Clothing Circle: Pay Great Attention To Talents

What is the most important talent in twenty-first Century? But for those seemingly low value-added labor intensive clothing industry, who can really spare no money for talents? Perhaps these cases can let you know the clothing circle's bole.

Case 1:

Wiseman: management and technology elite award luxury car

Replay of news

Not long ago, in February 25th of this year, Zhuhai City

It is reported that Xie Qiuhe, chairman of Wiseman, launched the "Wiseman incentive mode" in 2006, and became the first set of management mode and incentive mechanism in Guangdong. The core of the stimulation mode is that the regional general managers and the independent directors have absolute management rights, human rights and financial rights, so as to give full play to their initiative and creativity.

More importantly, the incentive mode for the outstanding technical elite and management elite, not only give heavy incentives and luxury incentives, but also put forward a lot of innovative measures to make use of talents. For example, in view of the situation of high housing prices, the company implemented the "Xinyuan project home" plan, interest free loans to excellent employees to buy houses; in the company, the "Wiseman Business School" and "the 112 talent ladder training plan" and the Tsinghua Science Park Education Center jointly established the general manager's business management training class, and signed a long-term training service with the "satellite distance training institute", and employed famous professors and scholars all week to visit the company to give lectures.

In fact, Wiseman has made it a rule to use luxury cars as prizes.

As early as 2009, Mr Wiseman gave a new Chevrolet car to his company, general manager of Shenzhen Aesop Fashion Co., Ltd.

It is reported that the Shenzhen City Aesop Fashion Co., Ltd. is an important achievement of Zhuhai's Wiseman apparel Limited by Share Ltd in 2009 to fully implement the strategy of acquisition and merger.

Wiseman attaches great importance to the development and growth of M & a Brand Company, indicating that he will unswervingly implement the multi brand management strategy and provide strong driving force for the continued growth of the M & A enterprises with their unique corporate culture, unique incentive mechanism and unique "federalism" mode.

On DIT

The head of Zhuhai clothing and apparel industry association: the competitiveness of a clothing company is not only reflected in the management mechanism, but also in the creative design of clothing. The boss rewards highly skilled talents, not only illustrates the importance of technology and creativity in the clothing industry, but also explains the importance of technical talents.

No matter how the industry evolves, high tech talents are always "fragrant pastry".

Professor Zheng Tianxiang of Zhongshan University: at present, most industries in Guangdong are in the shortage of high technology talents. In the communications industry, steam repair industry, futures industry and clothing industry, there is a shortage of high technology talents, and it is difficult for enterprises to acquire talents. This is not only related to the outdated specialties of many schools, but also directly related to the employment atmosphere of "heavy management and light technology".

Zheng Tianxiang said that although high tech talents are "babes", there is still a big gap between them in terms of wages and welfare benefits, resulting in the loss of many skilled personnel. The clothing industry is not a profiteering industry. The industry concentration is very high. However, the "Wiseman incentive mode" attaches great importance to the cultivation and appointment of hi-tech talents, dare to "spend money" to improve their welfare benefits and improve their working environment.

Case two:

Humen: rewarding millions to encourage enterprises to create brands

News playback

Xie Qundi, a 41 year old Qingyuan native, liked painting when she was young. She didn't go to high school, worked in Humen, went to Hongkong, taught herself, and designed and produced high-end clothing in 26 countries.

Recently, she won the honor of "the top ten fashion designers in Guangdong". She said she would fight for the first brand store in Shenzhen next year.

Under the background of the weak international economy, her "return" is due to the favorable policies and unique geographical advantages of Humen Town, Guangdong province.

"The national brand award is 1 million yuan.

Huang Peimin, deputy director of Humen economic and Trade Office, said.

Humen town has always been guided by "guidance, coordination, management and service", vigorously building an efficient administrative management service system, and adopting a series of measures to fully promote

In addition, the waterline, high speed and high-speed rail lines around Humen are conducive to the distribution of goods.

Humen has been holding the fashion fair since 1996. Since 2000, the Humen town government has been promoting the construction of local clothing brands.

Up to now, Humen has more than 30 clothing brands above the provincial level.

Speaking of the origin of Humen's clothing industry cluster, it has great relationship with the geographical space and historical time of Humen.

It can be said that Humen clothing has experienced the beginning process of putting up stalls, putting streets and lanes, entering shopping malls and building factories, but the process of its vigorous growth and brand building is indispensable to the positive guidance of the government.

