labor shortages are repeated from time to time, workers cannot be recruited, or it takes more to pay workers. Some companies have taken up the idea of ​​replacing human resources with machines through equipment upgrades and technological transformation.

The hand-held looms department of Yingye Industrial had a total of more than 400 workers. After using a computer looms, all hand-held looms were eliminated and the workers were changed to looms or assigned to other types of work.

"We now have 570 computer looms, which is about 2.5 times the work efficiency of a hand-held loom, and a worker can calculate 8 machines at the same time. Each computer loom can save about 30 workers. Zeng Tianren told this reporter that this year it is also planning to add 430 new computer looms to a total of 1,000 units, further reducing labor demand and increasing production efficiency.

This kind of equipment update is costly. There are three kinds of computer loom used by Yingye Industrial in Germany, Japan and China. The average price is about 350,000 yuan/set, and the 1000 loom on computer means a few hundred million yuan.

The deputy mayor of Dalang Town, Hunchun told this reporter that Dalang’s relatively labor-intensive enterprises are generally those who adopt traditional technologies and require a lot of manpower. Enterprises that adopt advanced technology and advanced equipment on the one hand are in need of employment. The reduction, on the other hand, is also more attractive to workers.

How will the labor shortage evolve?

Fu Xinmin, who has studied human resources for a long time, wrote many articles in February and March this year about the labor shortage in the Pearl River Delta.

“The government should not blindly and freely choose to invest in companies to recruit workers, but should do a fair policy and public services, such as issuing employment information, doing labor training, etc.” He believes that during this period, if the government alone Enthusiasm to solve the shortage of employment, it is easy to appear offside, dislocation, absence of the situation.

On March 4, the Mayor of Dongguan City, Li Quanquan, received a set of data from a joint interview with Fenghuang Wang and China Economic Net: Dongguan has a total of more than 5 million employees registered in the company. The proportion of workers who are absent from work all year round is more than 1%, that is, less than 100,000 people. This year, the proportion of companies that lack jobs is about 4%, that is, no more than 200,000 people. This is only a little more than in previous years. The lack of work is not as powerful as the media. The entire recruitment situation is also better every day.

Faced with the current situation of Dongguan's shortage of work, he proposed to improve the overall level of the industry and improve the overall quality of the enterprise. For example, the company increases profits, strengthens the management level, improves overall employee treatment, and enhances the attractiveness of the city of Dongguan. , Cohesion, so that people who come to Dongguan have a sense of belonging to these three aspects to solve.

In a joint interview with the media of Guangdong Province on March 6, Li Yuquan said that Dongguan’s current lack of work is related to industrial upgrading and structural adjustment. After more than two years of structural adjustment, the quality of the enterprises in Dongguan has been significantly improved. Correspondingly, the quality of the workers of the enterprises has also been continuously improved. In the high-end talents and ordinary workers, there is a complete set of households, Dongguan's home-housing policy will be more and more relaxed.

Xin Xinmin believes that the demand for employment is actually a derivative demand, and what industries need workers to support. Some managerial talents and technical talents may shift with the production capacity, but the departments with real core competitiveness such as the marketing department and the R&D department will still remain. This is not only the transfer and adjustment of human resources, but also the optimization of Guangdong's industrial structure and human resources structure.