目前,全(quan)國范圍內普遍出現(xian)勞(lao)(lao)動力短缺(que)的(de)情(qing)形(xing),某些(xie)中小企業(ye)因缺(que)乏(fa)勞(lao)(lao)動力,生(sheng)產(chan)難以為(wei)繼,一些(xie)企業(ye)甚至將招聘臺直接設在火車(che)站,搶招工人。但大學生(sheng)的(de)就業(ye)形(xing)勢(shi)卻不容(rong)樂觀,大量畢(bi)業(ye)生(sheng)面臨“畢(bi)業(ye)即失業(ye)”的(de)難題(ti)。中國出現(xian)一個(ge)看似(si)矛(mao)盾的(de)現(xian)象(xiang):勞(lao)(lao)動密(mi)集(ji)型企業(ye)對低端(duan)勞(lao)(lao)動力的(de)需求難以滿足,同(tong)時以大學生(sheng)為(wei)代表(biao)的(de)中端(duan)勞(lao)(lao)動力的(de)供給(gei)卻難以被消化,產(chan)生(sheng)“知(zhi)識失業(ye)”的(de)現(xian)象(xiang)。
一(yi)、“就業難(nan)”與“用工荒”
由于高校擴(kuo)招,教育逐漸產(chan)業(ye)(ye)(ye)化,大(da)學畢業(ye)(ye)(ye)生的(de)數量越(yue)來越(yue)多(duo),為社會造成巨大(da)的(de)就業(ye)(ye)(ye)壓力(li)。但是(shi)(shi)在大(da)學生遭遇“就業(ye)(ye)(ye)難”的(de)同時,企業(ye)(ye)(ye)卻(que)在大(da)喊“用(yong)工荒(huang)”。究竟(jing)是(shi)(shi)何(he)原(yuan)因造成這一矛盾的(de)現象呢?
一方面(mian),我(wo)國勞(lao)動(dong)(dong)力(li)(li)(li)(li)的(de)供需(xu)產(chan)生脫(tuo)節。由于家(jia)庭及社會(hui)對(dui)教育(yu)的(de)投(tou)入(ru)力(li)(li)(li)(li)度不(bu)斷(duan)增大,勞(lao)動(dong)(dong)力(li)(li)(li)(li)供給(gei)的(de)知(zhi)識結構方面(mian)在不(bu)斷(duan)變化:中高端人才比例(li)不(bu)斷(duan)上升,而(er)低(di)端勞(lao)動(dong)(dong)力(li)(li)(li)(li)的(de)比重則(ze)(ze)在不(bu)斷(duan)下降(jiang)。同時(shi),由于教育(yu)成(cheng)本的(de)提(ti)升、受教育(yu)時(shi)間延(yan)長,勞(lao)動(dong)(dong)力(li)(li)(li)(li)的(de)預期收入(ru)水平也在提(ti)高。但是由于我(wo)國處于國際產(chan)業(ye)鏈的(de)低(di)端,產(chan)成(cheng)品附加值(zhi)較低(di),企(qi)業(ye)根據產(chan)品附加值(zhi)來制定勞(lao)動(dong)(dong)力(li)(li)(li)(li)價格時(shi),工資則(ze)(ze)較低(di)。因而(er)我(wo)國目前(qian)出現(xian)了產(chan)業(ye)結構與(yu)勞(lao)動(dong)(dong)力(li)(li)(li)(li)供給(gei)結構的(de)不(bu)匹配,勞(lao)動(dong)(dong)力(li)(li)(li)(li)供給(gei)與(yu)勞(lao)動(dong)(dong)力(li)(li)(li)(li)需(xu)求(qiu)脫(tuo)節。
