Clothing Retail Industry Shortage Of Talent Industry Circle

< p > compared with other industries, < a target= "_blank" href= "//www.sjfzxm.com/" > clothing < /a > the retail industry has a low entry threshold, which requires a relatively low level of cultural knowledge of the grass-roots staff, younger age, and skills accumulated in study and work can also be applied in other service industries, so the industry has great mobility.

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< p > has been faced with heavy pressure of personnel recruitment and personnel stability. The establishment of recruitment and staff loyalty is the most important part of human resource management in the industry.

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< p > on the other hand, over the past 20 years, the economic and social backgrounds of enterprises have undergone unprecedented changes.

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< p > with the intensification of globalization competition, the competition among enterprises is fundamentally the competition of talents and the fierce looting of talents among enterprises.

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< p > at the same time, with the change of personnel structure in the labor market, the expectations and requirements for work and organization from employees are also changing.

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< p > no matter after 80 or after 90, their expectations and demands for work are quite different from those of their predecessors.

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< p > M is the leader of the global apparel retail industry. Through excellent logistics and fast delivery of the latest fashion, the company can complete the sales from design to discharge to store shelves in a short period of time.

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Less than 30 years since its establishment in 1975, P has been able to compete with many hundred years of big brand clothing.

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"P" ranks the top three among several major apparel retailing industries in the world. China is a potential market for M, especially in the current economic downturn in Europe.

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< p > M has many brands, aiming at different target customers, at present, all brands are expanding rapidly in China. The current development strategy of enterprises is to quickly occupy the market and open more shops in China.

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< p > the mobility of the retail industry is larger than that of other industries. The rapid expansion strategy of M company makes the recruitment of enterprises more pressure.

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< p > recruitment of all new staff members must be trained at least 1 months' basic knowledge and professional skills before they enter the company, so that they can be competent for the work of the grass-roots salesmen.

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< p > If recruiting other senior managers, it will take at least 4-6 months to complete the training and work independently.

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< p > thus, all newly recruited employees have little contribution to the enterprise. Instead, they need to spend a lot of money and manpower on their training so as to ensure the new employees' independent work.

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< p >, therefore, the high mobility of employees brings great difficulties and threats to the rapid development of the company.

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< p > at present, the M brand of the enterprise is especially under the pressure of personnel.

The M brand entered mainland China in 1999, and there are only 11 in China. But in the second half of the year, 12 new shops are expected to open.

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< p > but because of the rapid development speed, the brand has a higher demand for the basic quality of employees, and faces great pressure in personnel recruitment. At the same time, when recruiting talented people, because there is no good training instructor, or because the enterprise is busy preparing for the opening of the new store, it ignores the training and follow-up of the existing staff, which makes the employees very disappointed.

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< p > especially those who have great potential for development, have great expectations to join M < a href= "//www.sjfzxm.com/news/index_h.asp > brand" /a ". When they enter the company, they do not feel concerned. They have been trained for a long time. No one can follow the training results in time and make training assessment so that they feel that they can not learn quickly and grow fast.

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< p > when employees are in training stagnation for a long time, employees may be disappointed and eventually choose to quit.

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< p > the current situation of M brand personnel is: all employees are very new, team members are unstable, and recruiters are constantly recruiting. Outstanding talents can not find suitable shops and train suitable mentors.

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< p > all senior executives are busy with the opening of new stores. They have no time to take care of old stores. Many excellent employees leave their jobs and recruit new recruits. There are no employees, recruited staff, a large number of staff are lost, and no employees are recruited.

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< p > therefore, it is the most important task for an enterprise to manage staff well and establish employee loyalty.

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< p > therefore, for the current high turnover rate of M brand, we conducted a survey in the 11 brands of a href= "//www.sjfzxm.com/news/index_s.asp" > shop > /a > 6 stores with high wastage rate, mainly through the telephone interviews with the salesmen and shop managers at the grass-roots level, and the reasons for the turnover of employees.

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