202 1, it is difficult to see young people in the factory. A factory with 400 people has almost no post-90s generation. How to interpret this phenomenon?

In a factory with three or four hundred people, young people don't even have 10%. Recently, the owner of a garment factory in Xiantao, Hubei Province complained to the Red Star Capital Bureau that young people were unwilling to come, and there was nothing the elderly could do. In this way, he is worried that the factory will be "green and yellow."

The difficulty in recruiting workers and the shortage of labor in manufacturing industry is not a new topic. In previous years, the year is approaching, and a large number of migrant workers return home, which often leads to "labor shortage". In the past two years, affected by the epidemic, the "labor shortage" has become more obvious.

On the streets of Guangzhou, factory owners lined up for 3 kilometers with recruitment signs; In another news, it appeared that "take-away riders earn more than 10,000 yuan a month, accounting for half the sky after 95 and 00".

Among the 202 1 third quarter 100 jobs recently released by Ministry of Human Resources and Social Security, 58 are "manufacturing and related personnel". According to the latest data, by 2025, the total number of talents in China's manufacturing 10 key areas will be close to 62 million, and the talent demand gap will be nearly 30 million, with a gap rate of 48%.

An interview with the Red Star Capital Bureau found that the supply and demand relationship between young people and factories is still difficult to balance. Under the impact of the new employment model, how can factories make young people "change their ideas"?

They suffer from recruitment:

A factory with 400 people has almost no post-90s generation.

Xiao Chen, who works in human resources at Foxconn, posts a wave of "job advertisements" on social platforms almost every three or four days. He often photographs the factory environment and young people in the factory, trying to refresh the outside world's understanding of the factory.

1 1 At the end of the year, Shenzhen adjusted the minimum wage. From 2022 1, the monthly minimum wage for full-time employees will be adjusted from 2,200 yuan to 2,360 yuan, and the hourly minimum wage for part-time employees will be adjusted from 20.3 yuan to 22.2 yuan. In those days, Xiao Chen took the opportunity to send several recruitment messages intensively, but few people asked. Xiao Chen said that the last time job seekers asked more questions was during the summer vacation, when it was an hour's high price in 29 yuan and 30 yuan. Now, "it is too difficult to recruit electronics factories".

Lao Li, who runs a garment factory in Xiantao, Hubei Province, is also worried about recruitment. He told the Red Star Capital Bureau that many factories simply had a holiday because there were not many orders at the end of the year. But after the start of this year, it is still unknown whether we can recruit suitable employees. "It used to be 80% of annual recruitment, but now it is only about 5 or 60%."

Lack of people seems to be the norm in the factory, and Lao Li's feelings in recent years are particularly obvious. "In the past, the recruitment was to hold a sign to the intersection of the industrial park. 100 people will ask, and 50 people will choose to enter the factory. " Now with the internet, there are more recruitment channels than before, but the effect is not as good as before.

Lao Li's clothing factory has nearly 400 people, which is not small in the local area, but there are only a handful of young people in the factory. "Few post-90s and post-80s are' young people'." In this factory of 400 people, only a few percent are young people.

"The factory has been shrinking." Lao Li is worried that this has become a trend.

They are anxious to leave:

I haven't left the factory for two months. Very depressed and isolated.

Young people are unwilling to enter the factory, and young people in the factory are eager to escape.

After changing three factories in one year, Liang Xiao chose to "leave completely". The working environment, working hours, salary and other aspects are far from their peers, which is why Liang Xiao concluded to leave.

Last year, Liang Xiao, an automation major, got a bachelor's degree. Because of his counterpart, he chose to be a mechanic in the factory. "Nominally a technician, but actually a handyman." After production, his main task is shift inspection and maintenance.

The factory on the edge of the city is called "unpopular" by Liang Xiao. The three factories he passed were in the industrial zone, the seaside and the village. Among them, the farthest from the urban area is 2 hours' drive from the city center.

In the factory, overtime is inevitable. Take the normal class as an example, from 7: 40 am to 5: 50 pm, and occasionally work overtime until 9: 00 pm. 10. He also participated in the "three shifts in four classes". One day, he needs to get up at 8 am 16, and after a few hours' rest, from 24 am to 8 am, "the day of white+night is the hardest".

The dormitory is only 200 meters away from the factory. Liang Xiao remembers that he was so busy that he didn't leave the factory for two months. Every day in the dormitory factory, it's two o'clock and one line. "Most of the rest time is in the dormitory, and sometimes it is a day to sleep." This made Liang Xiao feel "very depressed, like being isolated from the world."

Two months ago, Liang Xiao left the factory and found a job at the back end of the Internet. The salary is about three times that of the previous factory.

Xiao Qu, who was doing quality inspection in a small factory in Dongguan, also chose to flee the factory a few months ago. Her working hours are 8 nights early 10, and she only has two days off a month, so the payment of five insurances and one gold is not guaranteed.

"When I/KLOC-entered the factory in 0/8, there were only two people in the quality inspection, and the salary was 4,300." Up to now, although I have raised my salary, Xiaoqu finds it difficult to persist.

The contradiction between young people and factories;

High salary, good environment and benefit and cost

Difficulties in recruiting workers and labor shortage are not unique. Many enterprises in coastal industries and foreign trade provinces generally reflect the difficulty in recruiting workers.

