Researches On"Recruitment· Training Retention"Management System Of S Company’s First-Line Workers

Under the background of economic globalization, China’s manufacturing industry seizes this unprecedented opportunity for growth and development. After30years of reform and opening-up, China has gradually grown into a global manufacturing capital, becoming the world’s manufacturing plant. Labor-intensive enterprises like S company which rely on "OEM" have gradually occupied an important part in the product supply chain. In2012, the shortage of first-line workers has seriously affected S company’s productivity and has become a bottleneck of products delivery when they contracted for a brand name products. This paper is trying to find out a set of executable solutions by expanding research and analysis on the problem of first-line workers shortage.After analysis, the key reasons for the first-line workers shortage are that the advantage of "demographic dividend " has dissipated; the impact of the concept that" taught literacy " greater than " taught skill" in China’s education system; and the intervention of national economic policies, such as " revitalizing northeast china and other old industrial bases ""development of the western region"," promoting the development of the central region" and so the implementation of national strategies. A large amount of labors return home to develop, which brings a huge challenge to the OEM factories in Pearl River Delta and Yangtze River Delta region. Additionally, it’s another important reason of shortage that the first-line workers retention is poor within OEM factories. Therefore, to break the shortage of first-line workers, this paper insists on controlling and improving two processes "into" and "out". Thus, the system of "Recruitment·Training·Retention" has been built for the S company’s first-line workers.In the "into" process, through the "Recruitment" system, S company optimized recruitment processes, principles, channels, interviewers etc, so that workers could join continually, and the quality of first-line workers could be improved. In the " out " process, it’s the high turnover rate that has to be controlled mainly, S company improved and optimized the HR system respectively from " Training" and " Retention"; through new comer general training and skills training, employees could understand company policies, corporate cultures, and enhance their self-skills; selected talented employees during the probationary and appraisal period, and By the qualifications education system incentive the first-line works in his spare time to improve their own qualifications; provide space and platform for the career development of individual employees,who can find a suitable direction for the growth and development of self direction; by creating the culture of love each other could enhance the identity and a sense of belonging of the first-line workers who can integrate into the company; tempting for employees welfare, improve the satisfaction of the workers of the enterprise, to motivate to continue their services for the enterprise; while generating profits for firms, companies provide their workers with the promotion of fair and equitable distribution system,and provide a safe and healthy work environment to motivate employees to play a greater value. Kinds of stay before the system of incentives, to strengthen enterprise "retention" measures, thus reducing the company’s first-line worker turnover and "out" process control.Finally, this paper points out the next step research direction for the general problems faced by labor-intensive enterprises such as S company.