另(ling)一方面(mian),招(zhao)(zhao)收(shou)員工(gong)(gong)的(de)過程會(hui)產(chan)生“劣幣(bi)驅(qu)逐良(liang)幣(bi)”現象。由于企(qi)(qi)業(ye)和應(ying)(ying)(ying)聘(pin)(pin)(pin)者(zhe)所掌握的(de)信息(xi)不(bu)對稱,因(yin)而常(chang)(chang)常(chang)(chang)產(chan)生“逆(ni)向選擇”問題(ti)。企(qi)(qi)業(ye)難以充分(fen)了解應(ying)(ying)(ying)聘(pin)(pin)(pin)者(zhe),加(jia)之應(ying)(ying)(ying)聘(pin)(pin)(pin)者(zhe)良(liang)莠(you)不(bu)齊,為了降低(di)信息(xi)不(bu)對稱的(de)風險,企(qi)(qi)業(ye)往(wang)往(wang)開出(chu)(chu)較低(di)的(de)工(gong)(gong)資(zi)。從而導致保(bao)留價(jia)格高(gao)(gao)于企(qi)(qi)業(ye)工(gong)(gong)資(zi)的(de)應(ying)(ying)(ying)聘(pin)(pin)(pin)者(zhe)(往(wang)往(wang)是(shi)大(da)學生)退出(chu)(chu),保(bao)留價(jia)格較低(di)的(de)應(ying)(ying)(ying)聘(pin)(pin)(pin)者(zhe)(往(wang)往(wang)是(shi)知識水平不(bu)高(gao)(gao)的(de)應(ying)(ying)(ying)聘(pin)(pin)(pin)者(zhe))留在人才市場。2012年(nian)(nian)第四(si)季度,全國(guo)103個城市用(yong)人單位通過公共就業(ye)服務機構招(zhao)(zhao)聘(pin)(pin)(pin)各類人員約(yue)508.9萬(wan)人,進入(ru)市場的(de)求(qiu)(qiu)職者(zhe)約(yue)473.1萬(wan)人,求(qiu)(qiu)人倍(bei)率(lv)約(yue)為1.08,比去年(nian)(nian)同(tong)期上升了0.04。我國(guo)“用(yong)工(gong)(gong)荒”的(de)狀況加(jia)劇。全國(guo)九(jiu)大(da)城市求(qiu)(qiu)人倍(bei)率(lv)都接近(jin)甚(shen)至超過1,上海、重(zhong)慶、石(shi)家莊(zhuang)、福州、鄭州、武漢及(ji)成都的(de)求(qiu)(qiu)人倍(bei)率(lv)均(jun)在l以上,大(da)部分(fen)城市的(de)崗位數與求(qiu)(qiu)職人數缺口(kou)較大(da)。
二、從勞動力需求企業角度看待“用工荒”
我國(guo)利(li)用廉價勞(lao)動(dong)力優(you)勢(shi),承接了國(guo)際生產(chan)中的加工(gong)(gong)(gong)(gong)制造(zao)環(huan)節,“中國(guo)制造(zao)”得以以低成(cheng)本(ben)、低價格的優(you)勢(shi)打人世界市場(chang)。跨國(guo)企(qi)(qi)業(ye)利(li)用技(ji)術優(you)勢(shi),享(xiang)有(you)了絕大(da)部分利(li)潤(run)。而我國(guo)企(qi)(qi)業(ye)利(li)潤(run)微薄,因而工(gong)(gong)(gong)(gong)資成(cheng)本(ben)承擔能力弱(ruo)。因為(wei)企(qi)(qi)業(ye)按產(chan)品(pin)件(jian)數(shu)計算勞(lao)動(dong)報酬,在(zai)利(li)潤(run)*化的驅(qu)動(dong)下,多數(shu)勞(lao)動(dong)密集型(xing)企(qi)(qi)業(ye)通過(guo)(guo)增大(da)勞(lao)動(dong)強(qiang)度,延長工(gong)(gong)(gong)(gong)作時(shi)間來(lai)降低成(cheng)本(ben)、提高利(li)潤(run)。2011年,外(wai)出農民工(gong)(gong)(gong)(gong)每周工(gong)(gong)(gong)(gong)作時(shi)間超過(guo)(guo)勞(lao)動(dong)法規定的44小時(shi)的仍(reng)高達84. 5%。在(zai)物價不(bu)斷攀升(sheng)的同(tong)時(shi),農民工(gong)(gong)(gong)(gong)工(gong)(gong)(gong)(gong)資卻始(shi)終徘(pai)徊在(zai)基本(ben)線,勞(lao)動(dong)強(qiang)度增大(da)的同(tong)時(shi),生活(huo)卻始(shi)終停(ting)留(liu)在(zai)溫飽(bao)水平。
