Quanzhou's Asia footwear co., LTD., head of the human resources department, told reporters from the 7th formal report, Thai, at each relevant workshop had commenced the ideal job situation this year, in addition to hire the first up, the average every day there are 50 people by the recruitment into the post.

"General part of enterprises after the Spring Festival is to recruit new staff complement production line personnel requirements, some enterprises hair red envelope encourage older workers to post as soon as possible, with cash incentives to encourage older workers with new employees, also some through 'couples room, housing facilities, such as' apartment building to create a more comfortable living conditions to attract talents. Now these benefits early become the norm in hiring, but migrant workers pay more attention to than before the holiday break, life happiness senses such as the welfare policy, so ty and launch more humanized initiatives to attract new employees to join, especially for young people Li Zhangyi.

According to the director, the recruitment staff should understand the differences between the needs of young workers from the perspective of human nature and the characteristics of the post-90s generation. They pay more attention to and live working environment, the pursuit of relative freedom, refused to blindly sermons, the pursuit of the realization of self-worth, so construction atmosphere of the work environment and worker individual development plan formulation is more critical.

Considering these factors, and actively improve the living environment of the staff, invested more than 350 ten thousand yuan to build the party trade service center, basketball court, publicity column, reading room, QiYiShi, table tennis room, staff leisure club, staff training center, staff activity center, etc. Is the most important thing, the very pay attention to grass-roots staff training and career planning, actively carry out internal and external training worker, presided over by a department manager of the above-mentioned persons take turns to carry out the internal lectures and arrange external training according to the requirements.

"The company has formulated corresponding systems to encourage and support employees to participate in vocational training in their spare time, so as to improve their own quality and comprehensive ability. In fact, in 2008 the company set up taya college to train its front-line staff. After many training sessions, many ordinary employees of taya have received secondary school or college degrees, which have greatly improved their skills and culture. In taya, they always attach importance to employees' personal development plans. As the company grows, employees should grow with the company. In general, they will combine staff position requirements and personal development intention, through periodic communication and coordination, give them more learning opportunities and promotion platform, promote employees to improve their own quality and skills.

In addition, under the influence of the continuous downturn of the domestic economic environment, quanzhou enterprises have two kinds of situations in the talent strategy. On the one hand, brands and developing enterprises are gaining momentum and continue to attract new talents. And like their sole material supplier enterprises, the tilt of the trend to hire "our factory has the certain scale management, the relatively perfect policy system, which means that the order is stable, guaranteed wage income, the injected a shot in the arm to the workers. To recruit talents, we have to compete with the comprehensive strength of an enterprise and the concept and attitude towards talents. "After all, the appeal of the enterprise lies in the chance to attract some technical talents from guangdong and zhejiang enterprises."