In recent years, with the aging population and declining birthrate, labor shortage will be an important factor restricting economic development in the future. Statistics from the National Bureau of Statistics show that in 20 15 years, the proportion of people aged 65 and over in China was 10.5%, which was about 2 percentage points higher than the world average. In the same period 14 years old and below accounted for 16.5%, which was nearly 10 percentage point lower than the world average. The sharp decrease of young and middle-aged labor force has caused obvious shortage of labor force in some cities and intensified competition for talents among enterprises.
According to the Standard Provisions on Classification of Small and Medium-sized Enterprises jointly issued by the Ministry of Industry and Information Technology, the National Bureau of Statistics, the National Development and Reform Commission and the Ministry of Finance, small and medium-sized enterprises are divided into different industries according to their assets, operating income and number of employees. Take the retail industry as an example: small and medium-sized enterprises with less than 300 employees or operating income of less than 200 million, of which 50 employees and above and operating income of 5 million and above are medium-sized enterprises, otherwise they are small and micro enterprises. Based on this classification, China Family Finance Research and Research Center conducted the first survey of small and micro enterprises in China from July to September on 20 15 (China
Micro and small enterprises
Survey, CMES), covering 28 provinces (excluding Xinjiang, Tibet, Qinghai, Hong Kong, Macao and Taiwan), 80 counties (autonomous regions and county-level cities) and 240 streets/towns, * * * collected more than 5,600 valid samples.
The new first-tier cities have the lowest employee resignation rate.
Small and micro enterprises (legal persons) are vulnerable groups in market competition, and attracting outstanding talents is a headache for many business owners. CMES data shows that in 20 14 years, 38.4% of small and micro enterprises have difficulties in recruiting workers. At the same time, ensuring the stability of talents is also the core element to maintain the normal operation of enterprises, but the reality is that the brain drain rate of small and micro enterprises is not low. The data shows that in 20 14 years, the recruitment rate of employees in small and micro enterprises was 19.7%, that is, about 20 out of 100 employees were new employees, and the resignation rate was 13%, that is, 100 employees.
According to the classification of major cities by CBN Weekly, compared with first-tier cities and second-and third-tier cities such as Beijing, Shanghai, Guangzhou and Shenzhen, the employee resignation rate of small and micro enterprises is the lowest in Chengdu, Hangzhou, Wuhan, Tianjin, Nanjing, Chongqing, Xi, Changsha, Qingdao, Shenyang, Dalian, Xiamen, Suzhou, Ningbo and Wuxi. This may be due to the rising housing prices and living costs in first-tier cities, which led to a large number of laborers fleeing from the north, Guangzhou and Shenzhen. At the same time, it also reflects the attraction of the rapid rise of new first-tier cities to talents, while second-and third-tier cities still show a continuous brain drain due to the lack of good employment opportunities.
The moderate turnover of employees reflects the effective matching between the supply and demand sides in the labor market, and pays attention to the moderate survival of the fittest among employees while ensuring the retention of talents.
On the one hand, high resignation rate is not conducive to the sustained and stable production and operation of enterprises. By comparing the profitability of small and micro enterprises with different turnover rates, we can find that the profitability of small and micro enterprises gradually decreases with the increase of turnover rate. Small and micro enterprises with employees resigning are divided into four parts according to the order of resignation rate from low to high. In the lowest quarter of small and micro enterprises, profitable enterprises accounted for 55.7%; Among the two-quarters and three-quarters of small and micro enterprises, profit-making enterprises account for 48.2% and 47.5438+0% respectively; Among the top quarter of small and micro enterprises, the small and micro enterprises with the least profit only account for 45.2%. The negative impact of high resignation rate on small and micro enterprises is also directly manifested in recruitment difficulties and talent risks. Among the small and micro enterprises with the highest resignation rate, 53.4% face the problem of recruitment difficulties, which is higher than other enterprises; And with the increase of turnover rate, there are more and more enterprises with talent risks, and the turnover rate ranks in the top quarter of small and micro enterprises. 19.3% thinks that the existing personnel quality can't meet the development needs of the company.
On the other hand, there is no enterprise where employees change jobs at all, which is not conducive to the optimal matching between employee quality and enterprise demand. Employees may be content with the status quo, thus inhibiting the improvement of labor productivity, which is not conducive to corporate profits. According to the survey data, in 20 14 years, 50.4% of small and micro enterprises did not have any employees to resign, of which only 48.2% were profitable, which was about 8 percentage points lower than the 25% of small and micro enterprises with the lowest resignation rate.
Reasons for the uneven resignation rate of small and micro enterprises
Why do some small and micro enterprises have high turnover rate? And some small and micro enterprises have not experienced employee resignation? In the final analysis, it is caused by the two-way matching of employee quality and salary.
Different requirements for employees' quality determine the difference of turnover rate among enterprises. Small and micro enterprises with high resignation rate prefer young people. The average age of employees in 25% enterprises with the highest resignation rate is 32.4 years old, which is lower than other enterprises. Although their academic qualifications are not necessarily high, they can choose to leave the enterprise because of their age advantage and certain competitiveness in the labor market. However, in small and micro enterprises where employees have not resigned, they have no advantage in the labor market because of their older employees and lower academic qualifications, so they can only choose to stay in the enterprise. According to the data, the average age of employees in such enterprises is 37.5 years old, which is higher than that of enterprises with employees resigning; The average educational background is 9.4 years, which is lower than that of enterprises with employees resigning.
Reasonable salary and incentive mechanism are important factors to decide whether employees will stay or not. Lower salary and fewer promotion opportunities will prompt employees to resign. If we only consider small and micro enterprises with employees resigning, with the increase of resignation rate, the salary level and promotion opportunities will gradually decline. Among the small and micro enterprises with employees resigning, the average monthly salary of ordinary employees and management in 25% enterprises with the lowest resignation rate is the highest, which is 54 18. 1 yuan and 12347.6 yuan respectively; The average monthly salary of ordinary employees and management in 25% enterprises with the highest resignation rate is the lowest, which is 3 173.3 and 7828.9 yuan respectively. At the same time, enterprises with high resignation rate rarely provide employees with opportunities for job promotion. Among the 25% enterprises with the highest resignation rate, only 24.2% provided employees with job promotion opportunities, while among the 25% enterprises with the lowest resignation rate, 33.4% provided employees with job promotion opportunities.
However, for small and micro enterprises that have no employees to resign, they have provided employees with competitive salaries. The average monthly salary of ordinary employees in such enterprises is 3787.9 yuan, which is lower than 25% and 25%-50% of enterprises with the lowest resignation rate, but higher than 50%-75% of enterprises with the highest resignation rate. Although the average monthly salary of management is also low, it is still higher than the enterprise with the highest resignation rate of 25%.
Based on the quality of employees and salary incentives, we believe that it is difficult to retain employees because enterprises with high resignation rate prefer young people, but they cannot provide attractive salary and promotion opportunities. As for enterprises that have no employees to resign, the employees of such enterprises choose to stay in the enterprise because of poor quality but reasonable salary, but it is not difficult to speculate that such an employee structure is very unfavorable to the development of the enterprise.