Share the tide of employees: early adopters "self-help"
Lenovo factory staff return rate is only 50%, sharing employees with closed companies; many places are "grabbing" after resuming work, but new models need to be explored
Under the epidemic of the resumption of labor, a wave of shared employees is emerging—some small and medium-sized enterprises that are temporarily unable to return to work will use short-term manpower output from employees in a shared mode, in order to solve the “labor shortage” problem on the receiving side and alleviate the exporters ’ Economic pressure to return to work is difficult.
Yang Tao was previously a sushi chef in a Japanese restaurant. After the Lantern Festival this year, he temporarily visited Jingdong 7FRESH Fresh Supermarket and became a "shared employee". In the past two weeks, Yang Tao has changed from making sushi to sorting. "I used to take seven or eight thousand steps a day. Now I have to take at least four or fifty thousand steps, but I have a certain income and can help Jingdong. Good opportunity. ”However, there are still many questions to be answered behind the wave of shared employees, including how much the receiver can pay, how fast the shared employee approval process is, and what legal risks does this form pose for the company?
Sushi chef turns into sorter, Japanese restaurant recommends to JD.com
What prompted Yang Tao to participate in the sharing was the head of the marketing department of San Whale Japanese Cuisine, Wang Di. He was once a member of JD.com, and heard that the old owner introduced the “Talent Sharing” plan to discuss with the store employees. Finally, Yang Tao led a group of employees to set up the Qixian team to relieve the pressure on the Sanwhale Japanese restaurant.
Wang Zidi said that he and the company do not want to give up any employees at this time-although he knows that there will be almost no guests to eat at the restaurant, he and the other two partners still choose to resume work on February 10, in order to It only reduced the loss of the company and employees to the lowest level. "Our two stores have about 20 employees in total and eventually shared 3 employees."
Wang Zidi told reporters that due to the taste and food experience of Japanese food, the two stores in Yizhuang and Tongzhou, Beijing rarely take out food, but they have to expand out in the epidemic situation. Recently, the proportion of takeout has increased to 80%.
As the receiver of employees, the “Talent Sharing” plan of JD.com ’s 7FRESH Fresh Food Supermarket provides cashiers, tally, picking and packing, and rider positions to meet the surge in online orders during the epidemic. According to the reporter, in addition to providing competitive salaries, the "Talent Sharing" plan also provides new crown pneumonia insurance, while the cooperative catering companies normally assume insurance for employees. After working at Jingdong 7FRESH fresh supermarket, Yang Tao's daily work changed from making sushi to sorting.
Wang Zidi said that there is a "gentleman agreement" between the company and JD. The agreement stipulates that "if the shared employees want to return to the store, they can propose it to JD three days in advance." As the Japanese restaurant gradually resumes normal operations, the employees also Will return to the store. However, it is expected to return to normal levels, possibly by mid-March.
● Resumption of work
Launching "grabbing wars" in many places, leading companies share early adopters
At present, "resumption of work" is becoming a top priority for China, a huge economy. In the economic major cities such as the Yangtze River Delta and the Pearl River Delta, the “labor shortage” is more obvious than in previous years. In the context of road closures in many places, many places have sent special cars, special trains and even special planes to pick up employees who are stranded in their hometown.
Taking Yiwu, Zhejiang as an example, according to incomplete statistics, from February 16 to February 21, there were 261 "Yiwu" employment buses that had returned and received 9,184 employees; three train trains arrived in Fuyang, Anhui , Nanchang, Jiangxi, Kunming, Yunnan, received 2,541 employees. In addition, Yiwu also opened special trains from Guiyang North to Yiwu G4134 and Huaihua South to Yiwu G4132 to pick up and return employees. These practices have become "standard operations" for economically strong cities and counties in eastern provinces.
Behind the frequent shots in various places is the tight employment needs of enterprises. A general manager of a toy company in Zhejiang Jinhua recently told the Beijing News that among the company's more than 70 employees, only five or six locals returned. Western provinces still have unblocked traffic and still isolate most employees locally. At the same time, many companies in the catering and retail industries are unable to resume work due to the crowded nature of employees. Even if employees return to the workplace, they face the dilemma of having nothing to do, and even the risk of unemployment.
