北京市养老家政行业员工技能错配现状探析

Analysis of Status of Skill Mismatch among Employees in Old-age Service and Homemaking Industry in Beijing

我国养老家政服务的需求日益增长,员工的技能水平状况引发关注。通过对北京市12家养老家政企业进行问卷调查发现:约有31%的员工技能不足,其中社区养老驿站和居家养老的服务人员发生技能不足的概率远高出其他养老从业人员;员工的技能不足主要体现在专业知识与技能,以及职业礼仪和沟通技巧等软技能等方面;技能错配对员工的劳动力市场表现呈现出消极的影响,技能不足者的工资收入和工作满意度最低,技能过度者跳槽的比例更高;对比当下工作的初始状态,约有11%的员工技能发生了技能落伍或退化,家政行业技能落伍者的比重相对养老行业更高,即错配改进水平更弱;技能不足者获得的培训和专门指导机会明显不足,家政行业这一问题更为突出。需要为低学历人群、经验不足、年长的员工以及小微企业员工等人群提供更多培训机会,降低这部分重点人群技能不足的发生率;对混合所有制企业、小微企业实施激励措施,为技能不足者提供充足的业务培训机会;加强养老家政服务行业建设,完善家政服务行业技能培训机制;建立起企业内部员工间“传、帮、带”的技能互助提升机制。

There is growing demand for employees of old-age service industry in China,where the skill status of employees is concerned.According to the questionnaire survey on the 12 old-age companies,it is found that about 31%of employees are under-skilled.Among them,the service staffs in community and home-based old-age care stations are more likely to be under-skilled than others.The underskilled are mainly the lack of professional knowledge and skills,as well as the soft skills such as communication skills.The labor market performance of skill-mismatched has a negative impact.The under-skilled have the lowest incomes and job satisfaction,while the overskilled have a higher rate of job hopping.Since taking this job,the skills of about 11%of employees have degraded or outdated.There are more skill outdated employees in homemaking industry than that of the old-age service industry.The opportunities of training and specialized coaching for the under-skilled are so insufficient,especially in the homemaking industry.It is necessary to provide more training opportunities for people who are low-educated or lack of experience,for older employees and employees of small and micro enterprises,so as to provide the sufficient business training opportunities for the under-skilled;to enhance the establishment of old-age homemaking service industry and optimize the skill training mechanism for staff of homemaking service industry;and to set up the skill improvement mechanism of“teach-help-lead”among employees within enterprises.