since the spring festival in 2111, the phenomenon of "labor shortage" which is unique to the developed areas in the south has also appeared in our region for two consecutive years, especially some service jobs with low knowledge content, such as waiters, salespeople, cleaners and security guards in restaurants, hotels, real estate, housekeeping, retail and other industries. Although the conditions offered by employers are much more generous than in previous years, quite a few units still cannot recruit suitable people. The phenomenon of "labor shortage" in the service industry does not mean that the current employment situation has obviously improved. On the contrary, it is difficult for enterprises to recruit workers and job seekers to find jobs, which highlights the deep-seated employment structure contradiction. How to solve this problem is of great significance to promote the sound and rapid development of service industry in our region.

I. Analysis of the reasons

On the whole, the basic pattern of labor supply exceeding demand in our region has not changed, and the "labor shortage" is not an absolute shortage of labor supply, but a structural and technical shortage of labor. In many places, there are still a large number of rural and pastoral laborers who should be transferred or can be transferred, and there are still a large number of groups with employment difficulties in cities. It is only because of the contradiction of labor age structure, industrial structure, regional structure and educational level structure that the "labor shortage" has been triggered. These phenomena are mainly caused by the following reasons:

First, low wages, high labor intensity and long working hours. Hotels, housekeeping, catering and other industries have relatively low requirements for the cultural level of employees, and the wages provided by employers are also lower than those of skilled workers. Judging from the survey, the average monthly salary of these employees is about 1,511 yuan, which is only enough to maintain a basic life. Judging from this year's wage level, although the wages of some employers have increased compared with last year, the rising wages cannot offset the increase in housing rents and daily consumption. These industries generally lack a standardized employment system, and the labor intensity is high, and overtime work is extremely common. Some work hours exceed 8 hours or even 11 hours, and there are no holidays.

second, it is difficult to protect the legitimate rights and interests of employees. Some employers do not sign formal "labor contracts" with employees, fail to implement various benefits and social insurance stipulated by law, and the phenomenon of deduction and arrears of wages also occurs from time to time. Some enterprises have a big discrepancy between the promised wages and the actual wages. The problems of non-compliance with laws and lack of system are more prominent.

thirdly, the recruitment publicity is not strong enough. Many employers are only limited to local or even urban areas, and the means of recruitment are only to distribute leaflets and publish recruitment information on radio and newspapers. Due to the relative occlusion of information in rural pastoral areas, a large number of rural surplus labor forces can not be effectively docked with employers.

Fourth, the concept of job hunting of the new generation of migrant workers has changed. Statistics show that migrant workers are mainly young and middle-aged, of which 61.6% are aged 16-31. This generation is what we call the new generation of migrant workers, who are the main force in the service industry at present. Compared with the first generation of migrant workers, the new generation of migrant workers have less pressure to support their families and a higher degree of education, so their concept of choosing a job has changed greatly. They are reluctant to engage in hard work, dirty work and tiring work with poor working environment and high labor intensity, and are more eager to integrate into the city.

another important reason for the difficulty in recruiting workers is the "short-term employment" of the new generation of migrant workers. According to a survey conducted by China Academy of Social Sciences, among the new generation of migrant workers interviewed, 38.2% have worked in the nearest unit for less than 1 years, 25.8% for 1-2 years, and only 17.4% have worked for more than 4 years. The latest research results of the research group of "Research on Employment Trend of Migrant Workers" in Tsinghua University also show that the new generation of migrant workers born after 1981 have obviously shorter last job time and average time of each job than the previous generation of migrant workers, and their occupations are obviously "high mobility" and "high vulnerability", and they attach more importance to development opportunities, hoping to engage in some jobs with certain technical content and development opportunities. While waiters, security guards and other jobs are unskilled jobs, which generally lack talent training mechanism and have limited development prospects. Therefore, they are unwilling to engage in this industry.

Fifth, the opportunity cost of going out to work has increased. In recent years, the state has issued a series of policies to benefit farmers and livestock husbandry, increased support for the central and western regions, and the income from agriculture and animal husbandry has increased significantly. Moreover, the cost of living for farmers and herdsmen at home is much lower than that of working outside, so the net income from working outside may not be as good as that from farming at home, so many migrant workers choose to farm or start businesses in their hometowns. For example, Mr. and Mrs. Chen from Wulanchabu earn more than 3,111 yuan a month in Hohhot, but excluding the expenses of renting, eating and transportation, there is little left, which is not as cost-effective as doing something near their hometown. Although they earn less, they also spend less.

sixth, the influence of traditional ideas. At present, some laid-off workers in society, influenced by traditional ideas, always feel that the service industry is an industry that waits on people, and they have no face. Paying attention to "face" has blocked the pace of employment.