According to the survey conducted by the National Bureau of Statistics this year, about 44% of enterprises, including more than 90,000 industrial enterprises above designated size, reported that the difficulty in recruiting workers was the biggest problem they faced, which was also a new high in recent years. In the survey, many enterprises report that it is difficult to recruit ordinary workers, high-skilled talents and front-line skilled workers, which have also begun to appear in the process of economic recovery.

"employees want high wages and a good environment; The factory needs benefits and the cost of recruiting novices is high. " During the recruitment process, Lao Li found that it was always difficult to balance the supply and demand of young job seekers and factories.

Lao Li contacted young job seekers and didn't want to come because of poor lighting in the dormitory. On the other hand, young people now rarely master the basic operation when they enter the factory, and they are all novices who have never been exposed to this craft, which leads to inefficiency. "When I was young, I had special training courses to learn skills, but now it seems that there are few such professional institutions."

Inefficiency directly affects the salary level. Lao Li said that the factory is paid by piece, and it is normal for skilled workers to earn more than 10 thousand a month. But newcomers can't reach it, which also affects their income.

According to the Survey Report on the First-line Blue-collar Labor Shortage in 2020, the low willingness of young people to engage in first-line blue-collar jobs is the main reason for the blue-collar labor shortage.

According to the survey, 90% of enterprises say that the reason for the shortage of blue-collar workers is the low willingness of young people to engage in first-line blue-collar jobs; Nearly 50% enterprises said that the demand for blue-collar workers has increased sharply recently, and the poor working conditions or environment of front-line blue-collar workers are the reasons for the shortage of blue-collar workers. And from the past few years, there is a trend that young people are more inclined to choose the service industry.

Source: CIIC Consulting "Investigation Report on First-line Blue-collar Labor Shortage in 2020".

Lao Li analyzed that high-intensity working conditions are also the reason why young people don't want to come to the factory. "Like us, from 8 am to evening 10, there is no rest for lunch. Sitting in the factory is a day. Not only our clothing factory, shoe factory and hardware electronics factory are in this state. "

The Internet has been incubating new industries and providing more possibilities for young people's lives. From their point of view, Internet companies can often give relevant practitioners better welfare treatment, lower work intensity, freer working hours and, most importantly, high wages.

Liang Xiao agrees with this very much. He said that if he stayed in the factory for a long time, he would especially envy the "freedom" of other young people. "To put it bluntly, he hates manufacturing internally and envies people who work in the city and go out to play at night and can drink coffee every day."

Difficulties in employment and recruitment coexist.

Traditional factories and vocational education need to be transformed urgently.

In June this year, Fu, spokesman of the National Bureau of Statistics, mentioned that this year, the urban labor force has increased by more than140,000, including 9.09 million college graduates. At the same time, structurally, it is difficult for college students to find jobs and it is difficult for enterprises to recruit workers.

At the same time, the manufacturing industry is facing the aging trend of experienced skilled workers, which will directly lead to the lack of skilled workers, lack of steps and faults.

"Specifically, there should be two levels of population shortage in manufacturing. One is the lack of skilled operators, and the other is the lack of senior compound professionals. " Qi Haijun, president of Beijing Teyi Sunshine New Energy, said in an interview with Red Star Capital Bureau that capable factories need to accelerate transformation and upgrading, not only to practice "muscles" but also to evolve "brains".

Qi Haishen believes that for manufacturing enterprises, the cultivation of advanced compound talents should be promoted rapidly for a long time. "The lack of compound talents in the field of intelligent manufacturing has greatly restricted the level of industrial modernization in China." In the future, some low-end manufacturing enterprises that have no upgrading ability and lack high-end talents will eventually face the possibility of being eliminated. It will become more important to grasp the opportunity of transformation, cultivate talents and choose the correct path of upgrading and transformation.

On the other hand, the recognition of vocational education by the whole society also needs to be reversed.

Those young people who choose to enter the factory often regard it as a "short transition". Liang Xiao said that some young colleagues in the factory study, study or take exams during their breaks. "If you pass the exam, you will leave the factory. If you fail, continue to work and continue the exam. "

The pace of the factory is hard to attract young people. "Life in the factory looks like retirement at first glance. Every time I leave the factory, I feel a sense of release." Liang Xiao said.

Guo Yuxuan, a researcher at the Institute of Understanding Economics, also said in an interview with the Red Star Capital Bureau that if we want to alleviate the employment dilemma of manufacturing enterprises, we should start with vocational and technical education. "In this way, we can learn from the experience of western developed countries, combine knowledge such as intelligent manufacturing and data management with front-line technical capabilities, raise barriers to professional knowledge, and cultivate high-quality employment-oriented professional and technical personnel."

At present, the cultivation of skilled talents has attracted much attention. On February 9, 65438, the Office of the State Council Academic Degrees Committee issued the Opinions on Doing a Good Job in the Authorization of Bachelor Degree in Vocational Schools at Undergraduate Level. The "Opinions" clarify that vocational undergraduate courses will be included in the existing bachelor's degree work system and bachelor's degrees will be awarded according to disciplines. At the same time, ordinary undergraduate and higher vocational undergraduate have the same certificate effect, and they have the same effect in employment, postgraduate entrance examination and public examination.

According to the news of CCTV Finance 65438+February 13, many middle and senior vocational and technical college students are often snapped up by major enterprises before graduation.