In this case, the attempts of shared employees launched by Hema Xiansheng, Lenovo Group, JD.com and other companies have attracted the attention of the market: By providing short-term job opportunities for enterprise merchant employees who are temporarily unable to resume work, they can not only cope with the shortage of labor The rapid acquisition of the labor force they need also provides other enterprises and employees with an opportunity to weather the difficult times. However, as a new attempt, its landing may not be so easy.
Slow process + legal risk, Lenovo factory recruits victims
On February 8th, Lenovo Group announced that the company's factories in Wuhan, Hefei, Shenzhen, Huiyang and Chengdu will provide short-term job opportunities for employees of temporarily closed businesses. Specific tasks include the assembly and packaging of computers, servers, and mobile phones. Two weeks later, Yang Yuanqing, the chairman and CEO of Lenovo Group, said in an interview with the Beijing News and other media that Lenovo's factories in Chengdu and Wuhan are still awaiting further instructions from the government. All other factories have resumed work, but employees have not returned to work. To a very high level, it is now only about 50%.
Yang Hua (pseudonym), an internal manager of Lenovo's Shenzhen and Huizhou factories, told the Beijing News that, taking the Huizhou factory as an example, among the more than 1,000 people, five to six hundred people have already been on duty. Talking about the issue of sharing employees, Yang Hua said that after the company launched the initiative, many companies came to register, and many people joined as individuals. As for the Huizhou factory, a local hotel could not be opened due to the epidemic situation, and employees of about 100 people needed short-term job opportunities, and are currently following internal company processes. Forty or fifty people came to Shenzhen factory for consultation.
However, Yang Hua told the Beijing News reporter that as a new attempt, the labor company's original company may take a slower time to go through the process. The form of sharing employees may also have problems in the legal affairs of the other party. The cooperation model still needs to be developed. Explore little by little. Despite these and other problems, two workers at the Shenzhen factory have successfully joined the company.
Regarding the legal issues that may be involved, Chen Wenming, the director and chief lawyer of Zhejiang Xiaode Law Firm, analyzed to the Beijing News reporter that for the original company, if the individual employees of the company did not resume work, they should apply for the shared employees in time. Inform employees and new businesses. If there are violations of the company's rules and regulations, such as violations of the prohibition on competition, violation of trade secrets, and serious impact on the completion of the work tasks of the unit, the employees shall communicate and deal with them in a timely manner.
Mostly for simple jobs, the salary is several times higher than the suspension
In terms of salary, Yang Hua said that the income of these shared employees is similar to the average salary of local factories. The salary at the Huizhou factory is between RMB 4,000 and RMB 6,000, and the monthly salary at the Shenzhen factory should be between RMB 5,000 and RMB 6,000. Depending on the working hours and whether or not overtime, there will be fluctuations.
According to his understanding, during the shutdown, some local enterprises in Huizhou could only pay employees more than 1,000 yuan in basic salaries. Even so, this has brought considerable cost pressure to the enterprise. In order to ensure the work health of employees, Lenovo's factory prepared epidemic prevention measures according to the requirements of the local government's epidemic prevention team, providing workers with masks, measuring body temperature, and cleaning the factory area.
Because the positions recruited by shared employees are basically simpler types of work, the initial training does not take long. "Mainly some on-the-job training and safety training, we will do these." Yang Hua said, in the current plan, short-term employment is to be done by the end of March. If the shared employees want to stay in the Lenovo factory in the future, they must resolve the labor contract with the original company before Lenovo can receive it. Currently, it is still in the form of labor input.
However, a Lenovo insider previously told the Beijing News reporter that this approach is actually very difficult to operate. In theory, he became a skilled worker in one month, and began to work in the second month. The subsequent epidemic subsided, and these temporary employees would leave. This has a significant impact on the plant's capacity.
Beijing News reporter promised Lu Yifu