Lack of talent is still a problem. How to use the fault to force the textile enterprises to transform and respond?

“Talent-oriented” is one of the five basic principles of the “Made in China 2025” plan. According to the spring research report of the China Textile Industry Federation in the spring of 2018, the textile intelligent manufacturing represented by big data, Internet of Things, artificial intelligence and other new technologies is the ecological operation of fashion brands represented by cultural creativity, fashion media and brand marketing. With the new economy represented by the sharing economy, platform economy, and personalized customization, the demand for innovative talents in various industries is constantly improving.

Lack of applicable talent

At present, the employment of textiles and garments industry brings three extremely prominent problems: First, it is difficult to recruit workers, and workers are highly mobile; second, the average age of employees on the job is generally higher, and generations are replaced by faults, and workers after the “85s” are increasingly scarce; Third, high-end design and development talents, senior marketing management talents, etc. have the problem of “difficulties in introduction and retention”.

For example, the textile industry in Qingshan Lake District of Jiangxi Province has a labor demand of 80,000 people. At present, the actual labor force is only 60,000, and the labor gap is 20,000. Hunan Huarong textile and garment enterprises lacked first-line workers such as machine repair and vehicle blocking. The current industry development of Hubei Xiantao still faces the old problems of the age of the workers and the difficulty in recruiting workers. The local enterprises in Wuxi reflected that the mobility of front-line employees has become larger, and the recruitment of enterprises in Wuxi has been decreasing year by year.

Not only these areas, including Fujian, Guangdong and other southeast coastal areas, Shaanxi, Xinjiang and other central and western regions are also widespread social cognition bias in the textile and garment industry, as well as the employment concept of a new generation of employed population, making the talent gap in the textile and garment industry Gradually increase. In addition, the new generation of employed population has put forward higher requirements for the supporting facilities of the employment sites, and it is relatively easy for enterprises close to the core areas of the city to recruit.

At the same time, many industrial enterprises in Fujian and other places are facing the problem of “second-generation succession”, which faces challenges in the change management model and manager selection.

In a slightly different situation from other provinces, Anhui and Jiangxi, as traditional provinces that export labor to developed coastal areas, have moved into a new era of “continuous return of migrants” in recent years.

According to the statistics of the Anhui Provincial Bureau of Statistics, by 2017, it has been going back for five years. A sample survey of population changes in the province in 2017 showed that the population of Anhui Province was 10.575 million, and the number of migrants returned to 85,000, which was basically the same as that of the previous year, accounting for 14% of the increase in permanent residents. Combined with the research enterprise, the localization of enterprise employment is remarkable. In the textile cluster of Sun Village in Wuhu, Anhui Province, 22,000 employees and 90% are locals; Wangjiang Textile Industry Cluster represents 17,000 people in the cluster, 85% of whom are locals.

The enterprises in Anhui and Jiangxi are mostly processing enterprises. In recent years, they have gradually built brands. Secondly, there is a shortage of brand operation talents. Compared with the lack of front-line employees, the lack of brand operation talents is even more serious. It is difficult to introduce talents, and it is equally difficult to retain talents after introduction.

The rise of intelligent manufacturing

With the changes in the social demographic structure of our country, most of the newly-employed labor force is the only child, and is reluctant to engage in factory production. Even if it is recruited, it is not willing to go to night shifts. The difficulty of recruiting workers is becoming more and more prominent, so it is forced to accelerate the intelligence. Transformation.

Xiamen Vidas Apparel Co., Ltd.'s nearly 3,000 square meters of cutting workshops are exceptionally "empty" with less than 10 workers. This is due to the company's investment of 10 million yuan in October last year, the introduction of automatic cutting machine, intelligent hanging production line, intelligent template machine and other clothing intelligent manufacturing system, production efficiency increased by more than 30%, product quality is more standardized.

Zhejiang Hengyi Group's 3 million tons of filament project in Haining, the employment index is 1,200 people, of which 800 are senior skilled personnel of electromechanical profession, and the talent structure of the industry has changed.