從企業(ye)角度來看(kan),“用工(gong)荒”現象主要有以(yi)下幾點成因:
第一,企(qi)業(ye)未改變(bian)(bian)傳統的用(yong)工模式。我國勞動力(li)市場(chang)為買(mai)方市場(chang),長期以來勞動力(li)供大(da)于求,許多企(qi)業(ye)沿用(yong)過去“召之即來,揮之即去”的招(zhao)工模式,在企(qi)業(ye)生產淡季(ji)時削減(jian)工人(ren)、減(jian)少支出,在旺(wang)季(ji)時補(bu)招(zhao)工人(ren),未形成穩(wen)定的用(yong)工儲備。隨著(zhu)經(jing)濟形勢的變(bian)(bian)化,勞動力(li)供給結(jie)構(gou)發生轉變(bian)(bian),企(qi)業(ye)數(shu)量增多、規模擴大(da),勞動力(li)需求增加,未及時調整(zheng)的企(qi)業(ye)勢必受到影響。
第二、企(qi)(qi)業偏重招(zhao)(zhao)聘青(qing)年(nian)農(nong)(nong)民(min)(min)工(gong)(gong)(gong)。企(qi)(qi)業在招(zhao)(zhao)工(gong)(gong)(gong)時,為了提高(gao)企(qi)(qi)業利潤(run),往(wang)往(wang)對(dui)招(zhao)(zhao)聘者年(nian)齡作出限制,并(bing)傾(qing)向于招(zhao)(zhao)聘工(gong)(gong)(gong)作效(xiao)率高(gao)的青(qing)年(nian)農(nong)(nong)民(min)(min)工(gong)(gong)(gong),在青(qing)年(nian)農(nong)(nong)民(min)(min)工(gong)(gong)(gong)供不應(ying)求時才會考慮中(zhong)(zhong)老年(nian)農(nong)(nong)民(min)(min)工(gong)(gong)(gong)。但(dan)是,在我國農(nong)(nong)民(min)(min)工(gong)(gong)(gong)年(nian)齡結構比(bi)例中(zhong)(zhong),青(qing)年(nian)農(nong)(nong)民(min)(min)工(gong)(gong)(gong)比(bi)例較低,絕大多數為中(zhong)(zhong)老年(nian)農(nong)(nong)民(min)(min)工(gong)(gong)(gong)。同時,新生代農(nong)(nong)民(min)(min)工(gong)(gong)(gong)在選擇就業崗位時,更看重職業發展前(qian)景,并(bing)且流動性較大,普工(gong)(gong)(gong)崗位難(nan)以吸引青(qing)年(nian)農(nong)(nong)民(min)(min)工(gong)(gong)(gong),因而企(qi)(qi)業招(zhao)(zhao)聘時的年(nian)齡限制也在一定程度上導致“招(zhao)(zhao)工(gong)(gong)(gong)難(nan)”。
第(di)三,企業(ye)偏重(zhong)(zhong)(zhong)于招收熟練工(gong)(gong),不重(zhong)(zhong)(zhong)視員工(gong)(gong)的職業(ye)發展(zhan)。企業(ye)在(zai)招收農(nong)民(min)工(gong)(gong)時,往(wang)(wang)往(wang)(wang)希(xi)望可以即(ji)(ji)招即(ji)(ji)用,重(zhong)(zhong)(zhong)使用,輕發展(zhan)。沒有(you)將農(nong)民(min)工(gong)(gong)納入人力資源管(guan)理范疇,也不重(zhong)(zhong)(zhong)視對農(nong)民(min)工(gong)(gong)的職業(ye)發展(zhan)規劃。很(hen)多(duo)企業(ye)與農(nong)民(min)工(gong)(gong)僅(jin)僅(jin)是利(li)益關(guan)系,當農(nong)民(min)工(gong)(gong)受到更(geng)大的利(li)益驅動時,農(nong)民(min)工(gong)(gong)就(jiu)會(hui)離開企業(ye)。