On DIT

Xie Qundi: since 2008, she has realized that the world economy will go through a trough. Although her company produces high-end jeans, it has franchised stores in 26 countries, including Spain, Portugal, Russia, Japan, and Korea. But it has been basically operating in the form of wholesale, and the cost of advertising abroad is more expensive and the profit margins are getting smaller and smaller.

To her surprise, the domestic market is showing an upward trend. "Consumption capacity has been raised and demand levels are also improving, especially in personalized demand."

I hope to make efforts to create a national brand for Humen's famous clothing town.

Humen has a good platform such as the International Fashion Fair. The brand is not only able to get the reward from the government, but the most important thing is that the brand is intangible assets, which can be passed on to my children who are learning design, hoping to build a century old brand.

The head of the Humen clothing association: the Humen town government has been working hard for the garment industry and enterprises. The "million brand promotion" project is only one of the many initiatives of the town government.

In the past, the government gave the enterprises the same way as sheep and let them run all over the mountains. As a result, they really ran out of a leader, now known as YISHION.

Now the attitude of the government of Humen has changed completely. We all know that Humen is short of land, but the government has awarded YISHION 100 thousand square meters to support them in building the company's headquarters.

And the brands of the first five and the top ten in Humen clothing, as long as they have demands, the government must be obliged to do everything.

Wu Zhanhui, Secretary of the Humen Town Committee, said: the clothing industry is the most representative leading industry and characteristic industry in Humen. It must be regarded as the top priority, giving full play to its industrial advantages and constantly improving its industrial support.

The goal of Humen town is to continue to increase support, encourage enterprises to create brands, and actively help them declare national and provincial brand names.

Humen produces more than tens of millions of huge sums of money every year to help enterprises expand their businesses in various fields, including their technological innovation, industry learning and research and stimulating domestic demand, and expects enterprises to make progress in quality, technology, brand and intellectual property.

Only in this way can we ensure that enterprises and industries in Humen and Humen are in an invincible position.

Case three

The 150 middle and high level and backbone of equity incentive

Replay of news

At the beginning of the year of the dragon, the board of directors of the nine herd kings distributed large red envelopes to the management and business backbone.

The company launched the equity incentive plan in February 7th, involving a total of 13 million shares of the company, accounting for 2.27% of the total share capital of the company.

The incentive scheme grants a higher proportion of equity to the total share capital, covering 150 directors, executives, middle managers and core business (Technology) personnel, with a wide range of radiation, and the performance evaluation index is in the middle of the incentive scheme of Listed Companies in the industry, and the overall incentive for incentive targets is relatively adequate.

According to the plan design, the right to exercise equity incentive is based on the annual net profit of the company in 2010. From 2012 onwards, the net profit growth rate of the company will not be less than 44%, 72% and 107% in the next 3 years, and the net assets yield can not be less than 11%, 12% and 13%.

After the first grant of the current incentive plan for the first time, 12 months after the first grant of the current incentive plan, the incentive target will be released in three phases in the next 36 months. The unlock period will be one year, and the number of unlocks will be 30%, 25% and 45% respectively.

Net profit attributable to shareholders of listed companies during the waiting period and net profit attributable to shareholders of listed companies after deducting non recurring gains and losses shall not be lower than the average level of the last 3 accounting years before the grant date and shall not be negative.

So far, the three major commercial men's clothing brands listed in Quanzhou have launched their own equity incentive plans.

In May last year, seven wolves completed a second revision of 18 incentive targets and 2 million 650 thousand total equity incentives. In November 29th of the same year, the company also issued a notice to grant 1 million 130 thousand equity options to eligible employees.

Before the industry, the same kind of listed companies, such as Mei Bang clothing, wedding bird clothing also launched the equity incentive plan.

This shows that equity incentive has become a collective behavior of men's wear board. The purpose is to maintain the long-term stability of their backyard in the fierce market competition, and attract more troops for the more intense fighting.

On DIT

Securities industry commentary: from the price of the equity incentive exercise of the nine Mu Wang company, the price of the corresponding stock option 21.73 yuan / share has been lower than the issuing price, while the restricted stock's discount of 10.34 yuan / share is more favorable.

Nine Mu Wang products have a lower coverage rate in the three or four tier cities, and there is still room for further expansion of channel terminals. Net profit rose 42.10% in the first three quarters of last year and 16.25% in net assets.

