转移工厂虽然是重大的决策,但与了解员工心态和需求的变化相比,转移管理方式更加重要,否则完全无法体现出将工厂迁至内地的优势,反而会引起地域扩张造成的总部监管弱化、当地工厂独立化的倾向,这更值得习惯了廉价劳动力观念的制造业管理者们的注意2011年初,X公司终于将第三家工厂开到了安徽省一座三线城市里,并将沿海地区成熟的第一工厂部分中层管理人员抽调到这家新工厂。新工厂开工之初一派生机勃勃的景象,小城为之轰动,定编1,200人的工厂却来了8,000人应聘,精挑细选剩下的1,000人成为这家新工厂的第一批工人。但好景不长,半年的时间里员工陆续离开,离职的员工觉得工作强度太大,要经常加班,同时员工无法理解计时工资不当时发,而要到品质检查之后,感 Although the transfer of factories is a major decision, but compared with the changes in staff mentality and needs, transfer management is more important, otherwise it can not fully reflect the advantages of relocating the factory to the Mainland, but will cause the regional supervision of the headquarters to weaken, Local factories tend to be more independent, which is more accustomed to manufacturing managers who use the concept of cheap labor. At the beginning of 2011, Company X finally opened its third factory in a third-tier city in Anhui Province, A factory part of the middle managers to the new factory. The start of the new factory was a vibrant one with a small town. The 1,200-strong factory came to 8,000 jobs and the remaining 1,000 were selected as the first workers in the new factory. But the good prospects are not long, half a year’s employees leave one after another, the separation of staff that work intensity is too large, often to work overtime, at the same time staff can not understand the timing of wages when the hair is wrong, and to the quality inspection, the feeling