seven is the restrictive conditions of the employer. Service industries such as hotels and restaurants pay more attention to the image of service personnel and are generally willing to recruit young and energetic young people. Therefore, there are many regulations on the age, education level, skills and even gender of candidates. Too much emphasis on youthfulness has turned away some job seekers, especially laid-off workers from state-owned enterprises and middle-aged laborers in rural pastoral areas.

eight is the influence of traditional festivals. Resignation at the end of the year is a common problem in the service industry. Before the Spring Festival, migrant workers return home for the Spring Festival, while many large hotels are open as usual during the Spring Festival. However, it has always been popular in rural areas that it is the fifteenth day of the first lunar month or the second day of the second lunar month. Therefore, many rural applicants follow the folk custom and leave home to find jobs after the sixteenth of the first lunar month, resulting in a very scarce human resource in the service industry during the period before and after the Spring Festival.

second, the countermeasures

(a) to carry out employment assistance actions

It is suggested that the vocational intermediary center of the autonomous region launch a series of assistance measures. First, launch special assistance recruitment activities for migrant workers in rural pastoral areas, such as launching special recruitment for new generation migrant workers in rural pastoral areas and special recruitment for professional and skilled migrant workers in rural pastoral areas; The second is to set up a service window of "rural migrant workers in pastoral areas" and a "employment tracking service book for rural migrant workers" to find out the job-seeking willingness and skills of each helper, tailor-made assistance programs for job seekers, and improve the job-hunting success rate of helpers; Third, establish a long-term cooperation mechanism with enterprises with standardized employment and good faith that absorb a large number of migrant workers in rural and pastoral areas, timely collect information on suitable employment positions such as hotel waiters, property management, cleaning and coordinators, and broaden the channels for job development; Fourth, relying on the community platform, we will establish a grass-roots organization system for the coordination of labor relations, accelerate the employment service in real-name registration system, and implement real-name dynamic management of labor and employment.

(2) Effectively protect the legitimate rights and interests of workers

By improving the legal system and social security system, it is the key to solve the problem of "labor shortage" by providing social security for service industry practitioners, protecting their legitimate rights and interests and continuously improving their living conditions. First of all, the government issued the minimum living cost reference index at the same time as the local minimum wage standard, guiding the employment enterprises to raise the wage level; Secondly, the government should urge employers to provide medical and social security services. At the same time, it is necessary to adopt a humanized management model, fully consider the needs of laborers in life and work, and effectively solve the problems of food, housing, transportation, medical care and children's education that are related to the vital interests of laborers, so as to reduce the living costs of laborers and improve their living conditions; Third, unite trade unions, * * * Youth League, education, labor training and other organizations to provide free or paid vocational training, on-the-job education, skill assessment, etc. for laborers, and provide a "green" channel for their career development; Fourth, encourage social organizations such as associations, societies, foundations and charitable trusts to provide social assistance to laborers.

(III) Promoting the employment of "4151" personnel through preferential policies for re-employment

For service posts with low professional and technical requirements such as cleaning and order maintenance of hotel waiters and property companies, the employment of "4151" personnel can be promoted through preferential policies for the re-employment of laid-off and unemployed personnel. Drawing lessons from the experience of other provinces, autonomous regions and municipalities, for the laid-off and unemployed workers who hold the Re-employment Concession Card, the business tax of 1-2111 yuan will be reduced or exempted on the basis of 8,111 yuan per year within the scope stipulated by the state. If the number of laid-off workers reaches 31% of the total number of enterprises, the income tax will be exempted within three years, and the income tax will be halved for two years after three years. At the same time, for laid-off workers who are willing to work in the service industry, the labor department will provide them with "131" service, that is, according to social needs and personal wishes, they will be given 1 pre-job training, 3 job recommendation opportunities and 1 free vocational guidance. Through the implementation of preferential policies, it can not only solve the problem of difficult recruitment, but also promote the employment of "4151" personnel.

(4) Guiding employers and job seekers to change their ideas

Behind the "difficulty in recruiting workers" in the service industry, the influence of ideas is highlighted. To alleviate this situation, it is necessary to guide the supply and demand sides to change their concepts. On the one hand, in the recruitment process, through the publicity of job seekers, they realize that working in the service industry can also exercise people and accumulate social experience, which can accumulate experience for self-employment in the future; On the other hand, the employment management center can also promote employers to change their ideas through publicity. For example, these industries can appropriately relax the requirements for the height and age of candidates. At the same time, it is necessary to create a good corporate culture and achieve "keeping people with affection". In addition to considering employees' wages, benefits and labor security, it is best to provide them with training and development opportunities and create a pleasant working environment for them.

(Author: Dongsheng District Human Resources and Social Security Bureau, Ordos City)