第四,企(qi)業(ye)開出的(de)(de)薪酬較(jiao)低,難(nan)以(yi)彌(mi)補農民工(gong)進城返鄉的(de)(de)成(cheng)本及城市(shi)(shi)生活的(de)(de)各項(xiang)開支。企(qi)業(ye)遭(zao)遇“用工(gong)荒(huang)”,最重要的(de)(de)原因還是(shi)職工(gong)工(gong)資(zi)太低。許(xu)多企(qi)業(ye)都存在拖(tuo)欠工(gong)人工(gong)資(zi)的(de)(de)現象。工(gong)資(zi)低且缺乏(fa)競爭力是(shi)導致(zhi)“用工(gong)荒(huang)”的(de)(de)最主要原因。筆者認(ren)為(wei)(wei),目前(qian)農民工(gong)更多的(de)(de)選擇中(zhong)西部(bu)(bu)(bu)城市(shi)(shi)而非(fei)沿海城市(shi)(shi),主要因為(wei)(wei)中(zhong)西部(bu)(bu)(bu)城市(shi)(shi)工(gong)資(zi)收(shou)入(ru)已與沿海城市(shi)(shi)趨近。2011年,外(wai)出農民工(gong)在東部(bu)(bu)(bu)地(di)(di)區(qu)(qu)月均收(shou)人為(wei)(wei)2053元,比上年增長21.O%;中(zhong)部(bu)(bu)(bu)地(di)(di)區(qu)(qu)為(wei)(wei)2006元,比上年增長22.9%;西部(bu)(bu)(bu)地(di)(di)區(qu)(qu)為(wei)(wei)1990元,比上年增長21. 1%。可以(yi)看到,中(zhong)西部(bu)(bu)(bu)地(di)(di)區(qu)(qu)的(de)(de)工(gong)資(zi)增幅高(gao)于(yu)東部(bu)(bu)(bu)地(di)(di)區(qu)(qu),東部(bu)(bu)(bu)和中(zhong)西部(bu)(bu)(bu)地(di)(di)區(qu)(qu)的(de)(de)收(shou)入(ru)差距在縮小。另外(wai),考慮到進城及返鄉成(cheng)本及城市(shi)(shi)生活成(cheng)本的(de)(de)影(ying)響,許(xu)多民工(gong)更傾向于(yu)留在中(zhong)西部(bu)(bu)(bu)地(di)(di)區(qu)(qu)。
三、企業如何應對“用工荒”
“用工(gong)荒(huang)”現(xian)象出(chu)現(xian)后(hou),許多企業(ye)選擇加薪來(lai)暫時(shi)緩(huan)解(jie)“招工(gong)難”問題。以富(fu)士康(kang)企業(ye)為例,富(fu)士康(kang)在經歷“十四連(lian)跳(tiao)”的事件后(hou),受到社會(hui)各界聲(sheng)討,“血(xue)汗工(gong)廠”、“過勞死”的負面(mian)聲(sheng)音不斷。迫于社會(hui)壓力,富(fu)士康(kang)調整了職工(gong)薪酬。
