Lack Of Four Talents -- Thinking Of Employing Personnel In Garment Enterprises

By the end of the year.

In the clothing enterprises, there are four talents lacking in the human resources module, which puzzles the enterprises and makes the enterprises heavy and difficult.

Which four talents? Management talents, core technical talents, creative talents, and reserve talents.

Especially in the domestic and retail apparel enterprises, these four shortages, like the "shortage" of terminal stores, are not without goods, but at the right time, at the right place, without the goods that customers need.

Similarly, it is not that there is no "talent" in the market, but at the right time, at the right place, and there is no "person" suitable for the enterprise.

Where is the problem? Please allow me to tell you about the crux of the employment problem of the domestic and retail enterprises with my experience of hosting the interview several times.

First of all, the internal operation of enterprises is not clear.

You may wonder, what is the relationship between the employment difficulties and the business process of an enterprise? This is precisely the biggest cause of the problem of employing and retaining people.

When the internal business process is confusing, employees' identification of job responsibilities and attribution is the most vague. At this time, no matter how many people, there will be a lot of people feeling idle. This is "overstaffing".

In fact, there may be no real "floating people", and more "buoyancy".

Because the definition of business or process is not clear or unclear, which directly leads to "floating things".

So, when your business is constantly complaining that you don't know what to do or do something worthless, you have to review the internal division of labor and whether there is a problem with the process.

Secondly, there is a lack of specialized HR (human resources) strategic management module in the enterprise.

Domestic garment enterprises, especially private enterprises, have not invested too much energy and due attention on the HR module.

As a result, the personnel department of clothing private enterprises is often referred to as "not human" in turn, because the personnel department of such an environment, attendance, salary calculation and recruitment (stir fry) are its main core work, ignoring the human resources state, demand and problems of enterprises.

What about your business? Is there such a problem? It is recommended that you start from today, separate your personnel department from the executive branch, renamed the human resources department, all of which are for better tomorrow.

Third, there is a lack of persistence in the operation of HR within the enterprise.

As an important support part of enterprise operation and existence, HR module has been closely linked with daily operation.

For example, electronic commerce (EC) and commodity planning (MD) have been established in many garment enterprises, but the supporting HR research and system have not kept pace with them in time, which in turn has affected the development of e-commerce and commodity planning modules.

This requires that enterprises should keep pace with the times in their operation of HR.

To put it simply, this actually requires the decision-making level of enterprises and requires the research and attention mentality of "morning bell and evening drum".

Luo Dan said, "create as God, command like a king, and work like slaves.

Does your company need such talents? Then, please do an internal discussion on human resources problems. You will find that the lack of these four talents will exist in different degrees in your business.

Then you will know how to act.