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Domestic auto parts industry faces major challenges in human resources – auto parts, auto parts, aut

Article by hi joiney

the 21st century, china’s auto industry is flourishing and has become the fastest growing market. therefore, china’s industry, ushered in an unprecedented period of development. according to the survey found that technology-based industry professionals the highest turnover rate (annual turnover rate 10.83%), followed by pin sales market categories (annual turnover rate is 7.33%), brain drain is the industry, the major challenges facing human resources. chinese market of 170 billion yuan from 2000 to 2008, the development of the 720 billion yuan, of which aftermarket will extend 60 billion yuan in 2000 to 300 billion yuan, with the rapid expansion of the market, the domestic enterprises are faced with new market opportunities and challenges: on the one hand the state parts industry to take “open policy”, the impact of the influx of a large number of foreign-funded enterprises; the other hand, users of automotive products personalized, diversified of increasing demand, which enables companies to accelerate technology updating and improving products. the internal current relevant professional technical and management personnel shortages, can not keep up production and products to the market needs, has become a bottleneck for enterprise development, and affect the development of enterprises. (a) of the industry and human characteristics of current development this stage, the domestic industry faces four major changes: first, export forms, and from a single product type exports began to export capital-based change; second, changes in product structure, there are labor, material-intensive the low-end products with higher added value exports began to export machinery and electronic products change; three changes in the export area, by the major exports of developing countries exports to developed countries began to change. fourth, changes in export markets, exports to the aftermarket parts to the oem market, the main phase transition. meanwhile, the market development needs of industry self-regulation is bound to higher demands, industry inevitably from the previous “dirty, chaotic, and poor” to scale, standardization, specialization in transition. industry, competition has not only the use of “intense” to describe a word, a vital technology and industry-wide upgrade and competitive upgrade war is unfolding. more and more business in this “upgrade war” in the attention paid to independent development, aware of the master core technologies of intellectual property rights is a fundamental business survival, starting from the long-standing labor-intensive modes of production as the main feature upgrade to the technology intensive and innovation-based fields. a survey found that technology-based industry professionals the highest turnover rate (annual turnover rate 10.83%), followed by sales market categories (annual turnover rate is 7.33%). in addition, r & d category staff in the main job duties r & d responsibilities less r & d is still weak. industry still mainly labor-intensive industries, the main practitioners are operative (sample business operation workers accounted for the average of the total number of employees was 83%), operatives of the academic qualifications for the secondary and below. low levels of education practitioners, education specialist at the university 77% of the following personnel. in addition, the study found, from the auto parts company’s internal pay analysis, domestic enterprises have been behind many of the traditional practices of competition in urgent need of advanced enterprises within the industry learn from experience, improve and enhance the management level. those with sales, management and industry experience in integrated talent, companies often become each other “winkle” object.

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