Can the hottest human resources help printing and

2022-10-20
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Whether human resources can help printing and packaging enterprises tide over difficulties

release date: Source: Internet editor: China Packaging browsing times: 427 copyright and disclaimer

core tip: Zhou Yi, the writer, is good at proposing practical solutions to the universality and personalization of human resources within the enterprise, and has many practical cases. At present, the printing industry is facing difficulties such as industry downturn, sales decline, and even losses. In what ways can human resources help enterprises tide over the difficulties? Recently, Zhou Yi was interviewed and answered important questions about labor shortage and human resources in the transformation period of printing enterprises

[China Packaging News] recently, the practical manual of human resources management in printing enterprises written by Zhou Yi and Li Fei was published by the printing industry press, which attracted attention in the industry and achieved good sales results

Zhou Yi, the main writer of the book, is good at proposing practical solutions to the universality and personalization of human resources within enterprises, and has many practical cases. At present, the printing industry is facing difficulties such as industry downturn, sales decline, and even losses. In what ways can human resources help enterprises tide over the difficulties? Recently, Zhou Yi was interviewed and answered the important questions of labor shortage and human resources in the transformation period of printing enterprises? How does the problem form

answer: at present, there is indeed a serious labor shortage in printing enterprises. In fact, not only printing enterprises, but also other industries, but printing enterprises are more serious. I think there are four main reasons for the formation of the problem:

1. The income is disproportionate to the payment. For a long time, the shortage of skilled and high-quality workers has been a prominent feature of labor shortage and skilled labor shortage. The shortage of skilled workers is mainly due to the long working hours in the printing industry. Although the salary of skilled talents has increased in the past two years, the treatment is still not high compared with other industries, so that many highly skilled talents in the post press process in the industry give up their existing skills and choose a new path. For ordinary workers, the major industry enterprises "Shanghai Jintang Plastic Technology Co., Ltd. Zhan Zhongxian told reporters that the industry basically adopts the minimum base salary plus piecework wage, and the total wage is difficult to maintain a basic life. The automotive industry and the electronic industry have advantages in terms of salary and working hours, and the working environment is superior to the printing industry. Therefore, many ordinary workers choose to leave the printing industry

2. The salary increase cannot guarantee the life that employees hope to achieve. At present, the basic means for most printing enterprises to attract ordinary workers is salary increase. However, in coastal cities and large cities such as Beijing, even if the minimum wage standard has been continuously adjusted year after year, the salary increase of enterprises will never catch up with the increase of urban consumption costs. At present, the reason why employees want to work in big cities and do not want to return to the place where their registered residence is located is mainly because they want more than food and housing. What is more? It is the pursuit of spirit and the publicity of personality

3. The repetition and monotony of ordinary workers engaging in low-end industries make the post-90s bored and far away. For the post-90s generation, they hope to give full play to their advantages in their posts and publicize their personality. Repetitive monotonous work will make them tired, coupled with the fact that the leaders in charge do not know how to follow the good inducement, coupled with the fact that more and more only children are unable to bear hardships and stand hard work, these reasons are easy to cause employees to leave

4. The aura of attracting talents in large cities is gradually weakening. With the transfer of labor-intensive production lines to areas with low labor costs, the gradual narrowing of the economic gap between central and western cities and the eastern coastal areas and Beijing, the gradual return of migrant workers, and the localization of migrant workers' employment have become normal. These factors have increased the recruitment difficulties of coastal enterprises, which will inevitably lead to the industrial upgrading or product structural transformation of some printing enterprises, However, the current level of talents in the market still cannot meet the skill level achieved by industrial upgrading, which will eventually aggravate the labor shortage

Q: some people call it logistics in printing enterprises, except for the core departments such as production and business. Human resources are not the leading force in charge. How do you evaluate the importance of human resources? Do you think printing enterprises attach importance to human resources

answer: the importance of human resources is needless to say here. Many theoretical words have already assigned human resources to the strategic level of enterprises, and many large multinational enterprises have indeed done so. They have even developed human resources into human capital. In other words, managing enterprises is managing people. Through experiments, people are motivated, efficiency is improved, loss rate is reduced, and quality is guaranteed. On the contrary, it is the talent dilemma encountered by most printing enterprises at present

as for whether the human resources department is important, the boss only needs to ask himself three questions. 1、 Does the development of enterprises depend on the rule of law or the rule of man? 2、 Does the guarantee of product quality depend on the experience of old employees or scientific technological process? 3、 Is the trust of enterprises based on relationship or system? Many entrepreneurs can realize this, but it is often difficult to do so for various reasons. The reason why it is difficult to do so is that the role of the human resources department is not fully utilized and the correct awareness of human resources is not established. Who does the human resources system serve? For the enterprise! Should there be a system? As the old saying goes: no rules, no place. Therefore, there must be! Through the experience of enterprise development, is it necessary for human resources to sort out the responsibilities of each position and the average variable (safety assembly needs) process with the lowest possible friction coefficient? Just ask yourself, boss. How many enterprise bosses have involved the human resources department in this matter. Since it is necessary, why not support it? There are no more than two reasons: first, the boss's own consciousness is not strong, and his insight into problems is shallow; Second, the leadership ability of the human resources department is not enough. The words written are all clich é s and empty words, which are not quantified, do not conform to the actual situation of the enterprise, and fail to achieve the results the boss wants, which eventually leads to the boss losing confidence in the human resources department and thinking that he can accomplish nothing but do some logistics

