Peasant labor frequency shift slot labor security problem

Job seekers long for more opportunities and development

On the 9th, in the chilly winds, No. 46, Shenyang Road, was a huge market. Many migrant workers wrapped up in thick clothes and came to work in the odd job market. Among a group of middle-aged people, a young man with a piercing and avant-garde dress is particularly prominent. Because he was tall and had a good image, he did not wait for the young man to speak. Many job agents actively recommended him to him. “Come over here for western food, mainly for pizza and eat it.” The owner of a Western restaurant on the Minjiang 2nd Road, Shinan District, said to him, “How much is it for one month?” “2300 yuan a month.” The young man just heard The boss's reply turned away.

The young man surnamed Liu, from Pingdu, is only 20 this year. Two years ago, he went to work in a hotel in an urban area from his hometown. After starting work, Xiao Liu was very diligent and was not afraid to endure hardship. He soon won the trust of the boss. However, after nearly six months of work, the monthly salary was still less than two thousand yuan. This made Xiao Liu disheartened and resigned from his job. With the help of her cousin, Xiao Liu worked in another hotel. This time, the salary was more than 2,000 yuan per month. However, the boring work every day made him unbearable and he resigned soon. During this period Liu took a girlfriend and the daily expenses forced him to find another job. A hotel to see his work experience, Xiao Liu forced no less, but also to a hotel back kitchen. During the Spring Festival, peers working in various places gathered and exchanged ideas, making him feel pessimistic about the development environment of the hotel. After the festival, Liu quit his job again.

In this way, in the two years of work in the urban area, Xiao Liu jumped 3 times. "More than two thousand wages are too small. I usually go to the movies and eat with my girlfriend. Every month, I'm the "Moonlight family." This time I'm trying to find a job that costs 3,000 yuan per month," Liu said. For the future plan, Xiao Liu said that he hopes to learn technology as an apprentice in the factory. He feels that he is still young and should strive for more development opportunities and space.

Recruiting half the staff did not return after the holiday

Zhang Bo, a hotel owner of Minjiang Road, Minnan District, has been waiting for nearly three hours at the recruitment site. “Only 50 percent of the workers will return to work after this year,” said Zhang’s boss. Most of the workers in the store are after 80 and 90. The wages offered are not low, but for young people, the wages are usually spent less than the end of the month. In addition to eating too much, it often takes a while to leave the company and employees are very mobile. "From the morning to the present, no one has yet been recruited, and all applicants for the "Lion Opening" will have to spend 5,000 yuan for a month at a time, which is totally unrealistic," Zhang said.

Ms. Zhou is a recruitment specialist for a company in the Airport Industrial Park in Chengyang District. She told reporters that the company has expanded its scale this year and expanded a new plant. To fill the vacancies, the company plans to recruit 100 workers, including screen printers, operators and other technical workers. However, even if the company raised $2,500 to $5,000 and did not cap the high salary, it did not recruit a worker on the 9th. “On the one hand, screen printers are low-skilled workers and technical requirements for workers are relatively high. On the other hand, some job seekers have relatively high requirements, so it is difficult to recruit people. This year the company lacks workers and the new plant is difficult to start on time. Ms. Zhou sighed.

The reporter learned at the scene that in addition to the difficulties encountered in recruitment, many companies also face the problem of the loss of young workers. "A lot of workers will have to get out of their own way in order to make more work. Young workers have a lot of liquidity. Companies are more willing to hire long-term workers," said Ms. Zhou.

Frequent job hopping between experts is not conducive to the development of both sides

It is understood that among all rural migrant workers, the proportion of new generation of migrant workers born after 1980 was more than half, accounting for 58.4%. The new generation of migrant workers has a higher level of education and greater autonomy in career choices, resulting in frequent young job-hopping. In this regard, Qingdao Municipal Human Resources Professional Committee Secretary-General Leng Jichang believes that frequent turnover of young employees will have adverse effects on businesses and individuals.

“On the one hand, some SMEs like to reduce the cost of human resources, like to recruit temporary workers, do not sign labor contracts with employees, do not buy insurance for employees (safety insurance), employee mobility is too high, the enterprise can not develop, and ultimately hurt the enterprise Its own interests." Leng Jichang said. “On the other hand, many young job-seekers have the support of their parents, the economic pressure is not as great as the previous migrant workers, and they are more diversified in their personal career planning and are not loyal to the company. In fact, young people only have a certain 3 to 5 years on the job, when they change jobs, they will be favored by another company.” Leng Jichang said, “The frequent job-hopping also makes it difficult to improve their skills and quality, and has an adverse effect on their career development.”

In addition to their own professional development issues, if they frequently change jobs, the new generation of migrant workers will also face problems such as lack of labor security. Sheng Shaohua lawyer of Shandong Yabo Law Firm stated that short-term or part-time below a certain working period is an employment relationship and does not belong to the labor law, and cannot enjoy the labor insurance paid by the employer. Employees who sign a labor contract with an employer and form a labor law relationship, if they resign or change jobs during the period of the contract, must first terminate the contract before the company can terminate the payment of labor insurance. "So, frequent job-hopping will have a certain impact on companies' insurance coverage, and it will also have an adverse impact on migrant workers safeguarding their own rights and interests," said Sheng.

At the beginning of the new year, the odd job market at No.46, Shenyang Road rose up. Many units were unable to open due to shortage of workers, and they rushed to work here. "Less porridge and more porridge" has given many jobseekers more opportunities for selection. A group of new generations of migrant workers have also come to the market. They have higher and higher requirements for the boss's personality and corporate integrity, and the frequency of job vacancies. Very high, every year at the beginning of the year is the peak of the “fried” boss. One job site has been changed to three jobs after 90 years of work. Experts remind that frequent job-hopping is not conducive to the development of enterprises and employees, and employees’ labor security and other rights and interests are not guaranteed.

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