[Source: LED Engineering magazine's "LED lighting channel" 2013 the third period (total of 39) reporter / He Xingling]
Before the reporter met at Chengdu LED Exhibition, Mr. Feng Zuhuai, Marketing Director of Keyin Lighting, he served as the manager of Otlan Lighting Region, the director of nature lighting sales, the director of Shuangshi Lighting Marketing, and the reporter once again found him after the Spring Festival. He has become the marketing director of Huayin Lighting. In the tube, the flow of talent in the LED industry can be described as very fast.
Director Feng said that the company was changed several times in order to find a better platform. Many enterprises are faced with such a situation. They are already very talented, and the existing talent resources are in danger of being lost and being squandered.
A deputy general manager of a certain LED company in Chengdu told reporters that after the company's marketing directors, technical engineers, and designers have all changed jobs, or they have been dug up by other companies. Due to the loss of talent, the business situation of the company has been affected.
Reason for talent scarcity
A manager of a corporate personnel department in Chengdu told reporters that there are three main reasons for the scarcity of talent in the LED industry:
First of all, the LED industry has developed rapidly in recent years, and companies have no time to train new talents. With the increasing support of policies and government subsidies, the LED industry has experienced explosive growth. Although there are more people, there are very few “talentsâ€. New enterprises that are too late to train talents can only “dig the wall†from other companies with high salaries. In the final analysis, talent is still the original part of the talent, just replaced the company and location.
Second, there is a lack of basic education for LEDs. Incompatible with the high-speed development of the LED industry, the corresponding counterparts in domestic colleges and universities have just started, and LED talents cannot be trained in batches by institutions. There is no foundation for industry talent education, and talent construction has not been improved in the later period. This led to a congenital deficiency in the cultivation of talents, and in the later period there was a deformed development. If the talent shortage problem cannot be solved, the development of the LED industry will undoubtedly be restricted.
In addition, traditional enterprises blindly transform and lack the training system for LED talents. The LED industry belongs to a fast-growing industry with good market prospects. Many companies have transformed or entered the LED industry, but these companies don't know LEDs and don't know where LED customers are, so they have to find them in the easiest way. Customer resources, see where to get rich and where to get involved. Such enterprises often do not pay attention to the cultivation of talents, nor have they thought about any breakthroughs in the technical level. These practices are difficult to fundamentally promote the development of the industry.
What kind of talent is missing
A salesperson who lacks technical skills. Yin Sichao, a sales engineer at Maple Yongming, told reporters that the most lacking in the LED industry is the sales staff who understand technology. When sales people chat with customers, technology is something that has to be talked about. Nowadays, many salesmen in the industry can be ignorant of the technical aspects, including some employees who have been in the company for many years, and customers often ask them to be speechless.
The sales department is the core department of a company. A good salesman can bring huge profits to the company. If a company has an excellent sales team that understands technology, it is very beneficial to the development.
Lack of high-end talent in the LED industry. The overall development of the domestic LED industry is relatively lagging behind. One of the performances is the lack of high-end talent. Nowadays, the LED patent war has already started, and the lack of core technicians has become a bottleneck for the development of various enterprises.
At the same time, China's high-efficiency, high-reliability LED raw materials are almost all dependent on imports. The core technology of high-end epitaxial chip production process is subject to people, especially the upstream chip patent technology is mostly mastered by foreign major manufacturers. With the patenting of LED patents, domestic companies are more aware of the importance of talent. For LED companies to develop healthily and long-term, they must solve the problem of talent shortage.
Many mainland companies do not understand the actual situation, thinking that they will be put into production directly with equipment. After spending a lot of money to purchase equipment from the United States and Germany, it was discovered that there were a lack of knowledgeable and experienced personnel to debug and operate. These companies have to hire high-paying talents from Taiwan and South Korea to solve their immediate needs. This kind of situation is not uncommon.
The outlook is not optimistic
“Digging people†from peers is the most direct and effective way to acquire talent. However, such an approach is not conducive to the long-term development of the entire industry, nor can it solve the problem fundamentally. There are not many talents in the LED industry, and each enterprise has a vicious circle of people. Although there are people who have received talents for a while, there is no benefit to breakthrough research in technology.
It is understood that in recent years, Japan, South Korea, Europe and the United States and other places in order to support the development of the domestic LED industry, the use of special funds to support various industry institutions, universities and enterprises to carry out LED professional and technical training, providing a continuous reserve force for the development of the industry.
In stark contrast, China's LED industry is weak in capital, large in talent flow, and insufficient in reserve strength. The reporter recently surveyed the loss of the salesman of Chengdu Huihuang Lighting City and Dongheng International Lighting City. The results show that the salesmen of the terminal dealers shop should replace one or two every four months, rarely adhere to one year. The above salesman.
In this regard, Hua Zu Lighting Feng Zuhuai told reporters that more than 90% of sales staff are now at the bottom of the marketing industry. They generally have low income, no social security, no training, and naturally lead to high mobility.
Looking forward to 2013, due to the localization of many technologies (including MOCVD, sapphire equipment, etc.) in the upstream of LED, the process of the entire LED industry will be accelerated, and talents will be more scarce. The domestic LED industry will continue to face the pain of lack of talents. The combination of short-term and long-term goals combines introduction and self-cultivation to alleviate the hunger and thirst of enterprises in the near future.
