How to treat Zhejiang's "job-hopping to join the credit list"?

Employees who frequently change jobs will enter the credit information list. I wonder who came up with such a bad idea. This will definitely make the majority of workers lose the right to choose a job, and finally leave them with no way to go!

When employees change jobs, enterprises must first find reasons from themselves! A good enterprise, as long as it can care about and respect employees, can make employees realize their self-worth. Even if other enterprises are willing to offer the temptation of high salary, it may not make employees choose to quit. On the contrary, it is an inevitable phenomenon that a sweatshop exploits workers by various means and employees choose to change jobs.

As a company employee, on the one hand, it is to make money to support the family, on the other hand, it is also to use the company's platform to achieve personal progress and development. If an employee works in a company, he can't earn money to support his family and can't see his own development prospects, then what's the value of nostalgia for such a company? What's wrong with choosing to quit?

In today's society, cheating, cheating and cheating are becoming more and more serious. It is really necessary for many people to put these dishonest and immoral behaviors into bad credit records by unscrupulous means for money and interests, which is conducive to the improvement of social atmosphere. Incorporating those employees who have changed jobs into the credit record is unfounded in the law, difficult to convince the public, and may even be suspected of abusing public rights!

Employees who frequently change jobs will enter the credit information list. I'm not sure if this is true or not. If so, I should take my supervisor to test my IQ.

Since New China, we can see the changes in the talent market from the job hunting of college graduates.

The first stage: planned economy.

This is our parents' generation. About 70 years ago, my father graduated from Beijing Institute of Technology, majoring in missiles, and was "assigned" to a third-line enterprise in Guizhou, where he worked for the aviation industry of the motherland all his life (to pay tribute to that generation).

At that time, everyone's work arrangements were based on the "plan", from college students to workers without exception. Therefore, reading the novels of that era, we sometimes see a bridge: in a factory, it is very common for parents who work in the factory to cram their children into the factory, and all family members work in the same factory.

Job hopping? No, because there is no slot to jump.

The second stage: dual-track system, the popular saying is: two-way choice.

This is what our generation of college students have experienced. 1997- 1998 or so, when we graduated from university, we had broken the system of "complete distribution", and distribution and market selection went hand in hand.

As a result, some students began to look for jobs in various ways. At that time, there was a situation that they didn't want to take their hukou to work in Beijing. Today's students may not quite understand the pressure of "not registering", but at that time, the pressure of public opinion from hometown and unregistered relatives was far greater than the actual pressure, because there was no receiving unit, and they returned to their hometown after registration.

At this time, a group of people who dare to try appeared in the workplace and began to choose "job hopping". Around 1997, a buddy graduated from college in 1994 and was assigned to Beijing Internal Combustion Engine Factory. The benefit of the factory is not good. According to his own statement many years later, he didn't have enough to eat. So when I saw a technology company recruiting people, whether it was suitable or not, I went to interview for sales and wanted to earn more money to fill my stomach. Turns out I really wanted him. This company is what we later know as IBM.

After more and more such examples, most of the "distribution" college students living in state-owned enterprises in Beijing have an ideal: when they can go to work in ITC.

The third stage: complete market economy

Two-way selection has been implemented for some time, and it is found that the problem is not big. Especially after the development of private economy, there are more and more dimensions of enterprises' demand for talents, and the "planned economy" is obviously not suitable. Results In the new century, China University graduates have completely entered the market economy when looking for jobs, and the supply and demand sides have talked about it themselves. (Of course, the expansion of enrollment in the following years brought some pressure on graduates' employment, which is another topic. )

After the whole talent market is completely marketized, it actually promotes economic development as a whole. Every enterprise and individual has the right to choose. On the one hand, it reduces the pressure on enterprises (especially state-owned enterprises), on the other hand, it also forms a soil for "talented people". Only the theory of academic qualifications and seniority will not work here, and only ability and results will become the final standard. Private enterprises, in particular, can attract outstanding talents to join the enterprise through better mechanism, higher salary and greater development space. It turns out that these talents are all in state-owned enterprises, because under the planned economy, college students have to be assigned to state-owned enterprises, and it is difficult for private enterprises to find talents.

Finally, speaking of this news. We can speculate, what is the reason behind the introduction of this policy? 20 19 the economic situation is not good, especially the manufacturing industry, which faces both external market problems and internal problems, including recruitment. The large flow of workers is really bad for the development of enterprises.

But at a deeper level, can it be solved by forcibly restricting the flow of workers? It may not only fail to solve it, but also cause bigger problems:

(1) From the perspective of enterprise internal management. Employees who are forced to stay can walk slowly, which directly leads to the decline of production efficiency, which leads to the decline of enterprise efficiency.

(2) from the external market. There may be a group of emerging enterprises that need these "skilled workers", and these emerging enterprises are the core strength of the whole industry to improve efficiency and optimize the supply side. If skilled workers are restricted, the efficiency of the whole industry cannot be improved.

(3) From a social point of view. A person has the basic right to choose whether to work and where to work. If there are good conditions and higher salaries, no one can stop people from going to higher places.

