Dongguan Hardware Transformation and Upgrading Crisis Technician Gaps Continue to Expand

After the Spring Festival, more than 2,000 enterprises in Dongguan Chang'an Town, like many coastal specialty towns, face difficulties in employment. On average, each company has 10%-30% of workers who have not yet arrived. Chang'an Town, where mold, machinery, hardware and electronics are the main industries, has a significant shortage of technicians. Coupled with the transformation and upgrading of some enterprises, the demand for experienced technical personnel has further increased.

Average lack of work 10% -30%

“All work is absent.” Li Qiuming, general manager of Chang’an Division of Dongguan Zhitong Talents Chain Co., Ltd. introduced the current employment situation in Chang’an. It is understood that the average worker is between 10% and 30%.

After the company resumed its work, the number of applicants for Zhitong has reached more than 2,000, and more than 400 companies have been recruited.

“Currently accurate statistics have not come out yet. If the number of people entering these days can reach more than 2,500, the situation is better than the same period in 2010,” Li Qiuming said. “According to years of experience, it is the real peak after the first lunar month. period".

Chang'an Town, Dongguan, has a GDP of more than 220 billion in 2010. Its main industries are molds, machinery, hardware and electronics companies. In recent years, Chang'an is in a similar state to other coastal areas, and faces difficulties in missing workers after the Spring Festival.

According to a 2010 survey conducted by the Zhitong Talents Chain, grabbing of coastal talent by enterprises in the western and central regions is not a fatal shock. The main reason is that “demographic dividends have disappeared.” “The labor shortage of enterprises is almost normal. At present, China is at the critical point and transition period when the demographic dividend disappears,” said Li Qiuming.

At the same time, due to the combination of mold and other industries, the shortage of technicians in Chang'an Town is more obvious than that of ordinary workers, and it is even more troublesome for enterprises.

The author saw at the scene of the talent market that many companies expressed their concern for recruiting workers. Since the end of the year, there has been no improvement. He hopes to commission the talent market to advertise on the Internet, newspapers, and talent market. The relevant staff members said that even if it is multi-channel promotion, it will take 1 to 3 months to play a significant role.

Faced with continuous labor shortages for several years, Li Qiu-ming emphasized that companies should not be arrogant to the transformation and upgrading. Slow transformation and upgrading are part of the reason why recruitment is difficult. Enterprises are doing labor-intensive production, recruiting and cutting people are completely bound by orders, "have passed today, tomorrow will be anxious again."

The transformation and upgrade resulted in the expansion of the technicians' gaps.

However, there are new problems in the process of transformation and upgrading.

“This position has been recruited for one year and there are no satisfactory candidates,” said Mr. Yang, who works in human resource management at Shenzhen Ruiyuanxiang Rubber & Plastic Products Company. Mr. Yang’s position is product design.

With the transformation and upgrading of enterprises, the demand for independent research and development talents continues to increase. In recent years, similar to Japan's Toyota's "lean production" transformation, Rui Yuanxiang's human structure has changed significantly like shuffling. The proportion of companies replacing their manpower with machines has risen sharply. The number of grassroots employees at the grassroots level has decreased by about 200, while the number of management personnel has increased by 10-20.

The gap in mechanics has further widened. It is understood that in 2010, Rui Yuanxiang's R & D team recruited 20 new employees, all of which had never been in the past. This part of the talented person cannot be like a general worker. Filling in the form and physical examination will allow him to enter the factory's assembly line. They must be better educated, have more professional skills, and even have a bit of management.

In order to get closer to the talented professional market, Rui Yuanxiang transferred the recruitment site to Dongguan Chang'an and the result was not satisfactory.

Enterprises consciously get rid of the plight of labor-intensive industries through transformation and upgrading, but they are faced with the problem of talent gaps. This phenomenon is not unique to Rui Yuanxiang. The Blu-ray science and technology at Chang'an Jiangbei Bubugao [26.800.94%] Avenue, the recruitment announcement demonstrated the thirst for technicians, and most of its layout gave way to a variety of technical personnel recruiting more than three years of work experience. The specific recruitment requirements are similar to “the ability to independently complete the assembly of the mold, analyze and solve the mold problems; familiar with the mold production process, and can schedule the production process.”

Su Yu, a Blu-ray technology recruiter, said that after the year, the company’s technicians have returned from their hometowns, but due to further adjustment of the production line and the need for more research and development, new technical talent must be added.