雖然富士康開出了比(bi)同行(xing)更(geng)高的(de)(de)(de)價格(ge),但對于(yu)利潤微(wei)薄的(de)(de)(de)代(dai)工企(qi)(qi)(qi)(qi)業(ye)(ye)來講(jiang),如(ru)何消化(hua)加薪(xin)成本(ben)卻(que)仍是一(yi)大難(nan)題。與大型(xing)企(qi)(qi)(qi)(qi)業(ye)(ye)相(xiang)比(bi),中(zhong)小企(qi)(qi)(qi)(qi)業(ye)(ye)更(geng)難(nan)有加薪(xin)空間。即使中(zhong)小企(qi)(qi)(qi)(qi)業(ye)(ye)開出比(bi)大型(xing)企(qi)(qi)(qi)(qi)業(ye)(ye)更(geng)高的(de)(de)(de)工資,卻(que)因為信(xin)用(yong)度不高,部分企(qi)(qi)(qi)(qi)業(ye)(ye)經常拖欠(qian)工資,企(qi)(qi)(qi)(qi)業(ye)(ye)經營(ying)不規范(fan)等問(wen)題依(yi)然面(mian)臨缺(que)工的(de)(de)(de)風險(xian)。
企(qi)業(ye)(ye)面臨(lin)“用工(gong)荒(huang)”,最根(gen)本(ben)的(de)(de)原因是我(wo)(wo)國(guo)資源(yuan)(yuan)要素(su)稟(bing)賦(fu)發生變化(hua),因勞動力價格(ge)提(ti)升(sheng),我(wo)(wo)國(guo)勞動力的(de)(de)比較優勢(shi)(shi)逐漸弱化(hua)。企(qi)業(ye)(ye)雖然可以(yi)(yi)短期內(nei)提(ti)高(gao)(gao)職工(gong)薪酬,但(dan)長此以(yi)(yi)往,人力成(cheng)本(ben)的(de)(de)提(ti)高(gao)(gao)將減少企(qi)業(ye)(ye)利潤,弱化(hua)企(qi)業(ye)(ye)的(de)(de)競爭優勢(shi)(shi)。日本(ben)人力資源(yuan)(yuan)成(cheng)本(ben)較高(gao)(gao),為了降低生產成(cheng)本(ben),日本(ben)企(qi)業(ye)(ye)著(zhu)重技術研(yan)發,制造出世界*水(shui)平的(de)(de)機器(qi)人來代替人工(gong)生產。我(wo)(wo)國(guo)企(qi)業(ye)(ye)應當著(zhu)重產業(ye)(ye)結構升(sheng)級(ji),盡快(kuai)轉變以(yi)(yi)低成(cheng)本(ben)獲取競爭優勢(shi)(shi)的(de)(de)局面,加快(kuai)以(yi)(yi)技術代替人工(gong)的(de)(de)轉變。
此外,企(qi)業應(ying)當改變傳(chuan)統的(de)(de)招工(gong)(gong)(gong)(gong)模(mo)式與用工(gong)(gong)(gong)(gong)模(mo)式。取消(xiao)對于(yu)年齡的(de)(de)限制,適當招收中年農民(min)工(gong)(gong)(gong)(gong)。在對待農民(min)工(gong)(gong)(gong)(gong)時,要以人為(wei)本,將農民(min)工(gong)(gong)(gong)(gong)納入人力資(zi)源管理范疇,為(wei)其提供相應(ying)的(de)(de)技能培訓,做好職業生涯(ya)規劃,盡量做到(dao)不拖(tuo)欠(qian)農民(min)工(gong)(gong)(gong)(gong)工(gong)(gong)(gong)(gong)資(zi)。并(bing)營造良好的(de)(de)企(qi)業文化(hua),使員(yuan)工(gong)(gong)(gong)(gong)融入企(qi)業氛圍,為(wei)企(qi)業建(jian)立穩定(ding)的(de)(de)員(yuan)工(gong)(gong)(gong)(gong)儲備(bei)。
最(zui)后,企業(ye)(ye)應加強(qiang)內部管理,規范企業(ye)(ye)的(de)(de)制(zhi)度體系(xi)。企業(ye)(ye)可以(yi)在內部形(xing)成一(yi)套獎懲(cheng)激勵機制(zhi),在激發員(yuan)工的(de)(de)勞動(dong)積極性的(de)(de)同時,提高企業(ye)(ye)本身的(de)(de)生產效率,為企業(ye)(ye)創造更大的(de)(de)內生價值。
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