Industry must improve without skilled workers

With China's economy growing at an unprecedented pace, the rate at which technology evolves and gets replaced is accelerating. This rapid change has made it essential for companies to have a skilled workforce that can adapt and keep up with new advancements. As a result, our company must rethink its approach, prioritize vocational education, and address the long-term shortage of skilled labor. Germany has long been recognized for its high-quality products, largely due to its highly trained technical workforce. The country fosters a culture that values craftsmanship and respects skilled workers. Many successful politicians and entrepreneurs in Germany began their careers as craftsmen, and the average income of German technicians often exceeds the national average. This respect for skilled labor is one of the key reasons why “Made in Germany” is synonymous with quality. In contrast, in our country, there is a strong societal preference for academic degrees over vocational training, leading to an imbalance in the education system. Over the past three decades, China’s textile industry has seen significant economic growth. However, this growth hasn’t necessarily translated into higher employment rates, a challenge faced across the sector. Today, many enterprises in coastal regions are leveraging advanced technologies and automation to boost productivity and raise the skill level of their workforce. These companies have moved beyond traditional manual workshops and entered a phase of rapid expansion. Yet, despite these efforts, they still face a severe shortage of skilled workers. Meanwhile, many training centers—once vital for developing technical expertise—have closed down. For example, technical schools in Hunan, Changde, and Yuansha were shut down in the 1980s and 1990s, contributing to the current skills gap. Since the new century, domestic textile companies have shifted toward high-tech, automated, and intelligent production. This shift demands more skilled workers who can handle complex machinery and understand advanced processes. Take a Beijing-based sweater company, for instance. Their pattern-makers not only use computers but also possess in-depth knowledge of knitting techniques and yarn quality. According to the company’s general manager, key positions in the pattern-printing department are filled by experienced and well-trained workers, whose salaries exceed those of white-collar employees, yet their social status remains low. In Heilongjiang Province’s Langxi County, a major flax production hub, skilled workers are in high demand. Their expertise significantly improves productivity and research capabilities. However, most local companies avoid investing in worker development, resulting in reactive and indirect R&D efforts. Such companies risk being outcompeted in the long run. Jiangsu Nantong Lianfa offers a compelling model. As a renowned yarn-dyeing company, its technical school combines theory with hands-on practice, taught by both experienced teachers and frontline technicians. The curriculum is practical and relevant, ensuring that the company’s technical standards and philosophy are effectively passed down from top to bottom. Investing in vocational education enhances worker quality, which in turn boosts productivity. Higher productivity allows companies to produce more and better goods, increasing profits. These profits then encourage further investment, creating a cycle of growth and expansion. For example, Qingdao Textile Machinery consistently invests in training institutions, exposing students to cutting-edge technologies and broadening their knowledge base. The success of the textile economy depends on high-quality labor that drives innovation and profitability. Companies must recognize this. Only a well-trained and motivated workforce can sustain long-term growth in the industry. We hope that in the near future, the world will take pride in “Made in China.”