Auto parts manufacturers face talent "dilemma"

Talking about the status quo of auto parts enterprises, the head of human resources of Eaton Automotive Fluid Connectors (Shanghai) Co., Ltd. immediately mentioned the topic of talent shortage. To sum up his words, it is the fierce competition for talents in the industry. Retaining incentives has become the biggest problem for HR work.

In recent years, China's vehicle market has continued to “high fever” and has been developing rapidly. Asia Pacific and China have become the world’s largest auto market. Almost all foreign-funded markets attach great importance to the potential of China's auto industry and increase investment to build factories and expand R&D centers in various regions.

Talent competition for fierce industrial expansion has triggered a large demand for talent. However, whether foreign or private, auto parts companies have found that the speed of the training and growth of Chinese auto talent can not keep up with the pace of industry development. The industry circle is small, and the best talents are found, which makes the industry's talents compete. Extremely fierce. In particular, talent competition for R&D technology, project management, site management, and engineers is even more intense.

Even more plagued HR, is not playing a talent war in first-tier cities such as Shanghai, but to second- and third-tier cities. In the past two years, component manufacturers are actively moving to second and third-tier cities. In second-tier cities such as Suzhou and Wuxi, HR can recruit more suitable talents, but if you go to a third-tier city to set up a factory, such as Eaton’s factory in Jining, Shandong, it is even harder to recruit people. “Even if you hired How long will it last?” said Eaton’s recruiting officer: “This is the biggest challenge facing HR in the auto parts industry.”

The continuous increase in salary is due to the difficulty in recruiting people. The remuneration report issued by an authoritative company shows that in recent years, the remuneration of talents in key positions in the automotive industry has continued to grow rapidly. This makes auto parts manufacturers feel even more pressure.

According to industry insiders, although the automotive industry has experienced rapid growth and business growth in recent years, auto parts manufacturers are seeking survival in the cracks. The first is the pressure from rising raw material prices, followed by the pressure of price cuts by vehicle manufacturers and price competition among suppliers, which has increased the operating difficulties of component manufacturers.

"Now the price for buying a car is very cheap, and 10 to tens of thousands of cars are very good. Manufacturers are selling cars to make money. In the first year of the new car, the price is a little higher. Our days are a little better. By the end of the year, once we receive a manufacturer's notice, we must reduce prices. Promotions, this drop of money will be deducted from our parts manufacturers, and our profits will drop again and again. Therefore, we can only relocate to second and third-tier cities where costs are relatively low."

HR is not easy to recruit and difficult to retain for family nanny, coupled with the "time characteristics" of employees after "80" and "90", forcing the HR of auto parts manufacturers to do everything in their power. For example, the establishment of a hiring mechanism, internal employee recommendation success awards, and the signing of R&D cooperation projects with universities nationwide, allowing employees to transfer jobs within the company, and tapping parallel development platforms to reduce job-hopping rates.

The reporter also found an interesting phenomenon in the interview. The focus of HR's work seems to have changed and become very interesting. The core of regular HR work such as compensation, performance, labor, etc. is “stand by the side” and is replaced by employee retention and employee care. An HR said that in order to reflect the care of employees and achieve the goal of retaining employees, they now have to do things such as sick and sick children, children going to school, and parents to support the elderly, and even the maintenance of the staff's car must be managed. "Service is really home!"