Reasons for labor shortage in the service industry [Inner Mongolia service industry "labor shortage" analysis]

From 2011 after the Spring Festival, for two consecutive years in our region also appeared in the south of the developed areas of the unique "labor shortage" phenomenon, especially some of the low knowledge content of the service industry positions, such as restaurants, hotels, property, housekeeping, retail and other industries, waitresses, salespersons, cleaning, security and other positions. Although the conditions put forward by employers relative to previous years to be much more generous, but a considerable number of units still can not recruit suitable people. Service industry "labor shortage" phenomenon does not mean that the current employment situation has been a significant improvement, on the contrary, enterprises are difficult to recruit and difficult to find employment coexist, highlighting the deep-rooted structural contradiction in employment. How to crack this problem, for the promotion of our region's service industry and good and fast development is of great significance.

One, the reasons for the analysis

On the whole, the current labor supply in our region exceeds the demand for the basic pattern has not changed, the emergence of the "labor shortage" is not an absolute lack of labor supply, but the structural and technical shortage of labor. Many places there are still a large number of should be transferred can also be transferred to the rural pastoral labor force, there are still a large number of difficult to employ groups in the city, just due to the age structure of the labor force contradictions, industrial structural contradictions, regional structural contradictions, cultural structure of the contradictions triggered by the "shortage of labor". Lead to these phenomena are mainly due to the following reasons:

One is the low wages, labor intensity, long working hours. Hotels, housekeeping, catering and other industries, the cultural level of employees required relatively low, employing units to provide wages lower than skilled workers. Judging from the survey, the current average monthly salary of these workers is about 1,500 yuan, which is only enough to maintain a basic living. Judging from this year's wage level, although the wages offered by some employers have risen compared to last year, the increase in wages cannot offset the increase due to the rise in housing rents and the increase in daily living expenses. These industries generally lack a standardized employment system, labor intensity, work overtime phenomenon is extremely common, some working hours more than 8 hours or even more than 10 hours, and no holidays.

The second is that it is difficult to protect the legitimate rights and interests of employees. Some employers do not sign formal "labor contracts" with employees, the law provides for a variety of benefits, social insurance, etc., not to be implemented, withholding and arrears of wages occur from time to time, and some enterprises recruiting the promised wages and salaries and the actual issuance of wages and salaries have a large discrepancy. The problem of non-compliance with the law and the lack of a system is more prominent.

Thirdly, the recruitment publicity is not strong enough. A lot of labor units to recruit only limited to the local and even urban areas, the means of recruiting is only to take the flyers, in the radio and newspapers to publish recruitment information. Due to the rural pastoral information is relatively closed, which leads to a large number of rural surplus labor and employment units can not effectively docking.

Fourth, the new generation of rural migrant workers to choose a career concept changes. Statistics show that at present, outbound rural migrant workers are mainly young adults, of which those aged 16-30 accounted for 61.6%. This generation is what we call the new generation of migrant workers, they are the main force of the current service industry. Compared with the first generation of migrant workers, the new generation of migrant workers have relatively less pressure to support their families and have received a relatively high level of education, so their concept of choosing a job has changed greatly. They are less willing to engage in poor working environment, high labor intensity of hard work, dirty work and tired work, more eager to integrate into the city.

Another important reason for the "difficulty in recruiting" is the "short-termization" of the employment of the new generation of migrant workers. According to the Chinese Academy of Social Sciences survey shows that in the interviewed new generation of migrant workers, 38.2% of people in the nearest unit of work less than 1 year, 25.8% of people for 1-2 years, only 17.4% of people more than 4 years; Tsinghua University, "Migrant Worker Employment Trend Research" group's latest research results also show that the post-1980s, the employment of migrant workers in the city, the employment of migrant workers in the city, the employment of migrant workers in the city. The results also show that the new generation of migrant workers born after 1980, the time of their last job and the average time of each job are significantly shorter than those of the previous generation of migrant workers, and their occupations are very obvious in terms of "high mobility" and "high vulnerability", and they attach more importance to development opportunities. They want to work in jobs with a certain level of technical content and opportunities for development. But waiters, security guards and other jobs are unskilled jobs, generally lack of talent training mechanism, limited prospects for development, so they are not willing to engage in this industry.

Fifth, the opportunity cost of going out to work has increased. In recent years, the state has introduced a series of agricultural and animal husbandry policies, increased support for the central and western regions, engaged in agriculture and animal husbandry income has increased significantly, and farmers and herdsmen living at home the cost of living than the cost of living out of the work of a much lower cost of living, and therefore the net income of going out to work may not be as good as the income of the family farming, so many rural migrant workers chose to go to work in their hometowns farming or entrepreneurship. For example, from the city of Ulanqab small Chen husband and wife, in Hohhot City, a month's income of more than 3,000 yuan, but in addition to the monthly rent, food, transportation and other expenses, there is very little left, not as good as in the hometown of the neighborhood to do something cost-effective, although earn less, but also less expenses.

Sixth, the influence of traditional ideas. At present, some laid-off workers in the community, affected by traditional ideas, always feel that the service industry is a waiter's trade, no face, focus on "face" blocking the pace of employment.