“There are few companies in Dongguan that are doing fiber optic technology. This part of the talent that Blu-ray needs is more difficult to recruit here.” Su said.

Blu-ray Technology, like other companies in the same industrial area, is crowded with young people who come to work, but most of them look after the recruitment requirements.

"From novice to becoming a skilled workman, the company did not provide a buffer period." Xiaoliao analyzed the reason. Xiao Liao graduated from a vocational school in 2010 and worked in a small company for half a year in mobile phone structure research and development because he couldn't stand the pressure to resign. Xiao Liao revealed that the company’s independent R&D is in its infancy, and the department cannot invest a lot of resources to train talents. Even in one job, it will not be equipped with sufficient manpower. Only one or two people are responsible for each part of the appearance and structure.

Mr. Yang of Rui Yuanxiang stated frankly: “As companies increase costs, companies cannot invest a lot of money in training.” Companies need employees not to follow their boss all day long. They can independently observe and find inspiration in the market and come back to design new product models.

However, this part of the talent is the object that every company has painstakingly retained, and it rarely flows out of the talent market. Mr. Yang laughed that the current recruitment of people can only rely on "digging people's feet" and high-paying talents. For this reason, Rui Yuanxiang has created a generous salary of 100,000 yuan per year to find the product designer.

From "human cost" to "human resources"

A related person in the Economic and Trade Office of Chang'an Town Government stated that there are no relevant statistics to illustrate the transformation and upgrading of the company. The government did not intervene too much in the operation of the company. The support measures are similar to those in the past. “For the companies that meet the requirements, the township government will help them apply for provincial and municipal financial support.”

What's more depends on the management philosophy that companies update their human resources. Li Qiuming, general manager of Chang'an Division of Dongguan Zhitong Talents Chain Co., Ltd., analyzed: “In the past, workers were viewed by companies as 'human cost' rather than 'human resources', and they tried to reduce or save. And the concept of 'human resources' was meant to be It is easier to use talents than to recruit new talents.

Zhang Yicheng is particularly confident among the many applicants who apply for Blu-ray Technology. He said to recruiters: "I have been in the mold industry for six or seven years and have extensive experience in mold forming."

Zhang Yicheng’s age is not yet 30 years old, but he is still in the stage where many young people are still struggling to find general workers. He hopes to be a grass-roots management staff. He said that he is always on the follow-up of the mold production process, equipment maintenance, and response anomalies.

Speaking of how to go from the front-line staff to professional and technical personnel, Zhang Yicheng lamented: “It is very difficult to work in the bottom floor. There are many people who have not made any progress after several twists and turns.”

Zhang Yicheng concluded that many workers themselves do not have a clear goal and that companies have not provided opportunities for learning. Therefore, after repeatedly finding jobs, they are still rolling in the front line. "There are many people who have been around for ages and work with young people in the teens." Zhang Yicheng said.

Li Tsing-ming said that before the transformation of enterprises, the dominant power is in the hands of the orderers, so there is a phenomenon of desperately recruiting people in the high season and busy cutting down on staff in the off-season. Most of the company's human resources departments are still in the stage of organizing activities for the trade unions. In fact, the human resources department should help companies develop strategic plans for talents.

In the process of enterprise transformation and upgrading, the concept of such talents' strategic planning has been placed in a more prominent position. Otherwise, employees within the company cannot be exploited and utilized. Enterprises often face challenges in recruiting people. Blu-ray Science and Technology's Soviet Union told the newspaper that in the face of the shortage of skilled workers, Blu-ray has cultivated talents through "reserve cadres." The concept of “reserve cadres” was previously seen more in the recruitment of large state-owned and multinational companies.

Zhang Yicheng, who resigned from his family in 2010, has a clear goal - the preferred Japanese-funded and Korean-funded enterprises. He said that wages are secondary, and it is important to enter a company that attaches great importance to talent and is conducive to long-term development.

"In Japanese and Korean companies, people will not be easily dismissed if they are recruited. When faced with work problems, companies will help employees find causes and solutions. Employees are not easily disappointed and are more willing to stay." Say.

In Japanese-funded enterprises, staff meetings are often circled and everyone can speak, instead of “a person is speaking at the stage and a group of people are listening at the stage”. According to Zhang Yicheng, the company's technical innovation technicians can participate in it. "Japanese companies believe that 'everyone has the ability to improve, everything is room for improvement', the company believes in the staff's ability, the staff is also willing to make more ideas for the company." Zhang Yicheng said.