On The Seven Emotions And Desires Of The Talents In The Retail Apparel Industry

"Why are we always hard to recruit people? Why can't we always retain excellent training?

When asked how many garment enterprises are faced with the problem of shortage of talents, the leaders interviewed by the enterprises say that they are troubled by the shortage of talent, not just lack of ordinary shop assistants, but even some managerial posts such as store manager and brand operation director are also difficult to recruit.

What is the cause of this?

The joy and worry faced by talents and the way to solve them.

Worry: talent is not everything but industry.

Shortage of talents is a major obstacle to the sustainable development of China's garment industry.

It is worth noting that the survey shows that in addition to designers, the clothing industry also needs plate making, craft, marketing and other professionals.

Of the 109 surveys collected, 55.05% were men, 44.95% were women, 31.19% were aged 18 and ~25, and 65.14% were between 25 and ~35 years old.

Reporters learned through interviews that sales personnel were the most popular among them. The educational level of sales personnel accounted for 75.23% of the tertiary level and undergraduate level, and over 80% of the respondents were engaged in sales work for a period of less than 3 years.

At present, 65% of garment enterprises are no longer in need of qualified talents when recruiting marketing personnel, but more importantly, sales professionals with relevant professional knowledge in a certain field.

Therefore, today's clothing marketing personnel in addition to understand marketing, but also to understand the clothing design, clothing market, and even the international fashion trend, in order to make accurate judgments for the direction of clothing marketing.

Why is there such a demand change? There are two main reasons: first, the demand for talent in the garment industry has been greatly improved.

Statistics show that in January 2011 ~6, the demand for talents in the apparel retail industry increased by 31% over the same period last year, with the largest demand for shopkeeper, accounting for 70%, followed by clerks, accounting for 20%, and supervision by 10%.

In the past two years, export-oriented enterprises have returned to China to build their own brands. They need a lot of experienced designers who can control the fashion elements and familiarity with the domestic market. They are familiar with domestic trade operation, sales personnel with rich sales channels, and planning talents with high-end brand marketing operation.

Talent resources can not be in place, will inevitably lead to a new brand promotion efforts alone, affecting the visibility of the promotion, dragging the pace of market share and postponing the arrival of the profit period.

Second, the ability requirements for practitioners are also greatly improved.

For example, the requirements for salesmen, the skills required in the past are relatively simple, only requires a comprehensive understanding of products or services. Nowadays, we should not only be proficient in industry and product knowledge, but also understand the needs of customers, products and services to help them solve problems.

The clothing specialty is a highly applied discipline. The quality education of the university has become an armchair strategist without a lot of effective training.

As a result, the hot posts in the clothing industry have been released, the job seekers' performance of job seekers will be mediocre, or the positions of talents can be concentrated.

School enterprise cooperation as a triple win development model for enterprises, schools and students, in recent years, seeking a deeper mutation.

For example, enterprises should help to make career planning guidance and open up more channels for students.

It is understood that the Chinese University Students' pioneering JEANSWEST practice base provides real opportunities for college students with real shop sales mode.

By setting up JEANSWEST solid stores, the business base will provide training on goods, sales skills, management and display and promotion, etc., to help store operation and management, and provide real opportunities for students in real shop sales mode. Besides selling, students should also plan and study how to run good shops, do marketing and publicity programs, and put forward their own proposals.

Unlike other businesses, students do not have to have any capital to participate in the business and get a sales bonus.

The base has attracted dozens of students to join the rotation system.

The business hours of the shop are 10 hours a day, and each student arranges the working schedule according to his spare time. JEANSWEST also provides a subsidy of 8 yuan per hour for work study grants to these entrepreneurs, stimulating their entrepreneurial enthusiasm.

Yang Xun, chairman of JEANSWEST, said: "the biggest problem that clothing companies encounter now is sales.

As far as I know, many of our schools talk about engineering, not talking about sales, or even a good brand management course.

Even if there is, it is far from the market demand.

Look forward to strengthening vocational training and increasing talent pool

At present, there are such problems as "lack of experience in theory and lack of theory in experience".

For example, China's on-the-job plate making division, less than 10% of the educated, and less than 6% of the professional training.

In addition to the training of colleges and universities, it is still rare to train talents in enterprises like this.

The survey showed that 59% of the respondents had only once received on-the-job skills training.

More than 60% of respondents believe that the amount of on-the-job training they receive is far from enough.

Lin Jun introduced: "why do we graduate salaries and basic employees pay the same? Why does it take 3 years ~5 years to get the reuse of enterprises? The problem is the disconnection between universities and the market.

For example, Shaoxing employs nearly 200 thousand of the textile industry and nearly 20 million of the country.

In addition to training textile talents in Colleges and universities, how to train talents in the society? Since 2009, we have opened a training course to train employees in Shaoxing enterprises.

"At present, there are about 1000000 people in the clothing talent pool.

70% of employed employees and 30% of school students.

It can be roughly divided into two categories, one is technical talents, the other is development and design talents, and the other is marketing talents.

In my opinion, we should strengthen the training of job segmentation so as to fundamentally solve the problem.

Lin Jun said.

In addition, experts suggest that as a garment enterprise, we must reconsider the process and effective steps and methods of personnel selection, and implement effective recruitment according to the five steps of "post analysis, formulation of plan, implementation plan, result verification and optimization plan".