Go homepage(回首页) Upload pictures (上传图片) Write articles (发文字帖)
The author:(作者)delvpublished in(发表于) 2014/1/23 8:56:25 Labor export province is returning to employment surges， or reproduce the labor shortage
Ministry of human resources and social security announced on 22nd 2013 4-quarter employment status. Statistics show that the slight decrease in the number of labour supply and demand, the employment situation is overall a relatively steady. But judging from the regional employment situation was clear, the number of job seekers in the East compared to a sharp drop. Along with the traditional Labor export province in Midwest working environment improves, floating outside the home jobs, entrepreneurship is becoming more and more new choice for migrant workers, enterprises in the eastern region after years of "labor shortage" more pressure.
Trends
Home employment boom revealed
The last quarter of 2013, China human resources market monitoring centres to 104 cities across the country by the public employment service agencies conducted a statistical analysis of market supply and demand information. According to the numbers up and down the chain has been a reduction in labour supply and demand, but overall a relatively steady employment situation. Seasonal employers hired through the public employment service staff of about 512.50,000, about 4.638 million job seekers entering the market, job vacancies and job seekers ratios of about 1.1 per cent, than last quarter of 2012 and increase of 0.02 per cent.
But from the perspective of regional employment situation, noticeable disparities between regions. Compared to the same period in 2012, eastern city employer demand in the market and the number of job seekers fell by 157,000 people, respectively, and 224,000 people, down and 5.9%. Cities in the central region, while increases in the number of job seekers and employer demand in the market, respectively, an increase of 2.30,000 people and 3. of 60,000 people, the growth and 1.8%.
The economic information newspaper reporter found, as the traditional Labor export province in Midwest working environment improves, floating outside the home jobs, entrepreneurship is becoming more and more new choice for migrant workers. In the traditional Labor export province, "returning tide" is emerging.
Game fair in Wuhan, Kobayashi told reporters 20 years of job-seekers, he was from xiantao in 2013, he made a mold factory in Hangzhou, Zhejiang fitter, "company meals per month after deducting meals and utilities pay about $ 1000 worth of NT, living subsidies fully covered. "However, long working hours and lack of leisure time, Kobayashi decided to no longer back after years in Hangzhou" the boss told me to take another look at before we go, but he said a pay rise but nothing ever materialized. ”
And Kobayashi were similar, Hubei songzi before sister Liu worked in a furniture factory in Shandong province, got more than 3,000 yuan a month, but decided to advance in their hometowns. "Fewer and fewer furniture factory orders recently, 2014 salary it's hard to go up, say old industrial park development is getting better and better over the years, after years in Jingzhou city, looking for a job, save the home run. "She said.
A talent market of Wuhan City, according to November 2012 registered general workers of job seekers, over 40% are migrant workers back from the field. The reason, gradually improving their environment is an important aspect. In 2008, the Wuhan City food lodging an employee's average wage just 760 Yuan, 2011 has doubled, reaching over 1680 Yuan. In 2011, the average wage of manufacturing employees in Wuhan to 2,180 yuan. Head of a human resources Agency told reporters that although miss the General workers wage levels in the coastal area, Wuhan, are narrowing the gap with coastal areas. "2013 Wuhan general workers the average wage of 2,500 Yuan to 3,000 yuan, compared to last year, were among the main gainers in the 20% range. ”
Report on China's human resource services qianchengwuyou analysis, said China needs two or three tier talents for dynamic and gradually advanced to four-wire city. Virtually all regions outside of the enterprise in the first-tier cities have urgent personnel needs, gaps in a larger area including places such as Wuhan, Shenyang and Xian, Ningxia, Xinjiang, Inner Mongolia and other places have also become talents import in the new zone.
Human resources and Social Security Department Deputy Minister xinchangxing said, Midwest area rural transfer labour in the near transfer of labour number in fast increased, traditional labour output big province in the, Henan 2011 in province within transfer employment of number first over has to province outside transfer employment of number, 2012 Sichuan also appeared has this changes, Jiangxi, and Anhui while also is province outside transfer is greater than province within, but province within by accounted for of share in yearly upgrade, future of trend necessarily is province within transfer will over province outside.
