How is the current situation of frequent resignation in the abrasives industry?
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From the perspective of the big environment: With the development of China's economy, the types of jobs that the society can provide to low-educated people are increasing. Some low-educated people are no longer limited to factory workshops, but rather prefer catering, express logistics, and service industries. Wait. For example, due to the booming e-commerce boom, express delivery companies have the ability to offer more attractive wages, so many young people take the initiative to divert to the express delivery industry.
Moreover, rural labor services are gradually emerging. Many rural young people think that it is just as tired to work as a job. It is better to work harder and go abroad to work to earn more money. Nowadays, this phenomenon is becoming more and more common in rural areas. In many rural areas, even the entire village population has gone abroad to work. This group of people who go abroad to work, once they have tasted the sweetness of going abroad, will basically not return to work.
Returning to the abrasives industry in China itself, the working environment of the domestic abrasives industry is generally relatively harsh, and some noise and dust working environments are accompanied by high risk of occupational diseases. Although enterprises have gradually begun to pay attention to safety production and prevention of workers' occupational diseases, the working environment of the factory has been difficult to be completely improved in a short period of time. Moreover, because of the vicious low-price competition in the abrasives industry, the normal profit margins of many companies are constantly being squeezed. The direct result of this is that the salary of ordinary skilled workers is not proportional to the labor intensity of the work, which further aggravates the loss of skilled workers in the abrasives industry.
Moreover, many companies have formalized the construction of “corporate cultureâ€. It is impossible to carry out effective corporate culture activities for the “post-90s†staff, so it is difficult to form an effective corporate culture consensus and cohesion. Some SMEs also rarely provide truly valuable vocational training to ordinary skilled workers, and they lose their enthusiasm for work while losing their career path. In addition, some enterprises have excessively rigid management systems (such as: excessive internal audit mechanism, limited freedom of life, unreasonable performance appraisal, unreasonable management methods, etc.), and even some corporate personnel departments always try their best to deduct the salaries of employees. And working hours. Therefore, it is not difficult to understand the reasons why enterprises are difficult to recruit.
When visiting companies in the abrasives industry, many business owners said that most of the time they were unwilling to let go of any one employee. Because every employee, especially those skilled in the art, is a valuable asset of the company. However, how can we ensure that the turnover rate of employees is kept at a low level? China's superhard materials network Xiaobian believes that enterprises should really care about the needs of employees, respect employees, and do not hold the old concept of "as long as there are jobs that are not afraid of recruiting people" or "the ordinary employees are only screws, there is no value at all" Instead, we strive to establish a corporate culture that adapts to the trend of the times, a fair career path, and a reasonable salary incentive system, so that we can fundamentally retain talents, make talents truly used by enterprises, and create more wealth for enterprises. .