Crack LED "labor shortage"
[Text|Reporter Wen Zhao] Just after the Spring Festival, when people are still recollecting the "year-end award" and sharing the experience of various software grabbing red packets, the employment problem has become one of the problems that many companies have headaches in the years. Everywhere, the “labor shortage†has become the hottest topic in all walks of life.
The same is true in the LED industry. Through interviews in the Pearl River Delta, the reporter found that after the manufacturing winter in the last year, the decline in the return of employees in the company after the start of the year was even more serious. The recruitment scene seemed to be more common than in previous years. The roadside recruitment of hand-held recruitment cards abounds. .
Although many LED companies have already started construction, there are a lot of recruitment information posted at the entrances of some factories. The reporter found that many of the parks in Bao'an District, Shenzhen are covered with information on recruitment, and the distance is only a few tens of meters. Eight enterprise units are recruiting here, and even some companies have also launched employee recruitment reward programs. The reporter saw at the scene that the current recruitment positions are mainly concentrated on the first-line basic operation types such as proofers and welding technicians.
“The factory arrival rate is less than 70%, and it has not been fully recruited so far.†One recruiter on the spot said helplessly, although he can re-recruit, the labor and cost of skilled workers’ recruitment and talent training itself It has already put a lot of pressure on the company.
Talking about this, Zhang Xiaobo, director and deputy general manager of Zhaoqing Emerald Electronic Technology Co., Ltd. said, “Our company's rework situation is still good, it can reach 90%, the employees of the company are relatively stable, and there is no hard-to-recruit situation. Mainly because our company has always been to create a 'home' corporate culture, plus we are relatively close to the city."
From the reporter's understanding, it is difficult to recruit workers in some labor-intensive LED enterprises. These enterprises need a lot of labor to solve the production problems. The technical content of manufacturing products is not very high, fixed production line mode, fixed activities. Trajectory, in the current social environment, employee mobility is bound to be large. Relatively speaking, because of the relatively standardized management model and the guarantee of welfare, the society has a certain degree of recognition for the enterprise, and the recruitment difficulty is relatively less obvious.
At the same time, "high-quality and experienced" talents are also facing a lack of difficulties. Some positions require high levels of experience and technology. Other new employees or general workers are difficult to adapt, and these positions are also in a state of employment. Throughout the LED industry chain, the downstream lighting manufacturing enterprises are particularly sensitive to such phenomena. Not only is it difficult to recruit, but there is also a serious employee turnover rate, which has an impact on the operation of the company and creates a vicious circle. On the one hand, the employment enterprises face the “labor shortageâ€. On the other hand, the cultivation of new employees and the greater labor costs brought about by them all put a lot of pressure on enterprises.
"I found that technical talents are difficult to recruit, and some jobs are not looking for a suitable person." Zou Zhengkang, general manager of Thousands of Plates, said.
Relative to this type of manufacturing enterprise, the technology-based enterprises in the middle and upper reaches rarely face the situation of “labor shortageâ€, which means that the employee turnover rate of the company remains within the controllable range. "This type of enterprise is generally large in scale, and the salary and treatment needs of employees will be satisfied, and employees will have a strong sense of identity with the company." Ye Guangkai, general manager of Guangmai Electronics, believes that enterprises with high cost performance, strong competitiveness, and good business conditions have human resources. The ability to bear the cost is strong, and the corporate culture will also give employees a sense of identity, and the problem of employment will not be great.
Quan Jinsong, vice chairman of Zhaochi (002429.SZ), said that it is not just a labor shortage in the LED lighting industry. It reflects a wide range of social problems, not an industry issue. He himself is paying more and more attention to the use of automated production and robotics, which will also reduce the difficulty of employment.
It can be said that the "labor shortage" is the epitome of an era. It is actually the inevitable result of structural adjustment in the process of industrialization. It is the embodiment of the domestic economic structure change and transformation and upgrading. It is a normal market phenomenon. The market has an "invisible" regulatory power to balance these phenomena. With the passage of time, there is no comprehensive advantage. Enterprises that cannot recruit workers and remain unstoppable will inevitably be eliminated, and the market will eventually move toward a reasonable balance point.