Therefore, to solve the employment problem of enterprises, we should not simply treat the headache and the foot pain, but solve it from the perspective of activating the overall ecology, otherwise there will be big problems.

The boss in Zhejiang is very stingy. How is it possible that he wants the horse to run without eating grass and live a long life?

The per capita GDP of Zhejiang in 20 18 was declared as 1w5, and the per capita disposable income in 20 18 was declared as more than 45,840 RMB. But the reality is that most Zhejiang people don't have 45,840 RMB to spend a year.

There are many well-known enterprises in Zhejiang, such as Alibaba, Netease and Greentown. The average annual income of these three bosses can give hundreds of thousands of Zhejiang people.

Take Ningbo as an example, the floating population is almost 820w W. In 2065438+2008, the per capita disposable income was 52402 yuan, which was 430 billion yuan. Alibaba's profit in 20 18 is RMB 67 billion. Alibaba has fewer than 87,000 employees. The per capita profit exceeds 77w RMB. 12 times the gap.

On the other hand, at the end of 2065,438+08, the average house price in Ningbo was around 20,000 yuan. The average house price in central cities such as Yinzhou is above 2w3, in remote areas Beilun is above 1w5, and in Ninghai Cixi is above1W. ..

A person earning less than 50,000 yuan has to pay1-20,000 yuan for a house. Do you want to die if you don't quit, or do you want to be a salted fish and a bachelor forever?

Some people say that they can get married and share it with the two families. Even if two families share the burden, six people will be in their early 30 s if they don't eat or drink for one year according to their average income. I can't even afford a down payment on a property in a remote area.

Think about it. Don't employees just want stability? Don't employees want to grow up with the enterprise? But how many tangible benefits have employees gained from their efforts?

Of course, it does not rule out that some employees are really assholes, moths and lazy people, but after all, they are very few. I still ask the government to be more cautious in this matter and not just listen to the management's side of the story.

The boss in China and the employees in China can be described as almost identical. Give us this salary and let us do things like European and American workers. You don't need to see that the working hours of German workers are five and a half hours. Of course, foreigners have comments on China's labor force. He said that it is really excessive for China enterprises to give their employees so many things to do, and there is no Sunday for more than ten hours. However, the work efficiency and attitude of workers in China are not commensurate with the wages in Europe and the United States, so no one wants China workers to go abroad. Boss China stopped working on the first day he opened a factory in other places. It was really nine Niu Yi cents. Like German workers, some of them stayed in the enterprise for life, and many of them inherited their father's business. Basically, three generations of grandparents and grandchildren have done this. Boss China, please try to open a factory in Europe and America, working 10 hour a day and 10000 RMB a month. This kind of treatment is estimated to be smashed on the first day of opening, and even if it is not smashed, the relevant government will seal it up. This kind of treatment is completely contrary to human rights in the eyes of Europeans and Americans.

This suggestion must have been put forward by the enterprise or at least by someone who only speaks for the enterprise. No matter in the past, present or future, employees will always belong to the weak side. When are employees the strong side? Huawei employees are awesome enough. Is he a weaker party than Huawei? If your company wants to keep people, please start with the treatment. The treatment is good. Who has nothing to do with job hopping? The problem is not clear, the cart before the horse, and the government still supports it, speechless! If this plan is passed, business owners will be the happiest. They can squeeze their employees as much as they want, and employees dare not resist or even resign, which is a luxury! Go and see if those who advertise for jobs are illegal! Originally, it was written that 5000 turned positive, but the result was 3000. Excuse me, as long as your brain is not broken, you must choose to leave and seek good treatment! It is some enterprises, not workers, that should be included in the list of dishonesty!

It is normal for employees to resign. Even if there are many resignations, it will not be serious enough to be included in the credit list. It is not true that Zhejiang Province mentioned in the title wants to join the credit list. The subject's question stole the concept and caused misunderstanding.

From the websites of the Zhejiang Provincial Government and the Provincial People's Social Welfare Department, there is no provision that Zhejiang Province "joins the credit list if there is more job hopping".

That's right.

The credit system proposed by director Ge is not the credit system implemented in our country, that is, the national credit system. These are two completely different concepts. The former is a preliminary idea, which mainly restricts and regulates the relationship between enterprises and employees, while the national credit system is a credit system implemented by the state, with a very wide scope of application and rich content.

The reason why Zhejiang Provincial Department of Human Resources and Social Security advocates the establishment of a credit system for human resources and social security is mainly to solve the problem of employees' malicious and frequent resignation, to urge employees to obtain employment according to laws and regulations and to terminate labor contracts according to laws and regulations.

The "Labor Contract Law" clearly stipulates the circumstances in which employees and enterprises terminate their labor contracts, and employees can terminate their labor contracts with enterprises according to procedures. Therefore, the law encourages and allows employees to terminate labor contracts according to procedures.

For employees who frequently change jobs, as long as the labor contract is terminated according to laws and procedures, we can understand it and legally.

