Can Tho seeks to retain young workers amidst competition
While many businesses are in need of recruiting a large number of unskilled workers to meet orders, a part of young workers tends to be willing to change, looking for jobs with higher income and benefits.
Young workers prioritize high income
Ms. Nguyen Thi Diem My (26 years old, Thot Not ward, Can Tho city) chose to go to Ho Chi Minh City to work as a worker because she believes that income here is better than working near home. According to Ms. My, in addition to the high-paying salary in the highlands, travel expense support and welfare benefits such as salary and bonuses are also factors she cares about when choosing a job. "I want to have a job with good income and guaranteed benefits such as salary, bonuses, travel expenses, housing..." - Ms. My shared.
Mr. Pham Nhat Duy (28 years old, O Mon ward, Can Tho city) used to work as a worker with an income of about 8 million VND/month if there were overtime. In case of no overtime, his income is about 6.5 million VND/month. Therefore, Mr. Duy is intending to switch to driving technology cars with the desire to have a higher income.
In the context of increasing living costs, relying only on salaries and overtime is difficult to meet spending needs, so I work as a deliveryman at night to increase my income" - Mr. Duy said.
Demand for general human resources increases sharply
In June, July and August, TKG Taekwang Can Tho Co., Ltd. needs to recruit 2,000 workers to work in the administrative shift. This demand stems from the company's production expansion plan.
In addition to the competitive salary (ranging from about 6.9 million VND/month), employees are also fully entitled to insurance regimes according to regulations, labor contracts, bonuses for holidays and Tet, 13th month salary, annual periodic salary increase consideration and many other welfare programs.
Similarly, at Lac Ty II Co., Ltd. (Tan Phu Thanh Industrial Park, Can Tho City), from now until the end of the year, the unit needs about 1,500 unskilled workers due to increased year-end production orders. To attract workers, the company has preferential salary policies for experienced personnel; supporting travel expenses and arranging 7 bus routes for workers.
Mr. Bui Huu Thanh - Human Resources Department of Lac Ty II Co., Ltd. - said that in the past year, the company's labor force maintained stability of about 70% of personnel. The remaining 30% fluctuated with common causes such as rural workers not familiar with industrial styles, difficult to keep up with work; besides, there is income difference, so they go to other localities to work.
According to Master of Public Policy Nguyen Tuan Anh - Saigon Industry Corporation - in the current period, if businesses only compete with each other by increasing input salaries by a few hundred thousand VND, if one business recruits people, another business may lose people.
The recruitment cost of the entire market is increasing, but the labor force is not more stable. Therefore, personnel policy needs to shift its focus from "recruiting enough people" to "how to make workers want to stay".
Master Nguyen Tuan Anh said that workers need to see a clear development roadmap, know that improving skills and long-term commitment will help improve income. Businesses also need to build a respectful and safe working environment, creating opportunities for vocational training and development for workers.
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