The LED enterprise's employment situation after the year presents two heavy fires

At the beginning of the new year, reports of employment shortages in the Pearl River Delta region were not uncommon. Major employers employed all of them to attract workers, or they rushed to a large number of local recruiters. After undergoing the pains of the collapse of LED companies in 2011 and price cuts, the beginning of the new year in 2012, the industry's labor shortage once again staged.

The author visited the Pearl River Delta where LED enterprises are intensive. Although the salary and benefits of employees in recent years have improved, the monthly wages of general workers have also improved by a certain level. Skilled workers even exceed 4,000 yuan, but recruitment difficulties are still As early as in previous years. In particular, employment-intensive LED downstream enterprises, the employment situation after the year is not optimistic, many SMEs after the year return rate is less than 10%.

Baishi photoelectric production line

In stark contrast to this, the upper reaches of the industry and the application companies are raging and failing. They have not been affected by the shortage of workers. The rate of return to the posts is also controlled at 95% or more. In the post-Star Photovoltaic production workshop, there was a busy scene. The arrival rate of Pugong was approaching 100%. Several orders from Baishi Optoelectronics were also in full swing in production. They are scheduled to be delivered to customers this week.

According to Liu Wenbin, director of human resources at Baishi, "labor shortage" has become more and more common in the Pearl River Delta region. For manufacturing companies, recruiting workers has become the most troublesome thing in the new year. For the company’s long-term strategic development, Bo Shi Optoelectronics has already begun its national industrial layout as early as three years ago. Most of the original Pearl River Delta production base was transferred to Sichuan, where human resources are abundant, and a small number of production lines are reserved in Shenzhen. Fundamentally solved the problem of employment difficulties.

Liu Wenbin introduced that the company’s increasing influence and good corporate culture are the “magic weapons” that Baishi Optoelectronics can use to retain people. In 2011, Baishi Optoelectronics introduced a new investment book and was named as the most potential enterprise for local development. Make companies more and more concerned about the industry.

The ever-precipitating corporate culture has brought together the hearts of many employees. Baishi provides free accommodation for employees, regularly organizes some employee activities at the company, and invites professional teachers to come to Baishi to train employees. The employees can not only get A substantial income, more importantly, personal ability can be greatly improved.

It is understood that, as it was difficult to seek professional and technical talents like other companies two years ago, Bo Shi began to establish a talent reserve mechanism three years ago. It recruited a large number of outstanding fresh graduates from colleges and universities every year, and set up a storage training course so far. So far, Bo Shi has successfully organized three phases of training courses for reserve and storage. These reserve funds start from the company's most basic positions and implement a rotation system to allow Chugan to fully grasp the company's job functions and to cultivate the company's required technical positions. Talent has achieved initial success.