Binzhou Zhanhua District People'S Bureau Steadily Push Forward Related Matters Of Labor Employment

Binzhou Zhanhua District Bureau of human resources and social work steadily promote labor employment record.

The reporter learned from the website of the Binzhou Bureau of human resources and social security that, in order to comprehensively promote the implementation of the labor contract system, safeguard the legitimate rights and interests of employers and workers, and promote harmonious and stable labor relations, Zhanhua Bureau of social and human resources actively promotes the work of labor employment registration.

Over the past year, the Bureau of human resources and social affairs has gone deep into many household units to publicize the work of labor employment.

Up to now, 73 large-scale enterprises have been organized to complete the basic work of labor employment record, and 15290 employees have been put on record.

By carrying out the labor employment registration work, most large enterprises can implement the labor contract system, and labor relations are harmonious and stable.

However, there are still some problems. For example, most small businesses do not sign labor contracts and do not pay social insurance.

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The filing system can effectively prevent risks caused by unstable factors such as labor disputes, industrial accidents, and so on, and provide protection for safeguarding the legitimate rights and interests of workers.

Zhanhua District Bureau of social and human affairs has highlighted two tasks, supervising enterprises to record labor and Employment: one is to record the overall employment situation.

Requirement

The labor relations personnel of the unit will be collated into a book, fill in the report forms, go through the labor employment record procedures in the labor and social security department, and establish a basic database for labor and employment.

The two is to implement the "two barriers".

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The new recruit of the employing units should promptly go to the labor and social security department to handle the new recruitment procedure and record the "import customs".

At the same time, the employer and employee should terminate the labor relationship in time and handle the procedures of dismissal in time.

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According to the survey, 9.8% of enterprises are facing long-term job shortage and 39% of them are short term workers. This means that 48.8% of the surveyed enterprises are short of work.

According to the industry, the proportion of workers in the accommodation and catering industry is 80%, the proportion of the manufacturing industry is 61.8%, the proportion of the construction industry is 40%, the proportion of the wholesale and retail industry is 33.3%, and the industry is the most serious.

From the shortage of work, skilled operators have the largest gap.

The survey shows that in the end of 2014, the total number of employed enterprises was 288 thousand, with 79 thousand new recruits and 59 thousand employees leaving, with a turnover rate of 17%.

Of the turnover staff, 90.4% were self employment and 9.6% were dismissal.

In terms of industries, the manufacturing industry has the highest turnover rate of 25.6%, followed by the accommodation and catering industry, with a turnover rate of 23.9%.

Statistics show that there are 251 enterprises reflecting the difficulty of recruiting workers, accounting for 50.2% of the survey enterprises.

According to the main reasons (reelection), about 73.7% of enterprises think that job seekers have high expectations for salary. About 46.2% of enterprises consider that there is no trained, skilled and experienced personnel among job seekers. Besides, they think that the number of job seekers who are able to choose jobs and the professional knowledge of job seekers do not meet their job requirements also account for 41.4% and 33.5% respectively.

In addition, 23 enterprises believe that there are fewer job agencies and related job fairs, and the narrow recruitment channels and the single way are also one of the reasons for recruitment difficulties.

From the feedback of enterprises, it is not difficult to analyze the main reasons for "recruitment difficulties": economic development and rural population backflow and other factors, resulting in an increase in human costs; the post-90s generation of new generation of employment crowd into society, relatively lack of experience skills; social mobility continues to increase, and staff centripetal force further weakened.

Obviously, with the gradual decline of demographic dividend, the traditional enterprises that rely on population and time to fight for protracted war also need to change the way of employing people and raise the level of talents.

It is reported that some enterprises are also trying to cultivate skilled workers in specific positions.

From a practical point of view, it is imperative for enterprises to move from "extensive" to "meticulous" in the employment strategy. They should break away from the selection method of diploma theory only, establish a practice oriented evaluation system, strengthen training and training of talents, strengthen the building of corporate culture, fully tap the potential of employees in the workforce, and improve the efficiency of employment.

In addition, in the context of industrial pformation and upgrading, using intelligence to replace labor is also a desirable way.

The difficulty of employment has gradually become a norm. Especially in economically developed areas, recruitment has become a big problem for enterprises. This indicates that our economy and enterprises have entered a new stage of "human resource competition".

If Suzhou is in a state of "labor shortage" for a long time, it will drag down the development of enterprises and even the economy.