The company's performance appraisal conditions are not harsh, this equity incentive for the company's senior and business backbone should have greater appeal.

In order to retain talents, enterprises should not rely solely on "golden handcuffs", and many management details also need to be improved.

First of all, we must make long-term career planning for our employees and integrate them into the long-term planning of our enterprises, so as to provide our employees with more space and stage.

In addition, we should establish a perfect salary system and promotion system under a fair and reasonable incentive system.

At the same time, we should strengthen the precipitation of human culture, increase team cohesion, create a harmonious working environment and interpersonal atmosphere, so that employees can enjoy their work.

Case four

Gold: 300 workers are sent to 700 thousand workers.

News playback

At the beginning of the new year, Jinjiang Austrian knitting garments Co., Ltd. held the employee share bonus ceremony in the second half of 2011, sending a total of 400 thousand yuan to 300 employees, which is the second dividend payment after the company sent shares to the front-line workers.

At the beginning of last year, he launched the first time to send shares to employees in the national private enterprises.

The company announced that the company's total assets of about 10%, about 5 million yuan of shares, according to the skill level and contribution of the staff, to all front-line staff without compensation, so that employees share the fruits of enterprise development.

The shares held by employees can get dividends every six months, which can be increased year by year, and can be realised after a certain number of years.

Last August 11th and January 18th this year, the company paid two dividends to employees for a total of 700 thousand yuan.

It is reported that the annual personal bonus of the employees is mostly between 2000 yuan ~4000 yuan (the same time bonus, festival fee and so on).

In August 11th last year, the company held its first dividend payment ceremony and distributed a total of 300 thousand yuan to its employees.

This practice dispelled many people's doubts about the authenticity and operability of Austrian gold share reform.

With this bonus, the employees of the gold company increased their income by 700 thousand yuan a year.

Sending shares to employees not only improves their enthusiasm for work, but also promotes the growth of company performance.

Last year, the total output of gold company increased by 30%.

It is worth noting that, with the increase of various operating costs and the overall downturn of the industry, the company's profit has decreased slightly, but has also achieved a profit rate of more than 13%.

The end of the year is the rush hour for migrant workers to return home. Many business owners are worried about the shortage of labor next year.

But Ding Mingquan, the chairman, is not worried at all.

On the evening of January 17th, the company conducted a thorough investigation of employee rework intention.

The results showed that more than 95% of the employees made a clear commitment to return to the company on time after the Spring Festival.

That's a bit higher than last year's 85%.

After finishing the bonus, I will return to my hometown in Jiangxi for the Spring Festival.

A lot of relatives and friends in our hometown have heard about our work after they heard that we also have equity.

After the Spring Festival, I reckon I can bring more than 10 townsfolk to Jinjiang.

"Luo Jian Hu said with a smile.

The gold company sent shares to all employees, not only for the company to retain front-line workers played an important role, but also attracted a group of all aspects of good management professionals to join.

This pioneering work by Ding Mingquan has attracted the attention of internationally renowned venture capitalists.

It is reported that at present, a venture capital company in Holland has committed to inject gold into the company by installments. The first capital is about to reach millions, and the second investment is as high as 20 million yuan.

Ding Mingquan said: "what I value is not just capital injection, but more importantly, we have attracted some well-known international investment institutions as shareholders. This will help us develop the European and American markets and give us some advice.

"

On DIT

Luo Jianhu, the old lathe operator of 4A workshop of Austrian gold company: because the company raised wages last year, my salary increased by more than 5000 yuan, plus 4263 yuan of equity dividends throughout the year. In 2011, my annual income exceeded 45000 yuan.

Thanks to the company's equity incentive mechanism, it has worked harder.

Zhu Zengquan, a fresh employee of the company, most of my classmates choose to work in a large company or government department.

Relatively speaking, the platform of the company may be a little smaller.

But it gave me a more potential business space.

When Ding Mingquan went to school recruitment in October 2010, I heard by chance that he was going to launch a policy of "giving shares to all employees" and decided to go all the way to Austrian gold and try to be a shareholder.

Once the company is on the market, I hold the original stock.

Yao Yuansheng, senior MBA and shareholding reform expert of University of Washington, Olin: Innovation in employment is the leap from slogan to practice, which conforms to the current trend and reflects the long-term vision and innovative ideas of entrepreneurs.