Seven is the employment unit restrictions. Hotel restaurants and other service industries pay more attention to the image of the service personnel, generally willing to recruit young, energetic young people. Therefore, there are more regulations on the age, cultural level, skills and even gender of the applicants. Too much emphasis on youth, so that some job seekers, especially laid-off workers in state-owned enterprises and rural pastoral areas of middle-aged laborers are rejected.

Eighth, the impact of traditional festivals. In the service industry, "end of the year resignation" is a common disease, before the Spring Festival into the city workers return home for the New Year, and many large hotels during the Spring Festival business as usual, and the rural areas have been popular over the first month of the lunar calendar, or the second day of February is considered to be the end of the New Year, so many rural applicants are in accordance with folklore, to the sixteenth day of the first month after the home to go out and look for The phenomenon of the lack of human resources in the service industry before and after the Chinese New Year has been caused by a great shortage of human resources.

Second, crack countermeasures

(A) employment assistance actions

Suggested that the autonomous region's job intermediary centers to launch a series of assistance measures. First, the launch of the city workers in rural pastoral areas to the characteristic assistance recruitment activities, such as the launch of the new generation of workers in rural pastoral areas to the city of special recruitment, professional and skilled workers in rural pastoral areas to the city of special recruitment and other activities; the second is the establishment of the "city workers in rural pastoral areas" service window, the establishment of the "rural pastoral area workers" service window, the establishment of the "rural pastoral area workers" service window, the establishment of the "rural pastoral area workers" service window. Second, we set up a service window for "rural workers who migrate to cities for work" and establish an "employment tracking service book for rural workers who migrate to cities for work," so as to find out the job-seeking intentions and skills of each target of assistance, and customize assistance programs for job-seekers, so as to increase the success rate of the target's job-seeking efforts; third, we establish a long-term cooperation mechanism with standardized and honest enterprises that absorb a large number of rural and pastoral workers who migrate to cities for work, and promptly collect information on hotel waiters, property managers, and workers who work in rural areas. The third is to establish a long-term cooperation mechanism with enterprises that absorb a large number of rural and pastoral workers in urban areas and employ them in a standardized and honest manner, so as to collect timely information on suitable jobs such as hotel attendants, property management, cleaning and supervisors, and to broaden the channels for job development.

(2) Effective protection of the legitimate rights and interests of workers

The key to cracking the "labor shortage" problem is to provide social security for service industry workers through a sound legal system and social security system to protect their legitimate rights and interests and improve their living conditions. First, the government should issue a minimum cost-of-living reference index at the same time as the local minimum wage standard, so as to guide labor-using enterprises to raise their wage levels; second, the government should urge labor-using enterprises to provide medical care, social security and other protection services. At the same time, it is necessary to adopt a humane management mode, give full consideration to the needs of laborers in their life and work, and effectively solve the problems of food, housing, transportation, medical care, and children's education, which are of immediate interest to laborers, so as to reduce the cost of living of laborers and improve their living conditions; thirdly, unite with the trade unions, the **** Youth League, the education, and the labor training organizations, to carry out vocational training, on-the-job education, skill Thirdly, trade unions, youth groups, education, labour training and other organizations are working together to provide free or paid vocational training, on-the-job education and skills assessment for labourers, and to provide a "green" channel for their career development.

(3) Promoting the employment of the "4050" through preferential re-employment policies

For service positions that do not require a high level of professional skills, such as waiters in hotels and cleaners and order maintenance in property companies, the "4050" can be promoted through preferential re-employment policies for the laid-off and unemployed. The "4050" people employment. Drawing on the experience of other provinces, autonomous regions and municipalities, for the recruitment of laid-off and unemployed persons holding the Re-employment Preferential Certificate, for each person used, an annual business tax reduction of 1,000-2,000 will be granted on top of the business tax reduction of 8,000 yuan within the scope of the national regulations. If the number of laid-off and unemployed people recruited reaches 30% of the total number of people in the enterprise, the income tax will be exempted within three years, and after three years the income tax will be reduced by half for two years. At the same time, for laid-off unemployed people who are willing to work in the service industry, the labor department will provide them with "131" services, i.e., according to the needs of the society and the wishes of the individuals, they will be provided with one pre-employment training, three recommended employment opportunities, and one free vocational guidance. Through the implementation of preferential policies, not only can solve the problem of recruitment difficulties, but also promote the employment of "4050" people.

(D) guide employers and job seekers to change their concepts

The service industry "difficult to recruit" behind, highlighting the impact of concepts. To alleviate this situation, we need to guide the supply and demand sides to change their mindsets. On the one hand, in the recruitment process, through the publicity of the job seekers to make them realize that working in the service industry can also exercise people, accumulate social experience, can be for the future of self-employment experience; On the other hand, the employment management center can also be through the publicity, to promote the employer to change the concept of, for example, these industries can be appropriate to relax the height and age of the applicants and other aspects of the requirements. At the same time, it is necessary to create a good corporate culture, so as to "keep people with feelings". In addition to considering the wages and benefits of employees and labor protection, it is best to provide them with training and development opportunities, to create a pleasant working environment for them.

(The author's unit: Ordos Dongsheng District Human Resources and Social Security Bureau)