Wei Ting Street Held A Survey Of Enterprise Employment Mode

In order to further understand the employment situation of enterprises in the area of Wei Ting Street, in April 28th, Wei Ting Street held a research meeting on the mode of enterprise employment.

Liu Hongqun, the Social Security Bureau of the park, answered the questions on the spot, strengthened the explanation of the labor contract law, and explicitly requested the enterprises to comply with the relevant provisions of the labor law, so as to promote the harmonious development of the relations between the employers and employees.

Liu Hongqun, director of the labor supervision department of the labor and Social Security Bureau of the park, Cui Jianfeng, director of the human resources and social security service station of the Wei Ting Street, and some business representatives of the district attended the meeting.

At the meeting, the representatives of enterprises introduced the development prospects of enterprises, disputes about job recruitment and labor contracts, and made in-depth exchanges on the current contract disputes of labor companies and the improvement of relevant management regulations, and explored the employment and social security aspects of enterprises.

Difficulties and hot issues.

At the meeting, Cui Jianfeng introduced employment to the park.

The new policy was publicized, and the new deal lasted from January 1, 2015 to December 31, 2017.

Some enterprises have already enjoyed the treatment of new policies, but some enterprises are totally not familiar with the relevant new policies, nor have they enjoyed the relevant policies.

Therefore, the streets will be propagandize through many platforms.

If there is a need for the enterprise, the staff of the labor force will come to explain it, so that the enterprise can really enjoy the preferential subsidy policy for the park in terms of employment.

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According to the survey, 9.8% of enterprises are facing long-term job shortage and 39% of them are short term workers. This means that 48.8% of the surveyed enterprises are short of work.

According to the industry, the proportion of workers in the accommodation and catering industry is 80%, the proportion of the manufacturing industry is 61.8%, the proportion of the construction industry is 40%, the proportion of the wholesale and retail industry is 33.3%, and the industry is the most serious.

From the shortage of work, skilled operators have the largest gap.

The survey showed that at the end of 2014, the total number of employees was 288 thousand, the number of new recruits was 79 thousand, the number of turnover was 59 thousand, and the turnover rate was 17%.

Of the turnover staff, 90.4% were self employment and 9.6% were dismissal.

In terms of industries, the manufacturing industry has the highest turnover rate of 25.6%, followed by the accommodation and catering industry, with a turnover rate of 23.9%.

Statistics show that there are 251 enterprises reflecting the difficulty of recruiting workers, accounting for 50.2% of the survey enterprises.

According to the main reasons (reelection), about 73.7% of enterprises think that job seekers have high expectations for salary. About 46.2% of enterprises consider that there is no trained, skilled and experienced personnel among job seekers. Besides, they think that the number of job seekers who are able to choose jobs and the professional knowledge of job seekers do not meet their job requirements also account for 41.4% and 33.5% respectively.

In addition, 23 enterprises believe that there are fewer job agencies and related job fairs, and the narrow recruitment channels and the single way are also one of the reasons for recruitment difficulties.

From the feedback of enterprises, it is not difficult to analyze the main reasons for "recruitment difficulties": economic development and rural population backflow and other factors, resulting in an increase in human costs; the post-90s generation of new generation of employment crowd into society, relatively lack of experience skills; social mobility continues to increase, and staff centripetal force further weakened.

Obviously, with the gradual decline of demographic dividend, the traditional enterprises that rely on population and time to fight for protracted war also need to change the way of employing people and raise the level of talents.

It is reported that some enterprises are also trying to cultivate skilled workers in specific positions.

From a practical point of view, it is imperative for enterprises to move from "extensive" to "meticulous" in the employment strategy. They should break away from the selection method of diploma theory only, establish a practice oriented evaluation system, strengthen training and training of talents, strengthen the building of corporate culture, fully tap the potential of employees in the workforce, and improve the efficiency of employment.

In addition, in the context of industrial pformation and upgrading, using intelligence to replace labor is also a desirable way.

The difficulty of employment has gradually become a norm. Especially in economically developed areas, recruitment has become a big problem for enterprises. This indicates that our economy and enterprises have entered a new stage of "human resource competition".

If Suzhou is in a state of "labor shortage" for a long time, it will drag down the development of enterprises and even the economy.