Leng Mo

By the end of the year, people in the workplace were restless, but they also encountered various problems. Can you jump ship next year? What should enterprises do to implement "soft layoffs"? On New Year's Day, whether enterprises can arrange holidays freely is also a question that readers ask intensively.

Question 1: depending on the situation next year, can you still jump ship?

The workplace is a barometer of the economic situation. Many people in the workplace are well aware of the poor performance in the workplace this year. But by the end of the year, I feel that the year-end bonus is unknown, and the salary increase is far away. Job hopping is inevitable. Accordingly, many people in the workplace are particularly concerned about the economic situation next year. Can they jump? Liu Xingyang, a human resources expert at ChinaHR.com, said. Com said that in fact, 1-2 months after the Spring Festival is often the peak season for job-hopping, but it is at this time that employees often make a decision on whether to quit. Therefore, in the face of the challenges brought by the economic situation, they can only speak with data for the reference of professionals.

Before job-hopping, we should look at the direction of industrial restructuring.

Liu Xingyang analyzed that from a macro perspective, the influence of the economic field will further promote the change of domestic talent demand. From the macro demand structure, in 2002-20/1year, the proportion of employees in primary, secondary and tertiary industries in China was adjusted from 50.0: 2 1.4: 28.6 to 34.8: 29.5: 35.7, and the proportion of employees in the primary industry decreased/kloc. 20 13 with the continuous advancement of this trend, the change of macro-demand structure will be reflected in the change of micro-enterprise personnel.

? ? Industry type affects the frequency of employee transfer and entry.

The different characteristics of industries also promote the different trends of talent flow between industries. The 10th China Best Employer Report released by ChinaHR.com this year made a thorough and detailed analysis of the talent flow at the 16th National Congress. Taking job-hopping and job-entry of job seekers as two dividing indicators, the 16 industry is divided into four categories, namely, stable industry, unstable industry, pressure industry and attractive industry. Among them, stable industries are those with low outflow rate and low inflow rate of job seekers. Unstable industries are industries with a high proportion of job seekers' outflow and inflow. Pressure industry is an industry with high outflow rate of job seekers but low inflow rate. Attractive industries are those with low outflow rate and high inflow rate.

Although the financial industry and the Internet industry are favored by many job seekers, they are both pressure industries together with real estate construction. Public administration/social security/social organization, retail/department store, education/technology/culture/sports and other industries are attractive industries. Stable industries include consumer goods, medicine/health, transportation/transportation/logistics industries. Manufacturing/electrical appliances, communication/communication and computer industries are unstable industries.

? ? The three major industries expect job-hopping to remain active next year.

According to the latest Chinese mainland Employment Index released by ChinaHR.com, which reflects the demand for talents in Chinese mainland in time, we can list several industries that need special attention to deal with employee job-hopping in 20 13 years.

1. Financial industry: The financial industry itself is a pressure industry, and employees are more likely to quit. According to Chinese mainland Employment Index (CEI) of ChinaHR. Com, the demand for 20 12 talents in the financial industry remained good. The continuation of this trend will further stimulate the job-hopping fever of 20 13.

2.IT industry: IT industry has a great demand for talents, which is a pressure industry. Compared with the demand for talents in accommodation, catering, retail and other industries is lower than the historical average, the demand for talents in IT industry remains relatively stable. Among them, the rapid development of sub-sectors such as software industry will naturally promote the fierce competition for talents.

3. Real estate: Real estate is also a pressure industry. 20 12 June, the real estate CEI was 1 10, higher than 97% in the same period last year. The demand for talents has greatly increased. If the 20 13 market is promising, it will inevitably intensify the competition for talents in the real estate industry.

? ? Question 2: What about "soft layoffs" at the end of the year?

With the slowdown of economic growth, layoffs are not a new topic. At the end of the year, some enterprises started the idea of "soft layoffs" because of poor efficiency, and tried their best to force employees to resign voluntarily without paying a penny for compensation.

See through these customary "soft layoffs"

The means of "soft layoffs" will generally appear in some small and medium-sized enterprises, and there are four kinds of soft layoffs commonly used by enterprises.

1. The boss creates a tense atmosphere, often talks about the crisis, and formulates a stricter assessment system. Employees are under great ideological pressure, and some people can't support them, so they may quit the battlefield early. 2. Change jobs and places, for example, from the business department to the sales department. I'm used to running around the office. How can I stand it? If there is no performance, you have to pack up and leave. For example, the work place moves from the city to the suburbs. 3. Financial investigation. Employees should not be sloppy in financial reimbursement. If there is any discrepancy, it is likely to be labeled as dishonest, with personality problems, and it is difficult to gain a foothold in the company. 4. Compulsory unpaid leave. As the company's business is not much, the boss will mobilize everyone to go home without pay and leave their jobs until they have jobs. Force employees to resign voluntarily.

? ? Try to be the person the boss wants to keep.

Liu Xingyang said that to be the person the boss wants to keep, he must maintain his core competitiveness.

Not only should there be performance, but also performance.

Performance is an important criterion for the boss to judge whether you are worth staying. Impressive performance, or sustained high-speed growth, will become an important bargaining chip for the boss to make up his mind to train you to become a core employee. Here is an extra reminder, if you have achievements, you must also show your achievements. Showing off your performance is not simply bragging about yourself. What you need is systematic arrangement, focused attention and proper expression. Especially by the end of the year, we should learn to present our core performance to leading colleagues in an intuitive way. Attention is the core performance, don't list them one by one.