Impact
Eastern regions or reproduce the labor shortage
Compared to labour in the Middle back, labour shortages have emerged in the eastern region, after years of "labor shortage" to reproduce almost no suspense.
Human resources and Social Security Bureau, Suzhou, Suzhou city, recently released by the 2014 corporate employment needs survey report shows that manufacturing demand, business expansion increases power significantly, but because of the great mobility of migrant workers, accelerated business labor shortage is expected.
Report sample of 1000 companies, there are more than 70% enterprise expansion in early growth, job demand reached 21.60,000 people, on average, every business needs 288 people. However, recruitment remains inescapable challenge difficult, there were 80.8% companies see the recruitment difficulties in the investigation, while the demand for the first quarter of 2014 the number accounted for 35% of the total, after the labor market pressures significantly.
Is also worth noting that, in recent years, the Suzhou company annual turnover remained high, has for three consecutive years is close to 40%. Suzhou local annual employee turnover rate of only 16%, annual employee turnover rate is as high as 40.5% in the field. "This reflects the relatively high mobility of migrant workers in the city, put companies in a truncated and hiring cycle, leading some enterprises to enlarge the ' labor shortage ' expectations, not conducive to business stability. "One official involved in the survey told the economic information daily news, surveys, companies" no skill "labor demand up to 60% per cent. "It doesn't mean business down to the skill requirements of employees, but rather a reflection of current enterprise labor mobility of the main force of the migrants as a larger, resulting in most of the enterprises to meet the requirements of production, had to hire before they are trained on the job. "He said.
But at the same time, small and medium enterprises in their management "shortsighted" behavior is still evident. The Director said that in recent years, small and medium enterprises "day labourer" more and more serious, born, $literal new generation migrant workers in particular, focused on the General workers and service jobs, short work cycle, frequent au pairs, "day labourer" are becoming routine. Enterprises lack effective incentive examination mechanism and a fair and reasonable system of training and promotion, and not enough emphasis on foreign talent, resulting in lower employee loyalty and a sense of belonging to the enterprise, the emergence of the "job" and "keeping" double bind.
Countermeasures
Initiatives to improve the quality of employment
Experts believe that in Central and Western China Development, release production capacity in developed regions migration and weakening earnings boost, leading to tighter sources of human resources, especially before and after the Spring Festival, will have a staged "recruitment" and "employment".
"The labor shortage is an old topic, especially before and after the Spring Festival in 2014, will still be difficult. "Human resource center in Hubei Province Party Secretary Li Shiling believes that employers want to attract and retain the General workers, allowing employees in the enterprise idea, to look forward and to look forward to, salary, and pay more attention to development and career planning. "Labor shortage is the norm," Deputy Director of the Hubei Provincial Bureau of Yeh Ching believes that now work in the coastal workforce have jobs in their hometowns, can no longer expect those people to ease the labor shortage.
It is understood that the demand for workers before and after the Spring Festival, some departments to strengthen human resources and social security in the eastern part of the enterprise recruitment services, through normal monitoring of the enterprises ' demand for workers, make the labor movements. Further excavations and the introduction of human resources to attract local surplus rural labor transfer of local employment, attracting returning labor to stay in local employment. At the same time, focusing on strengthening cooperation with Labor export counterpart, labor cooperation established in local bodies, timely introduction of foreign labour employment.
While enterprises themselves take the initiative to respond to the employment crisis. Experts believe that private enterprises should take the initiative to seek technological innovation and structural change. By increasing investment in technological reform, introduction and use of high technology and a high degree of automation production equipment, reducing dependence on labour-intensive. The other hand, should speed up the restructuring of the traditional labour-intensive industries, to technology-intensive, capital-intensive, knowledge-intensive industries, so as to reduce the demand for labor to ease the employment pressure.
Not only that, the Government should guide enterprises to adjust pay and benefits, implementation of the wage guide price release mechanism of the labour market, the implementation of collective wage negotiations mechanism. In addition, post, $literal new generation migrant workers, wages and employment environment has become a key factor in business they have chosen, but only as "salary man" is no longer enough.