However, it is unreasonable to dismiss employees who frequently and maliciously quit their jobs according to procedures. Malicious job-hopping will affect the normal production and operation of enterprises, increase the cost of human resources, and is not conducive to the healthy development of enterprises.

For example, it is too harsh to include employees who have changed jobs in the credit information system. The national credit system has been very perfect. It will have a very important impact on the normal life of an employee who has left his job for many times to be easily incorporated into the national credit system.

I once met a colleague who was restricted from traveling when he went out to learn to take the high-speed train because his credit card was overdue for many times, which led to poor personal credit reporting. Bad personal credit information will have a very bad influence on the actual life of employees.

For malicious job-hopping, we can't sit idly by and ignore the interests of enterprises. We should take some effective restraint measures to regulate the behavior of employees and protect the interests of enterprises. Just as the leaders of Zhejiang Human Resources and Social Security Department said, we can try to establish credit files of human resources and social security to record the employment situation of employees, so as to restrain the behavior of employees and reduce the phenomenon of malicious resignation.

Therefore, I don't agree to incorporate the frequent job-hopping behavior of employees into the personal credit information system.

It is not easy for employees to work, so they should be cautious when resigning. You can't leave your job easily.

First, resign according to law. "Labor Law" and "Labor Contract Law" have made very clear and detailed provisions on the resignation of employees. When employees leave their jobs, they should have legal circumstances, resign according to procedures, apply to the enterprise for resignation 30 days in advance, do a good job handover, and be a qualified and responsible employee.

Second, resignation requires caution. When an employee resigns, he must have encountered various unsatisfactory situations, or his salary is low, or his treatment is poor, or he cannot be promoted. When these problems arise, resignation can't solve them. The key is to find your own way out.

Third, malicious and frequent resignations must be condemned. Malicious resignation, although the law does not explicitly stipulate that it is illegal, is definitely a violation of moral regulations. As employees, we should be rational and act according to legal rules. Frequent dismissal, how to gain a foothold in the workplace?

To sum up, the title description does not conform to the actual situation and is taken out of context. Of course, as a person in the workplace, we should treat resignation and job-hopping rationally. No one can resign at will, which is not conducive to their long-term development.

After reading so many opinions, they all take some one-sided things or cases to prove that they can't include workers in credit information, saying that employers are wrong in this way and that workers should be included in credit information. It must be that the constant job-hopping of workers has brought many problems to many employers. Is it true that the employer has closed down and the workers still have jobs? Can state units absorb so many workers?

This should be viewed from a neutral point of view. Many people think that the current labor contract is invalid. "Workers can apply in writing one month in advance to resign and leave their employers." Is it meaningful? At present, there is a binding force on employers, but the binding force on workers is too small. I think we should improve the labor law, so that employers can carry out their work normally (production or operation), and can't let employers always influence workers to change jobs frequently. This kind of influence will completely lead to the slow development, stagnation or retrogression of the whole society, and ultimately affect the low income or even no job of workers.

Labor law should be the norm and constraint for both parties. Employers who violate the rules and regulations will be punished, and workers who do not perform the contract according to the labor contract will also be restrained, so that the society can develop healthily.

Limiting freedom of life is hegemonism. Who gave these rights of disorderly management? Have you ever read a book? Have you studied management?

This is nonsense. These unlearned managers, thinking about problems, all learned from that egg-pulling master? How can you be so stupid?

Do you know what survival of the fittest means? We just used each other's values. If there is no value, how to combine them to create greater value? Whether it is business or production, who sold who to whom? Do you know what freedom is? Why do you have to make these rules that make people feel wronged and so tired? Do you like messing with people just to indulge yourself in officialdom? Can't you live without torturing others?

Job-hopping means jumping into everyone's life not only once, so why not use your limited life for unlimited or greater value? Earn 10000 and earn 10000. Is it interesting? What job-hopping is restricted? The company that is not afraid of employees running away is really worth following, and the company that is afraid of employees running away is the least valuable company. Leaving means that this company has been eliminated by the society and the market, and it is also a waste of your life to follow suit. Don't managers understand this truth? Why can some people who don't understand management become managers of management positions? This is really a joke!

On second thought, this decision is reasonable. Just like law, it plays a normative role. Nowadays, too many people change jobs when they are not satisfied with their jobs, in exchange for someone who doesn't care. In the end, they wasted their years and ruined themselves. So the advantages of this decision outweigh the disadvantages, but some people are unwilling to accept the reality or are too willful. Finally, starting from the height of the station and national interests, it is impossible to form the spirit of artisans and nails by constantly changing jobs, and it will also seriously distort the whole social atmosphere. This is actually the same as the deduction of motor vehicle driving points, and a certain range of appropriate job-hopping should be allowed. However, this is absolutely not allowed. The word "dedication" in the socialist core values has profound implications. To put it bluntly, how can people who really want to do things and are willing to do things keep changing jobs? Finally, if the regulations are really implemented, I hope to make detailed and reasonable provisions, which will really play a positive role in promoting society and individuals to establish good social values.