from the perspective of the future development of world-renowned enterprises and Chinese enterprises, corporate culture will become the main factor supporting the development of Chinese enterprises in the future. From the perspective that the post-90s have successively stepped on the stage of enterprise development, salary is not the most important factor to retain them. What the post-90s need is space for self-development (full authorization) and greater affirmation of self-worth (mainly incentive, supplemented by punishment, and they need to be valued) The comfortable working environment (the environment of the workplace and the requirements of self controllable time) and the full play of self personality (hobbies). Therefore, through the observation of the personality of the post-90s, it is not difficult to see that in the future, enterprises can meet the needs of the post-90s only through an effective cultural atmosphere. For example, for excellent employees, can we enlarge and paste their photos in a striking place for customers and employees to learn. For another example, in addition to normal work, whether the company should introduce more temporary reward and punishment mechanisms, such as labor competitions, efficiency competitions, innovation competitions and other activities, to stimulate the potential ability of the post-90s and give play to their hobbies. Another example is whether our working environment can be arranged so that employees can feel it. For example, we can paste the employees' self-determination language on the stair wall, and paste the performance or photos of core employees on the eye-catching position of each equipment or workshop, so that employees can know that the company has its own heart. Only in this way can it be possible to retain the hearts of employees. At present, the bosses of most printing enterprises have little thought about this work, and most of their thoughts are on business. The boss doesn't realize the importance of these jobs, so he naturally doesn't pay attention to human resources

Q: now many enterprises are considering transformation and upgrading. If we look at human resources from the perspective of transformation and upgrading, where is its importance

answer: in the process of transformation and upgrading, the importance of human resources is reflected in two aspects. From the perspective of enterprise development strategy, I think human resources should analyze the feasibility of enterprise transformation and human cost, and put forward suggestions. In the future, the shortage of people will become the norm. It is not difficult to see from the supply and demand situation of the talent market in the first half of 2014. Therefore, in the future, printing enterprises will tend to automate production and replace labor with equipment is the general trend

from the perspective of the specific implementation process of transformation and upgrading, the most important functions of human resources are nothing more than selecting, employing, educating and retaining people. For enterprises, transformation means the transformation of the demand for talent structure, but also the transformation of the requirements for the existing talent knowledge and skill structure. Therefore, human resources should first assess whether so many employees are still needed for the changes in technology and the renewal of equipment after the transformation? If it is not necessary, the human resources department should make corresponding measures to deal with labor relations as soon as possible. Secondly, human resources should consider the transformation and upgrading of enterprises. Whether the current talents can meet the requirements of talents after the transformation of enterprises. If they can't meet the standards, they should immediately carry out corresponding training or job transfer. Third, after the transformation and upgrading, whether the current managers and technicians can meet the development needs of the enterprise, if there are important vacant positions, we should make an external recruitment plan as soon as possible. Fourth, for the transformation and upgrading of enterprises, it is not enough for the boss to be conscious. We should let all staff recognize the necessity of transformation and upgrading for the sake of development. Therefore, the propaganda of enterprise development policies and the ideological work of employees are also the focus of human resources in this link

ask: if the enterprise is facing difficulties such as industry downturn, sales decline, or losses, in what aspects can human resources help the enterprise tide over the difficulties

answer: the era of meager profits in the printing industry has long come, and the shortage of talents and the continuous rise of human capital have caused major contradictions, which is nothing more than making it worse for printing enterprises. When human resources are facing the dilemma of loss, the first thing to do is how to reduce the cost of human resources. Reducing the cost of human resources is nothing more than two ways: one is to cut personnel and reduce direct costs; the other is to improve staff efficiency and indirectly reduce human costs. To realize these two ways, we must refine and simplify the process, merge some positions and reduce the process. In other words, the original work of three people has become two people, increasing the workload of each individual employee and improving their work efficiency. In addition, we should persuade the boss to dare to reward and punish. For each link of the company, the company should share the fruits of saving with departments or individuals for all positions and departments saved, on the premise that through the statistics of accurate financial data and the confirmation of saving awards. So as to stimulate the awareness of saving of all staff. For example, a workshop saved 200000 yuan of water and electricity this year through the improvement of saving awareness or technological transformation. I think 40% should be awarded to the department leaders and employees. Even if the company still makes 120000 yuan, it is better than not making or even wasting more. At present, the practice of many printing enterprises

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