Solving the riddle: How to reduce the labor cost of beauty enterprises (I)

Click to view the original picture. In the eyes of ordinary people, the labor cost of an enterprise is often equal to the expenditure of wages or wages and benefits. Is that really the case? In fact, this is a big misunderstanding. First of all, labor costs are not equal to wages, and there are other indirect costs; It is not equal to the total wages, but also includes social insurance expenses, welfare expenses, education expenses, housing expenses and other labor expenses; Labor cost is not equal to use cost, but also includes acquisition cost, development cost and turnover cost. Therefore, there is no contradiction between controlling labor costs and increasing employee income. So how should beauty companies cope with the rising labor costs, but let employees feel that they have the "money" to work for the company? In the eyes of ordinary people, this is indeed a problem. However, for talent experts and experienced bosses, why can it always be solved? In this issue, we invited the heads of three companies to discuss how to reduce labor costs, which is a very concerned issue for beauty companies at present. In the next issue, we will continue this topic and invite more business operators and experts to join the discussion topic. Click to view the focus topic of the original picture and talk about your enterprise. Are you facing the rising labor costs? Talk about your confusion or what you know about the current situation and solutions of the industry, please give examples. As far as I know, many enterprises are facing the situation of rising labor costs and declining company performance. In fact, our company is also facing the problem of rising labor costs. With the gradual expansion of the enterprise, it is necessary to expand the manpower, but the labor cost will not cause any trouble to our enterprise, because we will convert the labor cost into the company's capital and solve the labor cost problem by adopting the way of getting more for those who can, and distributing the commission. For example, an ordinary clerk can not only do daily work in our company, but also promote new products on the Internet. He can sell a drop of reproductive and maintenance essential oil in Lydia Cosmetics Mall to earn extra sales commission. Everyone knows that there are three sources of profit for beauty enterprises: sales performance, scientific logistics and human resources. In the past few years, everyone has been concerned about the first two, but with the continuous development and maturity of the industry, the topic of human resources has been mentioned and concerned by more and more people since last year, among which labor cost is the most important. Any well-developed enterprise is facing the current situation of rising labor costs. Nowadays, in order to retain employees, beauty companies constantly adjust their salaries to make their salary standards competitive in the industry, and enterprises also pay higher and higher labor costs for them. It is an indisputable fact that there is a shortage of talents in the beauty industry in Wang Tianbao, just as many enterprises in China need to transform from labor-intensive enterprises to innovative enterprises. Many service industries are facing the problem of shortage of people, and the shortage of people in the beauty industry is inevitable. Our company was short of people a few years ago, and American directors were very mobile. We think about how to recruit people every day, but it is also difficult to recruit people. Excellent American directors are usually in important positions, or they are too old to travel and go home to rest. So I recruited for a long time and found that none of them were qualified, which was very disappointing. But at this time, you find that the market waits for no one, and you have no one to serve, so the beauty salon goes to other companies to cooperate, and it feels very passive. After careful study and investigation, in fact, general practitioners in our industry will not be employed for a long time, because they need to travel, and they will not be able to complete such work when they are old. To solve people's problems, companies must have the ability of "producer", that is, the ability to quickly shape a person, so we decided to improve this ability first. Of course, we have also followed this model and established our own specialized training institutions to quickly replicate and train beauty talents in one stop. Through this measure, we have successfully solved the problem of manpower shortage. Employees from our company's training department have a better sense of responsibility, loyalty and cohesion than those we recruited before, and they can also receive targeted training and quickly become managers of the company. Of course, our training department also provides services for customers, because beauty salons are short of people and it is difficult to recruit excellent beauticians. We also suggest that beauty salons recruit novices and send them to our company for training, so that beauty salons can better solve the problem of manpower shortage. Click to view the original focus topic. Max, a German human resources expert, found that if a person has a performance, the expected number of people will increase and the performance will double. One person has one game, two people have less than two games and four people have less than three games. When the team reached eight people, the performance shrank to less than four people. So some people use reducing the total number of employees to reduce labor costs. Do you think this is feasible? What is your feasible way? Shi Yitong: Our company only adopts the form of "reducing staff and fees" to reduce labor costs, but it does not lay off the old employees