In recent years, the market demand has been diversifying, and housekeeping services are no longer limited to traditional laundry, cooking, and cleaning. With the significant increase in the stickiness of the housekeeping industry, it will attract multi-level personnel, including young people, to join the housekeeping service industry, which will help improve the quality of housekeeping services and promote the sustainable development of the industry.
It's so hard to ask for a good aunt......When it comes to housekeeping, many office workers will have such feelings. Although the industry threshold is not high, among the "most scarce" occupations released by the Ministry of Human Resources and Social Security, the shortage of domestic servants ranks among the top on the list all year round.
In fact, the "most scarce worker" is just a symptom, and what is really lacking in the development of the housekeeping market is the value recognition from the society. The housekeeping industry is intense and long, and it is even considered to be "serving people", and there is widespread prejudice and discrimination against the housekeeping industry in society, and many people are unwilling and unable to endure this hardship.
In recent years, the market demand has been diversified, housekeeping services are no longer limited to traditional laundry, cooking and cleaning, family education, home care and other emerging services have been included in the scope of housekeeping services, confinement care, health care and other services are becoming more and more professional, many elderly housekeeping practitioners are quite unable to do this, even if the young people who have received professional training have mostly chosen other industries.
Under a variety of factors, the development of the housekeeping industry has not been able to jump out of the small, scattered and chaotic circle for many years, the relevant institutions are uneven, the quality of service and charging standards are separated, and the legitimate rights and interests of many housekeeping practitioners are often not guaranteed. Although various regions and departments have introduced many preferential policies and measures in recent years to promote the quality and upgrading of the housekeeping industry, the actual results are not satisfactory.
In response to these pain points in the housekeeping industry, the National Development and Reform Commission and other 6 departments recently jointly issued the "Guiding Opinions on Supporting and Guiding the Transformation and Development of the Employee System in the Housekeeping Service Industry", proposing to take the transformation of employee-based enterprises as an important direction for the future development of the housekeeping industry, aiming to improve the social identity of housekeeping employees and expand the supply of high-level housekeeping services by standardizing the development of the industry.
To reshape the development of the housekeeping industry with the transformation of the employee system, it should be said that the key to the development of the housekeeping service industry has been grasped. For a long time, the intermediary system and the employee system are the two forms of enterprise organization in the housekeeping industry, but in reality, the intermediary domestic service enterprises occupy a dominant position. After the implementation of the transformation of the employee system, the domestic service staff are dispatched to the employer's home service as employees of the domestic service company, and the company signs a labor contract with the domestic service personnel and pays "five insurances and one housing fund" for them, and the company and the domestic service personnel are labor relations, and the company is responsible for both the domestic service personnel and the employer.
Obviously, domestic enterprises will face higher operating costs after the transformation of the employee system, but the resulting transformation effect will continue to appear. From the perspective of the long-term development of the industry, after the transformation of the employee system, domestic service personnel will change from "flexible employment" to "stable employment", their practice will be more decent, and their professional identity and sense of belonging will be further improved. With the significant increase in the stickiness of the industry, it will attract multi-level personnel, including young people, to join the domestic service industry, which will help improve the quality of domestic service and promote the sustainable development of the industry.
Promoting the transformation of the employee system is the first step towards the standardized development of the domestic service industry. Through the transformation of the employee system, the number and proportion of employees in housekeeping enterprises can be continuously improved, making it possible for the standardization and professionalism of the housekeeping industry, which is also an important direction for the high-quality development of the housekeeping industry. Not only that, the accelerated development of the housekeeping industry in the future also needs to work innovation. For example, it is necessary to be good at breaking the supply model of traditional housekeeping services, reversing the inertia of industry development, and actively building a characteristic housekeeping service brand. Another example is to accelerate the integrated development of employee-based housekeeping services, combine the requirements of embedded community construction, integrate with community meal assistance for the elderly, age-appropriate transformation, life services, commercial services and other formats, and continuously extend the boundaries of services.
It should be pointed out that the housekeeping service industry is an industry with a high degree of marketization, in the process of promoting the transformation of the staff system of housekeeping enterprises, it is necessary to adhere to the principle of market-led and first-class guidance, respect and comply with the law of industry development, not only give full play to the decisive role of the market in the allocation of resources, stimulate the motivation of enterprises to participate in the transformation, but also actively play a good guiding role, improve the implementation of relevant preferential policies, and reduce the transformation costs and risks of enterprises. In practice, in accordance with the principles of voluntary participation, compliance with laws and regulations, and self-risk, domestic enterprises should be encouraged to carry out the transformation of the employee system according to local conditions, so as to ensure that the development of the industry is standardized and orderly, and the risks of enterprises are safe and controllable, so that it is no longer difficult to "find a good aunt". (Author: Gu Yang **Economy**).