What is the impact of the two-child open policy on corporate employment?

What is the impact of the two-child policy on corporate employment?

What do you think of the impact of the two-child policy on companies and individuals? How should we solve the impact of the two-child policy on corporate employment? Let’s take a look at the introduction of this article.

After the introduction of the two-child policy, many companies have increased concerns when recruiting female employees. Although some companies do not reject female job applicants on the surface, some hidden attitudes or measures often cause female employees to be "resigned." The release of the second child even makes it difficult to use the weapon of "married with children".

In this regard, some people believe that if a company wants to survive, it will inevitably choose employees with higher "cost-effectiveness". Female employees are not at work at all except for maternity leave. During pregnancy and when the children are small, they are also unable to devote all their energy to work, which takes at least two years. Including the second child, it will take a total of four years. This is also a huge pressure for enterprises.

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Time: Morning of April 22, 2016

Location: A large talent market in a southern city

Person: A certain Mr. H, the recruitment manager of a private enterprise, and a working woman who applied for the job

Gold, silver and gold are the golden months for recruitment and job hunting. The talent market in a southern city is crowded with people.

Hello! I would like to apply for the position of human resources manager in your company. ?A nearly 30-year-old working woman asked with a smile. Mr. H, the recruitment interviewer, raised his head: "Let me take a look at your resume first." ?

The interviewer began to browse the resume of this working woman at an extremely fast speed and found that the marital status column was filled with "Married with children". As a recruitment manager of a private company, Mr. H was embarrassed to ask some relatively confidential questions directly.

? What was the reason for leaving the first HR job? Mr. H started to test.

?After graduation, I have been working in other places. I wanted to return to my hometown for development, and I was pregnant, so I chose to leave my job. ?

?Oh, now the second child is free, you can consider it according to your conditions. ?Mr. H followed suit.

?There is no consideration in this regard for the time being. ?she replied.

Can you devote all your energy to work? Mr. H has some concerns.

? Of course!? Her answer was resolute.

Later, Mr. H handed her a set of professional test questions, which were mainly scenario simulations and some career aptitude test questions. She answered very calmly and soon handed in the paper confidently. After reading her answer sheet, Mr. H said: Judging from your work experience and professional test results just now, I personally think it is a good match to apply for the human resources manager of our company. But to be honest, it is not that the company is discriminating against mothers of two children, but as a private enterprise, if the company wants to survive and is cost-sensitive, it will inevitably choose employees with higher cost performance. Many female employees in our company are pregnant with their second child, which is one of the reasons why we need to hire them urgently. ?

I can understand this, but rejecting female job applicants is not the solution. I think human resources outsourcing can provide practical solutions for having a second child. ?Labor dispatch? can find dispatched employees as short-term replacements for female employees during their maternity leave. The company can give up the plan of hiring new people, and at the same time, it can also allow female employees to take maternity leave with peace of mind. For some non-core positions, companies can adopt the method of job outsourcing, outsourcing the entire position or business to a third-party organization. All the company needs to do is to propose job goals, formulate a budget, and finally evaluate the third-party company's completion results. In this way, no matter how many children you have, you don’t need the company to worry about it. ?

Mr. H looked at the female HR colleague in front of him and couldn't help but feel a little fond of him: "It seems you know something about labor dispatch." Okay, let's say you are a mother of two. Now give me a reason why the company hired you.

?

?I think as long as you are good enough, there is nothing to be afraid of. First, as a woman, it is indeed not easy to take care of family and work, as well as reproduce. I think mothers who choose to have a second child are very courageous women, and their ambition and ambition will be stronger. Enterprises cannot be short-sighted and must be more optimistic about mothers' long-term contributions. Second, women have their advantages: being serious, meticulous, and able to endure simple repetitive tasks, but men may not be able to persist for a long time; third, a woman experiences pregnancy and childbirth in the same unit, and if the transition is smooth and smooth, the stability Sex will be stronger and loyalty higher. If a company insists on rejecting female compatriots because of their gender, it may be largely because our other qualities are not outstanding enough to cover up the fact that I am a woman. As a working woman, you should constantly cultivate yourself and improve yourself to become an indispensable member of the company. In short, as long as you are good enough, you have nothing to fear. ?His answer seemed neither humble nor arrogant.

Due to the nature of the company, there are currently more female employees in our company. With the liberalization of the two-child policy and the popularization of eugenic concepts, female employees use these regulations and would rather not receive salary in two years. The phenomenon of taking time off at home is becoming increasingly common. Female employees are not at work at all except for maternity leave. During pregnancy and when the children are small, they are also unable to devote all their energy to work, which lasts for at least two years. Including the second child, it will take a total of four years. This is also a huge pressure for enterprises. If you are now the HR of our company, how can you help the company solve this problem? Mr. H’s questions are pressing every step of the way.

? The two-child policy has become a foregone conclusion. As a company’s HR, you must make plans in advance to avoid the baby boom causing employment problems for the company. After the introduction of the universal two-child policy, it is expected that there will be a birth peak in two years. Your company can conduct a corresponding analysis and survey on the overall situation of the company's female employees before the peak arrives to see how many women in the company will have a baby. When giving birth to a second child, whether it is necessary to recruit additional personnel, make corresponding preparations in advance. As an enterprise, we should establish and improve relevant systems and measures to prevent short-term job vacancies from affecting the normal operation of the enterprise. I suggest that the company communicates positively and actively manages. For example, the company can truthfully inform female employees of the different management systems for having a first child and a second child (of course the management system itself is legal), and allow female employees to weigh the costs and benefits of having a second child. And the pros and cons, so as to decide whether to have a second child. ?She answered very calmly.

Sorry, I just asked some personal questions. In fact, from the perspective of talent selection, employees with higher cost performance are the best choice for the company. It has nothing to do with whether the employee is a boy or a girl or whether he wants a second child. However, the current two-child policy has reduced the cost-effectiveness of female employees. This actually requires the government and relevant departments to further improve the two-child policy to avoid transferring costs to the company. Mr. H explained.

?It doesn’t matter, this problem is very real, not only a headache for enterprises, but also a headache for the country. First of all, the company is a for-profit organization, and its employment is understandable as long as it does not violate national laws, regulations and policies; thirdly, how to allow companies to use female employees with confidence requires the state to introduce relevant favorable measures and supporting policies to benefit the company. Quickly eliminate the doubts of enterprises. I once saw a report that Iceland gives every couple 9 months of leave to take care of a newborn. Parents who work full-time can also receive 80% of their salary during parental leave. Why Iceland can reach such a level is closely related to the strong support of the Icelandic government. Therefore, no matter how companies change their minds, it will be difficult to solve the problem of female employment discrimination without strong government support. ?She talks eloquently.

Mr. H nodded with satisfaction and handed over the re-examination notice: "As a working woman, I am very satisfied with your answer just now. After passing the preliminary examination, I think you are more suitable for the job requirements of the human resources manager." However, the talent market is only a preliminary test, and the final decision lies with the human resources director. Please come directly to the company at 9 o'clock tomorrow morning for a re-examination.

?

?Okay, thank you! See you tomorrow!? She took the retest notice with both hands.

After she left, Mr. H fell into deep thought. Although he has concerns about hiring women in the workplace, for an excellent and responsible private enterprise, Mr. H believes that the company should pay more attention to the professional abilities and qualities of job applicants. For working women with core competitiveness, companies should still hire them. ;