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随着中国经济的发展以及80后新一轮生育高峰的到来，市场对高素质的专业母婴护理工作者需求越来越大。母婴产业俨然成为一个前景广阔且增长率极快的产业；

据我国第五次全国人口普查发布的统计公告显示，如今我国0-3岁婴幼儿共计7000万，且每年还有约2500万“新生儿”出生，而其中选择聘请专业月嫂来服务的客户占据新生儿家庭的10%左右，即每年全国需要“月嫂”的家庭大约在250万左右，同时这个数字还在以每年5%的速度递增，而如此庞大的需求，也造就了母婴护理行业发展的巨大市场前景；

不过与之对应，我国母婴护理行业的发展现状却不容乐观，在专业母婴护理人员/月嫂需求与日提升的时候，月嫂的报酬也逐步攀升，以场为例，一名没有经过专业培训的月嫂月工资都在6800元上下，且依然供不应求，但是与高收入不相符合的是月嫂人员综合素质的低；

据韵味妈妈母婴月嫂中心的抽样调查数据显示：在接受调查的1000名月嫂中，拥有专科学历的不足3%，更有45%的月嫂仅有小学水平，而其中接受过专业、系统的母婴护理培训的仅有1名；

另外，在月嫂公司内部以及雇主和月嫂之间也有诸多矛盾，例如：

1.因为公司管理不规范，许多月嫂公司是由家政公司转型而来，制度不完善，中介性质严重，导致月嫂和公司之间联系松散，公司对月嫂的约束力较低，一旦出现问题顾客很难通过公司找到月嫂；

2.对于顾客来说：因为公司约束力较低，许多月嫂为了个人利益挑单，或者服务意识薄弱，工作不认真，甚至发生虐待婴儿、盗窃雇主家庭财物等问题；

3.而对于月嫂来说，许多权益也没有保障，首先是劳动关系的从属问题：为了得到较大的收益，月嫂不和公司签订固定的劳动合同，从而保证自由，方便挑单，或者和客户“私签”，而这样一旦出现问题月嫂很难讨回相应的报酬；其次，“私签”也在无形中导致了母婴护理行业的混乱，致使月嫂抱怨工作太累却得不到相应的报酬；客户抱怨月嫂价格太高服务却很业余；而公司则抱怨人员流动太大，难以管理……；

With the development of China's economy and the arrival of a new round of birth peak after the 1980s, the market demands more and more high-quality professional maternal and infant care workers. The maternal and infant industry has become an industry with broad prospects and rapid growth rate. According to the statistical announcement released by the fifth national census of China, there are 70 million 0-3-year-old infants in China, and about 25 million "newborns" are born every year. Among them, the clients who choose to employ professional Yuesao account for about 10% of the newborn families, that is, every year the whole country needs Yuesao ”About 2.5 million families, and the number is increasing at the rate of 5% every year. Such a huge demand also creates a huge market prospect for the development of the maternal and infant care industry. However, the development status of China's maternal and infant care industry is not optimistic. When the demand and daily improvement of professional maternal and infant care personnel / sister-in-law are increasing, the remuneration of sister-in-law is also increasing For example, the monthly salary of an untrained monthly sister-in-law is around 6800 yuan, and the supply is still in short supply, but what is inconsistent with the high income is the low comprehensive quality of the monthly sister-in-law staff. According to the sampling survey data of Yuewei mother and baby monthly sister-in-law center, less than 3% of the 1000 monthly sister-in-law surveyed have professional education, and 45% of them only have primary school level In addition, there are many contradictions within Yuesao company and between employers and Yuesao. For example: 1. Many Yuesao companies come from the transformation of domestic companies due to the nonstandard management of the company, imperfect system and serious intermediary nature, which leads to loose connection between Yuesao and the company and the company's restriction on Yuesao The power is low, once there is a problem, it is difficult for customers to find Yuesao through the company; 2. For customers: because the company's binding force is low, many Yuesao pick the list for their own interests, or their service awareness is weak, their work is not serious, and even there are problems such as baby abuse, theft of employer's family property, etc.; 3. For Yuesao, many rights and interests are not guaranteed, first of all, labor relations Subordination problem: in order to get more benefits, Yuesao does not sign a fixed labor contract with the company, so as to ensure freedom, facilitate the single selection, or "privately sign" with customers, which makes it difficult for Yuesao to get back the corresponding remuneration in case of problems; secondly, the "privately signed" also leads to the confusion of the maternal and infant care industry, causing Yuesao to complain that the work is too tired but not get the corresponding remuneration Remuneration; customers complain that Yuesao's price is too high, but she is very amateur; while the company complains that the staff flow is too large, which is difficult to manage ;

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