? ? In the critical period of promotion and salary increase, don't ruin yourself for temporary gains and losses.

The better you are, the more you should pay attention to the emotional impact you bring to the rest of the company; Because you stand out, your emotions will be more infectious and influential. Once you convey negative emotions, it will affect many team members. Obviously, no matter how big the individual's achievements are, they are no bigger than the team. Individuals should not be too angry about temporary gains and losses.

Question 3: New Year's Day holiday arrangements are so fragmentary, can enterprises be more flexible?

20 12 12 the announcement of the general office of the State Council on some holiday arrangements in 20 13 has attracted different opinions from all walks of life. After the release of the holiday arrangement on New Year's Day this year, many people can't help asking how the holiday is arranged so piecemeal. Therefore, many enterprises have adjusted their holiday arrangements for work reasons. Is it legal to do this to enterprises? We invited three young scholars from the Young Scholars Committee of Labor Security Research of Shanghai Labor Security Society to analyze this.

Piecemeal holidays, different intentions.

Dr. Zhang Lufa, Deputy Director, Department of Economics and Social Policy, School of International and Public Affairs, Shanghai Jiaotong University

Why is the holiday arranged like this? From the policy point of view, in recent years, the evolution of holiday policy has experienced a shift from focusing on economic benefits to focusing on social benefits. 1999 put forward the concept of golden week. In the first "Eleventh" golden week of that year, 28 million people traveled all over the country, and the tourism income was 14 1 100 million yuan; In 2007, during the "Eleventh" Golden Week, China received a total of 654.38+46 million tourists, and its tourism revenue increased to 64.2 billion yuan. This shows that the long vacation arrangement really helps to promote economic growth. However, while stimulating the economy, traffic, scenic spots, services and even individuals are "overloaded" one after another. If these social costs are taken into account, the social benefits brought by long holidays may be far lower than the economic benefits.

In recent years, with the improvement of high-speed rail and high-speed traffic, the previous multi-day tour can be turned into a few-day tour or even a weekend tour. In this way, the three-day small holiday arrangement connecting legal holidays and weekends can not only stimulate consumption, but also avoid disadvantages such as Golden Week, and the economic benefits and social benefits can be better matched. Therefore, the holiday arrangement of 20 13 statutory holidays seems piecemeal, and this aspect should also be considered.

Of course, regarding the specific arrangement of legal holidays, because there are many possible combinations, it is suggested that the public can be consulted more in the future.

? ? Enterprises expect flexible and diverse holiday arrangements.

Li, Ph.D., Associate Professor of Human Resource Management Department of Shanghai Normal University, Director of human resources evaluation Center.

Statutory holidays are an integral part of the statutory welfare of employees in enterprises, and can also be an effective management means of enterprises. However, the public holiday arrangement of 20 13 really makes the enterprise "mixed". It should be said that the government departments have painstakingly arranged seven medium and long holidays, but it seems that this unified arrangement cannot meet the expectations of all sectors of society.

For employees, although this arrangement provides more opportunities for concentrated rest and leisure, it also increases the work rhythm and pressure before and after the festival. As far as enterprises are concerned, the management and operation of enterprises need a stable environment. Seven medium and long holidays are likely to interrupt the normal operation of enterprises, especially some industries and enterprises that are in line with international standards. Therefore, the derivative impact of each long holiday arrangement on enterprises is actually one to two weeks, which adds up to almost one-fifth of the whole year.

At present, some enterprises provide employees with flexible paid vacation system, which can avoid the disadvantages brought by centralized vacation mode and really provide personalized benefits for employees. Therefore, whether the state can delegate unified holiday arrangements to enterprises, allow enterprises to provide flexible paid vacation plans around statutory holidays according to their own operating conditions on the basis of ensuring employees' statutory holidays, and respect employees' independent choices will play a positive role in ensuring normal business activities of enterprises and enhancing employee well-being.

Arrange according to law and implement flexibly

Managing Partner of Shanghai Bailan Law Firm

Whether the holiday arrangements in the State Council are comfortable or not will affect our work and life to some extent. If this influence is not handled properly, it will turn into a conflict between workers and employers. In real life, there may be two kinds of disputes. One is that the enterprise did not implement the holiday according to the holiday arrangement in the State Council, and the laborer requested to arrange it according to the notice of the State Council; Secondly, the enterprise carries out the holiday according to the holiday arrangement in the State Council, and the workers refuse to obey the arrangement of the employer.

Because all disputes are related to the holiday arrangement of the State Council notice and the validity of the above notice in the State Council. From the legal point of view, the Notice of the General Office of the State Council on the Holiday Arrangements of Part 20 13 is not a law, regulation or rule, but a "normative document" formed by the State Council in the process of exercising its administrative functions and powers, so the document itself is not legally binding. On the other hand, the "normative document" is a notice of holiday arrangement for the people's governments of all provinces, autonomous regions and municipalities directly under the Central Government and the ministries and commissions and institutions directly under the State Council, rather than a unified holiday arrangement for all sectors of society.

In any case, enterprises need to abide by the labor law's restrictions on working hours and wages when arranging holidays. For example, if you arrange work on a rest day, you must arrange a compensatory time off; Those who arrange labor on national statutory holidays shall be paid no less than 300% of their wages. Therefore, enterprises can arrange holidays reasonably and legally on the basis of the State Council's notice and according to the characteristics of their own enterprises' production and operation, instead of completely following the notice.

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