The same is true in the LED industry. Through interviews in the Pearl River Delta, the reporter found that after the manufacturing winter in the last year, the decline in the return of employees in the company after the start of the year was even more serious. The recruitment scene seemed to be more common than in previous years. The roadside recruitment of hand-held recruitment cards abounds. .
Although many LED companies have already started construction, there are a lot of recruitment information posted at the entrances of some factories. The reporter found that many of the parks in Bao'an District, Shenzhen are covered with information on recruitment, and the distance is only a few tens of meters. Eight enterprise units are recruiting here, and even some companies have also launched employee recruitment reward programs. The reporter saw at the scene that the current recruitment positions are mainly concentrated on the first-line basic operation types such as proofers and welding technicians.
“The factory arrival rate is less than 70%, and it has not been fully recruited so far.†One recruiter on the spot said helplessly, although he can re-recruit, the labor and cost of skilled workers’ recruitment and talent training itself It has already put a lot of pressure on the company.
Talking about this, Zhang Xiaobo, director and deputy general manager of Zhaoqing Emerald Electronic Technology Co., Ltd. said, “Our company's rework situation is still good, it can reach 90%, the employees of the company are relatively stable, and there is no hard-to-recruit situation. Mainly because our company has always been to create a 'home' corporate culture, plus we are relatively close to the city."
From the reporter's understanding, it is difficult to recruit workers in some labor-intensive LED enterprises. These enterprises need a lot of labor to solve the production problems. The technical content of manufacturing products is not very high, fixed production line mode, fixed activities. Trajectory, in the current social environment, employee mobility is bound to be large. Relatively speaking, because of the relatively standardized management model and the guarantee of welfare, the society has a certain degree of recognition for the enterprise, and the recruitment difficulty is relatively less obvious.
At the same time, "high-quality and experienced" talents are also facing a lack of difficulties. Some positions require high levels of experience and technology. Other new employees or general workers are difficult to adapt, and these positions are also in a state of employment. Throughout the LED industry chain, the downstream lighting manufacturing enterprises are particularly sensitive to such phenomena. Not only is it difficult to recruit, but there is also a serious employee turnover rate, which has an impact on the operation of the company and creates a vicious circle. On the one hand, the employment enterprises face the “labor shortageâ€. On the other hand, the cultivation of new employees and the greater labor costs brought about by them all put a lot of pressure on enterprises.
"I found that technical talents are difficult to recruit, and some jobs are not looking for a suitable person." Zou Zhengkang, general manager of Thousands of Plates, said.
Relative to this type of manufacturing enterprise, the technology-based enterprises in the middle and upper reaches rarely face the situation of “labor shortageâ€, which means that the employee turnover rate of the company remains within the controllable range. "This type of enterprise is generally large in scale, and the salary and treatment needs of employees will be satisfied, and employees will have a strong sense of identity with the company." Ye Guangkai, general manager of Guangmai Electronics, believes that enterprises with high cost performance, strong competitiveness, and good business conditions have human resources. The ability to bear the cost is strong, and the corporate culture will also give employees a sense of identity, and the problem of employment will not be great.
Quan Jinsong, vice chairman of Zhaochi (002429.SZ), said that it is not just a labor shortage in the LED lighting industry. It reflects a wide range of social problems, not an industry issue. He himself is paying more and more attention to the use of automated production and robotics, which will also reduce the difficulty of employment.
It can be said that the "labor shortage" is the epitome of an era. It is actually the inevitable result of structural adjustment in the process of industrialization. It is the embodiment of the domestic economic structure change and transformation and upgrading. It is a normal market phenomenon. The market has an "invisible" regulatory power to balance these phenomena. With the passage of time, there is no comprehensive advantage. Enterprises that cannot recruit workers and remain unstoppable will inevitably be eliminated, and the market will eventually move toward a reasonable balance point.
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