National development and Reform Committee Social Development Institute Director Yang Yiyong on economic reference reported under reporter said, to smooth achieved decent employment of target, must accelerated shift economic development way, makes development main relies on technology progress, and workers quality improve, and management innovation shift, investing promoting employment way shift, effective strengthened human resources development, strongly strengthened career training and venture training, through full upgrade workers career quality and employment capacity expanded employment, improve employment quality.
人力资源和社会保障部22日公布了2013年4季度就业状况。统计显示，劳动力供求人数略有减少，就业形势整体比较平稳。但从区域就业形势来看差别明显，东部地区求职人数同比出现大幅下降。随着中西部地区传统劳务输出大省的工作环境好转，返乡就业、创业正成为越来越多外漂农民工的新选择，年后东部地区企业“用工荒”压力加大。
动向
返乡就业潮显现
2013年第四季度，中国人力资源市场信息监测中心对全国104个城市的公共就业服务机构市场供求信息进行了统计分析。数据显示，劳动力供求人数同比和环比均有所减少，但就业形势整体比较平稳。当季用人单位通过公共就业服务机构招聘各类人员约512 .5万人，进入市场的求职者约463.8万人，岗位空缺与求职人数的比率约为1.10，比上季度和2012年同期均上升了0.02。
但从区域就业形势看，地区间差别十分明显。与2012年同期相比，东部地区城市市场用人需求和求职人数分别减少了15.7万人和22.4万人，各下降了5.9%和9%。而中部地区城市市场用人需求和求职人数则同时上升，分别增加了2 .3万人和3 .6万人，各增长了1.8%和2.9%。
《经济参考报》记者在采访中发现，随着中西部地区传统劳务输出大省的工作环境好转，返乡就业、创业正成为越来越多外漂农民工的新选择。在传统劳动力输出大省，“返乡潮”正在显现。
在武汉市的一场招聘会上，20岁的求职者小林告诉记者，他来自湖北仙桃，2013年他在浙江杭州的一家模具厂做钳工，“公司包吃住，每月扣除水电费和餐费后拿到手的工资大概一千元，补贴生活完全够用。”但是，超长的工作时间、业余生活的缺乏，让小林决定年后不再回杭州工作“走之前老板让我再考虑一下，可他说的涨工资却迟迟没有兑现。”
与小林情况类似，湖北松滋的刘大姐之前在山东一家家具厂做工，每个月能拿到3000多元，但也决定提前回乡。“家具厂最近订单越来越少，2014年工资很难再涨，再说这些年老家工业园区发展越来越好，打算年后就在荆州市找工作，也省去回家路上的奔波。”她说。
武汉市某人才市场提供的数据显示，2012年11月以来登记找普工的求职者中，超4成是从外地回来的农民工。究其原因，逐步改善的用工环境是一个重要方面。2008年，武汉市餐饮住宿业一线员工的平均工资仅为760元，2011年翻了一番，达到了1680元。2011年，武汉市加工制造业一线员工的平均工资达到2180元。一位人力资源机构的负责人告诉记者，虽然赶不上沿海地区的普工工资水平，但武汉正在缩小与沿海地区的差距。“2013年武汉市普工的平均工资在2500元至3000元，相比去年，普遍涨幅在20%左右。”
中国人力资源服务机构前程无忧报告分析称，中国二三线城市人才需求蓬勃，并逐渐向四线城市推进。几乎所有的企业在一线城市之外的区域都有着迫切的人才需求，缺口较大的区域包括武汉、沈阳和西安等地，新疆、内蒙和宁夏等地也成为人才导入的新区域。