Before the reporter met at Chengdu LED Exhibition, Mr. Feng Zuhuai, Marketing Director of Keyin Lighting, he served as the manager of Otlan Lighting Region, the director of nature lighting sales, the director of Shuangshi Lighting Marketing, and the reporter once again found him after the Spring Festival. He has become the marketing director of Huayin Lighting. In the tube, the flow of talent in the LED industry can be described as very fast.
Director Feng said that the company was changed several times in order to find a better platform. Many enterprises are faced with such a situation. They are already very talented, and the existing talent resources are in danger of being lost and being squandered.
A deputy general manager of a certain LED company in Chengdu told reporters that after the company's marketing directors, technical engineers, and designers have all changed jobs, or they have been dug up by other companies. Due to the loss of talent, the business situation of the company has been affected.
Reason for talent scarcity
A manager of a corporate personnel department in Chengdu told reporters that there are three main reasons for the scarcity of talent in the LED industry:
First of all, the LED industry has developed rapidly in recent years, and companies have no time to train new talents. With the increasing support of policies and government subsidies, the LED industry has experienced explosive growth. Although there are more people, there are very few “talentsâ€. New enterprises that are too late to train talents can only “dig the wall†from other companies with high salaries. In the final analysis, talent is still the original part of the talent, just replaced the company and location.
Second, there is a lack of basic education for LEDs. Incompatible with the high-speed development of the LED industry, the corresponding counterparts in domestic colleges and universities have just started, and LED talents cannot be trained in batches by institutions. There is no foundation for industry talent education, and talent construction has not been improved in the later period. This led to a congenital deficiency in the cultivation of talents, and in the later period there was a deformed development. If the talent shortage problem cannot be solved, the development of the LED industry will undoubtedly be restricted.
In addition, traditional enterprises blindly transform and lack the training system for LED talents. The LED industry belongs to a fast-growing industry with good market prospects. Many companies have transformed or entered the LED industry, but these companies don't know LEDs and don't know where LED customers are, so they have to find them in the easiest way. Customer resources, see where to get rich and where to get involved. Such enterprises often do not pay attention to the cultivation of talents, nor have they thought about any breakthroughs in the technical level. These practices are difficult to fundamentally promote the development of the industry.
What kind of talent is missing
A salesperson who lacks technical skills. Yin Sichao, a sales engineer at Maple Yongming, told reporters that the most lacking in the LED industry is the sales staff who understand technology. When sales people chat with customers, technology is something that has to be talked about. Nowadays, many salesmen in the industry can be ignorant of the technical aspects, including some employees who have been in the company for many years, and customers often ask them to be speechless.
The sales department is the core department of a company. A good salesman can bring huge profits to the company. If a company has an excellent sales team that understands technology, it is very beneficial to the development.
Lack of high-end talent in the LED industry. The overall development of the domestic LED industry is relatively lagging behind. One of the performances is the lack of high-end talent. Nowadays, the LED patent war has already started, and the lack of core technicians has become a bottleneck for the development of various enterprises.
At the same time, China's high-efficiency, high-reliability LED raw materials are almost all dependent on imports. The core technology of high-end epitaxial chip production process is subject to people, especially the upstream chip patent technology is mostly mastered by foreign major manufacturers. With the patenting of LED patents, domestic companies are more aware of the importance of talent. For LED companies to develop healthily and long-term, they must solve the problem of talent shortage.
Many mainland companies do not understand the actual situation, thinking that they will be put into production directly with equipment. After spending a lot of money to purchase equipment from the United States and Germany, it was discovered that there were a lack of knowledgeable and experienced personnel to debug and operate. These companies have to hire high-paying talents from Taiwan and South Korea to solve their immediate needs. This kind of situation is not uncommon.
The outlook is not optimistic
“Digging people†from peers is the most direct and effective way to acquire talent. However, such an approach is not conducive to the long-term development of the entire industry, nor can it solve the problem fundamentally. There are not many talents in the LED industry, and each enterprise has a vicious circle of people. Although there are people who have received talents for a while, there is no benefit to breakthrough research in technology.
It is understood that in recent years, Japan, South Korea, Europe and the United States and other places in order to support the development of the domestic LED industry, the use of special funds to support various industry institutions, universities and enterprises to carry out LED professional and technical training, providing a continuous reserve force for the development of the industry.
In stark contrast, China's LED industry is weak in capital, large in talent flow, and insufficient in reserve strength. The reporter recently surveyed the loss of the salesman of Chengdu Huihuang Lighting City and Dongheng International Lighting City. The results show that the salesmen of the terminal dealers shop should replace one or two every four months, rarely adhere to one year. The above salesman.
In this regard, Hua Zu Lighting Feng Zuhuai told reporters that more than 90% of sales staff are now at the bottom of the marketing industry. They generally have low income, no social security, no training, and naturally lead to high mobility.
Looking forward to 2013, due to the localization of many technologies (including MOCVD, sapphire equipment, etc.) in the upstream of LED, the process of the entire LED industry will be accelerated, and talents will be more scarce. The domestic LED industry will continue to face the pain of lack of talents. The combination of short-term and long-term goals combines introduction and self-cultivation to alleviate the hunger and thirst of enterprises in the near future.
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