of the company to save costs. Instead, it provides employees with a better learning platform and gives them more room to play, such as: letting clerks learn online marketing, planning marketing, logistics video software and so on. , so that everyone can work part-time, one person can achieve multiple careers and reduce labor costs. Wang Tianbao has personnel, which also makes our personnel have high efficiency. The increase of staff in many stores has not brought about the growth of performance, but the cost has increased a lot. The difficulty lies in how to let everyone give full play to their abilities. There are two ways. One is that the boss should use systematic management and marketing methods to reduce the increase of personnel and improve the output value of a single person. The second is to reasonably arrange the workload of personnel. Many boss stores are large and crowded, but they just don't make money, that is, there are problems in management methods. Personally, I think Max's idea is not feasible in the beauty industry. Beauty industry is a typical service industry, which generates value by service. Service quality, service quantity and service frequency play a very important role in performance, which are inseparable from human factors. According to the particularity of the beauty industry, I suggest to formulate reasonable performance appraisal standards and give full play to the rationality and scientificity of human resources, rather than simply considering the single factor of human cost. The focus topic is in the beauty industry, and most of them adopt the practice of low salary and high performance to reduce labor costs, and at the same time let enterprises and individuals get the maximum profits and benefits. Is this the only effective way? Why? Talk about its advantages and disadvantages. What should I pay special attention to in actual operation? Zhang's low salary and high performance salary method is widely used in the industry at present, but with the rapid development of the industry, the improvement of employees' ability and the rapid change of age structure, it is increasingly lagging behind. Its advantage is that the fixed cost of employing people in enterprises is low, and the high salary of employees mostly comes from performance contribution and reaching the standard. Its disadvantage is that it is not conducive to retaining core employees with long working hours, mature ability and mature age structure. In practice, we should pay special attention to the effective combination and development of salary structure and various factors such as enterprise development, industry development and employee growth stage. I don't think this is the only way. First of all, we don't recruit low-paid talents. People with low salaries can't meet the market demand immediately and can't keep up with the pace of the company immediately. On the contrary, it is a waste of labor costs. We hire people the company needs with high salary, because only with high salary can we get real senior talents in the industry, and with the practice of high performance and high commission, only in this way can the salary increase system cast a net layer by layer, stabilize the company's high-end talents and avoid brain drain, because talents are very important to the company's development. Recruiting and training personnel in Wang Tianbao should be regarded as a cost of beauty salon operation. Many bosses think that people will make money for me as soon as they come, and they will reject this new employee once they fail. The boss should budget part of the expenses for the training and integration of new employees. For new employees, the preferred salary system is the mode of high basic salary plus low commission, and even better guaranteed salary is needed, which is conducive to the early recruitment and retention of new employees. Generally, new employees will be graded after three months, and the basic salary commission is slightly higher. It is best to add some performance bonuses. Therefore, the boss can not only look at the salary of employees from one angle, but also determine the appropriate salary system according to the different periods of employees. Focus topic: What do you think is the most ideal way and method to reduce labor costs? Wang Tianbao's beauty industry is developing rapidly, but as a service industry, the problem of personnel will increasingly trouble our boss. To build an excellent team, bosses must establish a system of producers. Only when we produce people faster than the brain drain can we build an efficient team. Of course, if we can replace people with some tools, we must do it as soon as possible. In the future, our personnel will be scarcer and the cost of employing people will be higher. Personally, I think that in order to find the most ideal way to reduce labor costs, the first thing is the change of managers' concept of labor costs. Cost is a dynamic indicator, and the level of cost depends on the contribution. The biggest cost of an enterprise is incompetent employees. Even sending a dollar is a waste, and the most expensive employee is the cheapest employee in your enterprise. It is the most ideal way to reduce labor costs to retain valuable employees and let them exert their maximum value. Enterprises can find ways to retain the most valuable employees, which is the most ideal way to reduce labor costs. Shi Yitong's labor wage in China is increasing by more than 10% every year. The global labor efficiency research report released by the International Labor Organization shows that the labor efficiency of the United States is more than seven times that of China, while that of France, Britain, Japan, Germany and other countries is four to five times that of China. 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