人力资源和社会保障部副部长信长星表示，中西部地区农村转移劳动力中就近转移的劳动力数量在快速增加，传统劳动力输出大省中，河南2011年在省内转移就业的人数首次超 过 了 到 省 外 转 移 就 业 的 人 数 ，2012年四川也出现了这种变化，江西、安徽虽然还是省外转移大于省内，但省内所占的份额在逐年提升，将来的趋势必然也是省内转移会超过省外。
冲击
东部地区或再现用工荒
相比于中部地区的劳动力回流，东部地区劳动力短缺的状况已经出现，年后“用工荒”再现几无悬念。
苏州市人力资源和社会保障局近日发布的《苏州市2014年企业用工需求抽样调查报告》显示，制造业需求旺盛，企业扩产增员动力明显，但由于外来务工人员的流动性巨大，加剧了企业用工荒的预期。
报告抽样的1000家企业中，有超过七成企业年初打算扩产增员，招工需求达到21 .6万人，平均每家企业需求288人。不过，招工难仍是不可回避的难题，调查中有80.8%的企业认为招工有困难，而2014年第一季度的需求人数占到了总数的35%，节后的用工市场压力明显。
此外值得注意的是，近几年，苏州企业的年度离职率居高不下，已经连续三年接近40%。其中苏州本地员工年度离职率仅为16%，外地员工年度离职率则高达40.5%。“这反映了该市外来务工人员流动性较大，使企业不断陷于缺员与招工的循环之中，导致部分企业放大了对‘缺工’的预期，不利于企业稳定用工。”一位参与上述调查报告的相关负责人告诉《经济参考报》记者，调查中，企业“无技能要求”劳动力需求占比高达六成。“这并不说明企业淡化了对员工的技能要求，而是反映了由于当前作为企业用工主力军的外来人员流动性较大，导致大部分企业为满足生产需要，在招工上不得不先招人后培训。”他说。
但同时，中小企业在用工管理上的“短视”行为也仍然明显。上述负责人表示，近几年，中小企业“短工化”越来越严重，特别是80后、90后新生代农民工，集中在普工和服务一线的岗位上，务工周期短、频繁换工，“短工化”渐成常态。一些企业缺乏健全有效的激励考核机制和公正合理的培训与晋升制度，对外来人才的重视程度相对不够，因而导致员工对企业的忠诚度和归属感较低，进而出现了“招工难”和“留人难”的双重困境。
对策
多举措提高就业质量
专家认为，我国中西部发展加速，发达地区生产能力迁移释放以及收入优势减弱，导致人力资源来源趋紧，尤其是春节前后，会产生阶段性的“招工难”和“就业难”。
“用工荒是个老话题，春节前后尤为严重，2014年用工难度仍将增加。”湖北人力资源中心党委书记李士陵认为，用人单位要想办法吸引和留住普工，让员工在企业有想头、盼头和奔头，在薪资待遇、发展空间和职业规划给予更多的关注。“用工荒是一种常态”湖北省统计局副局长叶青认为，目前在沿海工作的劳动力基本已经回乡就业，不可能再指望这些人来缓解用工荒。
据了解，针对春节前后的用工需求，一些东部地区人力资源和社会保障部门加强了企业招聘服务，通过对企业用工需求情况进行常态化监测，掌握企业用工变动情况。通过进一步挖掘和引进人力资源，吸引本地富余农村劳动力本地转移就业，吸引返乡劳动力留在本地就业。同时，重点加强与劳务输出地对口部门合作，在当地设立劳务合作机构，及时引进外地劳动力前来就业。
而企业自身也应主动应对用工危机。有专家认为，民营中小企业应主动谋求技术革新和结构转型。通过不断加大技改投入，引进和使用科技含量高和自动化程度高的生产设备，减少对密集劳动力的过分依赖。另一方面，应加快传统劳动密集型产业的结构转型，向技术密集型、资本密集型、知识密集型等产业发展，从而降低对劳务的需求，缓解用工压力。
不仅如此，政府应引导企业调整薪酬待遇，落实劳动力市场工资指导价位发布机制，推行工资集体协商机制。此外，对80后、90后新生代农民工而言，工资待遇和用工环境已经成为他们选择企业的关键因素，但企业仅仅以“高薪留人”已经不够。
国家发展和改革委员会社会发展研究所所长杨宜勇对《经济参考报》记者表示，为了顺利实现体面就业的目标，必须加快转变经济发展方式，使发展主要依靠科技进步、劳动者素质提高、管理创新转变，着力推动就业方式转变，有效强化人力资源开发，大力加强职业培训和创业培训，通过全面提升劳动者职业素质和就业能力扩大就业，提高就业质量。
赞