Jiangsu Huafang Group provided a very convincing set of data. Compared with 2006, the Group's yarn and fabric production capacity and output have not been reduced, but the number of employees has decreased from nearly 40,000 to 11,000 in 2017. .

Jiangsu Yangfan apparel has updated 200 Shimadzu's full-form knitting flat knitting machines at one time. The artificial demand for manufacturing sweaters has been greatly reduced, and the efficiency has been greatly improved.

Wuxi Hengtian Textile Co., Ltd. garment manufacturing workshop constantly updates and automates individual processes, and at the same time goes to complex skills, and tries to make the entire production line intelligent. Hengtian hopes that through the strength of science and technology, the production efficiency of the factory will reach 5-10 times in 2016 after 5~10 years.

In Zhejiang, in addition to Baoxin Bird and Zhuangji, for most small and medium-sized garment enterprises, the development of intelligent manufacturing is more inclined to solve the practical problems of enterprises, rather than blind development. Through the transformation of existing equipment, focusing on practicality, and investing less, it can significantly improve efficiency. In addition, smart manufacturing reduces the need for manual proficiency while reducing labor.

Textile and garment enterprises in Hebei and Hunan are also actively promoting the reduction of staff and efficiency through “machine substitution” and “intelligent manufacturing”, which not only effectively solves the lack of labor, but also alleviates the pressure brought by the continuous rise of labor costs.

Directional culture

In order to stabilize the workforce, many enterprises in Hunan Huarong have increased the treatment of workers, and the cost of employment has been higher than that of developed coastal areas. Many companies in the survey stressed that the industry is people-oriented, and it must be changed from human cost to human capital. Industrial workers are the power of the real economy. So how do you train qualified industrial workers? How to make up for the "difference between classroom and industry"? How to tap local labor resources?

Most of the textile enterprises in Shaanxi have adopted competitive recruitment and incentive mechanisms to explore and train talents that meet the needs of enterprise development, optimize the configuration of personnel posts, and adopt various forms to attract talents to key departments and key positions; focus on the training of grassroots managers and professional technicians. Focus on improving theoretical level and professional skills, enhancing scientific and technological research and development, technological innovation and other aspects; coordinating systematic training of various functional departments; strengthening business knowledge training close to daily work, and integrating ideological education, institutional education, and skills education. Continuously improve the overall quality of the cadre team.

Textile universities in Tianjin and Shanghai have established a talent training mechanism for schools, industries and enterprises in the process of promoting personnel training, scientific research and social services. For vocational training for enterprises, for example, from 2014 to 2016, we went to Nanshan Group for training for three consecutive years. At the same time, we trained more than 30 wool textile enterprises in Yinchuan.

Guangdong, Fujian and other places have also seen the importance of cultivating regional reserve talents. They have proposed that talent needs should be increased, and more need to revitalize the stock. Inject more external fashion master resources through the platform of the colleges and universities, and improve students through the industry-university-research cooperation mechanism. Local employment rate. For example, Guangdong Vocational and Technical College has trained corporate professionals for Guangdong Esquel for five consecutive years. At present, the most popular students in the college are graduates of the Dyeing and Finishing Technology College. On the one hand, it reflects the employment competitiveness of applied professional talents, and also reflects the industry's enthusiasm for professional talents.

At the same time, Guangdong, Fujian and other places are also trying to solve the problems that frontline workers are most concerned about, such as wages and benefits, working environment, housing for migrant workers and children's education, etc., and attract and retain workers with thoughtful and complementary services. Increase resource support, stabilize management of design talents, make full use of local policy measures and superior resources, and provide supporting services for talent introduction. For example, the construction of fashion supporting projects, the construction of traffic road networks and community construction will improve the planning level and optimize the development environment. One-third of the more than 4,000 merchants in Guangzhou International Textile City come from Chaoshan, 20% from Lingnan, 20% from Wenzhou, and the rest from all over the country, and the siphon effect on talents is obvious. Especially for the demand for fashion design ability, the demand for design talents is getting louder and louder, and the absorption capacity is gradually increasing, which also injects new vitality into the market development.

Editor in charge: Xu Yuehua