[Source: "High-tech LED-lighting market" August issue]
It is difficult for LED industry talents to plague all enterprises. The phenomenon of digging people between enterprises is increasing, which makes the LED industry talents costly. According to the statistics of the headhunting, the average salary of professional managers has increased by 20%-50% every time, but their professional skills have not been improved accordingly, which makes many LED entrepreneurs helpless. Many scholars also blame the hardship of enterprise talents on the uneven development of domestic industrial structure. It is necessary for the government and enterprises to work together to solve the problem of difficult enterprise talents in the future.
Talent is hard to find trouble
LED lighting industry through the first two years of blowout, LED annual output value increased rapidly, coupled with the guidance of the government and media public opinion, elites from all walks of life are flooding into this sunrise industry, making the LED industry face overcapacity, followed by industry reshuffle already started. The cost of staff is getting higher and higher, and it is difficult for enterprises to recruit high-end talents and recruit workers.
Ai Zhihua, chairman of Dongguan Caiku Enterprise Management Consulting Co., Ltd. (referred to as: Caiku Headhunting), told reporters that “currently, the top management of LED industry has an annual salary of more than 100,000, and the average salary increase in the industry has reached 20%-50%. However, its professional skills have not been improved accordingly. This has made many LED practitioners feel that they are not afraid of finding a job, and they are too low-paying mentality, which makes LED entrepreneurs very helpless."
Ai Zhihua said: "At present, most LED lighting companies dig talents from traditional lighting companies, but there are differences between traditional lighting and LED lighting. LED lighting is not comparable to traditional lighting in terms of capital investment or competitive pressure. The company has invited some people who do not understand LED lighting to come to the market."
The phenomenon of digging people between LED companies is becoming more and more common. Many LED entrepreneurs in the industry have told reporters that foreign talents have a good idea, but they will face many difficulties in actual operation. Many project companies are tossing and investing hugely. Can't see the effect.
Many domestic business owners blame the LED industry for being too scarce. At present, there are too many LED companies in China, and the total number of small and small enterprises is nearly 10,000. The scarce talents in the industry are owned by large enterprises, and the remaining small and medium-sized enterprises either cultivate their own talents or It is only possible to dig people from the outside. It takes a lot of time to train talents. Many LED business owners choose to dig people directly from the outside. As a result, the talents in the LED industry are becoming more and more expensive, which has caused many entrepreneurs to worry.
Ai Zhihua said: "Of course, there are cases where the high-end talents in the industry are suffering. Because the LED industry is too hot, many capitals that don't understand LED enter the LED industry. The boss's urgent attack is close to profit, leading to excellent talents going to the enterprise. It is difficult to adapt and its value is greatly reduced."
In addition to the shortage of high-end talents in the industry, it is also a big problem that the LED development structure planning is unreasonable. The most important thing is that the lack of relevant facilities in the industrial planning can not attract high-end talents. In particular, high-end talents in the central and western regions are scarce. On the one hand, enterprises cannot recruit suitable talents. On the other hand, the technology and consultation in the central and western regions are not developed in Guangzhou and Shenzhen. So many companies have moved their headquarters to Guangdong Province. QQ Volume One Lighting moved the headquarters to Huizhou, Sichuan Xinli Light Source Co., Ltd. moved its headquarters to Shenzhen and so on.
Yu Jing, assistant to the president of Xinli Light Source, told reporters that “in the Midwest, although enterprises have cost advantages, the enterprises have obtained less consultations and related industries are backward, so most LED companies choose to migrate to developed areas such as Guangdong Provinceâ€.
The park structure cannot attract talents
In the 30 years of China's reform and opening up, economic achievements have attracted worldwide attention, but the economic development structure is different. Guangdong Province is at the forefront of reform and opening up. Its economic structure is much better than other provinces, and its industrial clusters are relatively complete. Wei Dazhi, director of the Industrial Economics Research Center of Shenzhen University, said: "A good modern industrial cluster should be an industrial agglomeration formed by specialized industrial agglomeration and industrial chain extension, including supporting industries such as logistics. High technology content."
At present, there are problems in the industrialization clusters in several major industrial regions in China. Wei Dazhi said: "In Shenzhen, for example, several current parks, including Shenzhen High-tech Zone, Tian'an Digital City, and International Student Industrial Park, have similar problems. First, the degree of specialization is not high. For example, the high-tech zone is a new material park, or a new energy park, an electronic industrial park, and many industries are mixed together. Second, there is no combination of urban areas, communities, and parks. No one at night, no place to eat at noon. Third, the problem of low carbon cycle, the ecological environment has been greatly damaged."
Even so, the choice of many high-end talents must be Guangzhou and Shenzhen. Other inland industrial areas can not attract high-end talents, mainly because many enterprises have set up factories in the Midwest. However, most of the enterprises in the past have been manufacturing and production. They are all general workers. These general workers rarely consider future development issues, and earning a living is the first.
Although there are many high-tech companies in the industrial park, the demand for industrial workers in these enterprises still exceeds that of high-end talents.
Although the industrial park environment is good, in addition to the natural environment, such as life support, cultural experience and value pursuit, there is still a big gap with Guangdong Province, so it can not attract high-end talents, which is why compared with the four major cities in China, In Beijing, Shanghai, Guangzhou, and other parts of Shenzhen, there are reasons for the difficulty in recruiting high-end talents and the inability to retain talents.
It is difficult for LED industry talents to plague all enterprises. The phenomenon of digging people between enterprises is increasing, which makes the LED industry talents costly. According to the statistics of the headhunting, the average salary of professional managers has increased by 20%-50% every time, but their professional skills have not been improved accordingly, which makes many LED entrepreneurs helpless. Many scholars also blame the hardship of enterprise talents on the uneven development of domestic industrial structure. It is necessary for the government and enterprises to work together to solve the problem of difficult enterprise talents in the future.
Talent is hard to find trouble
LED lighting industry through the first two years of blowout, LED annual output value increased rapidly, coupled with the guidance of the government and media public opinion, elites from all walks of life are flooding into this sunrise industry, making the LED industry face overcapacity, followed by industry reshuffle already started. The cost of staff is getting higher and higher, and it is difficult for enterprises to recruit high-end talents and recruit workers.
Ai Zhihua, chairman of Dongguan Caiku Enterprise Management Consulting Co., Ltd. (referred to as: Caiku Headhunting), told reporters that “currently, the top management of LED industry has an annual salary of more than 100,000, and the average salary increase in the industry has reached 20%-50%. However, its professional skills have not been improved accordingly. This has made many LED practitioners feel that they are not afraid of finding a job, and they are too low-paying mentality, which makes LED entrepreneurs very helpless."
Ai Zhihua said: "At present, most LED lighting companies dig talents from traditional lighting companies, but there are differences between traditional lighting and LED lighting. LED lighting is not comparable to traditional lighting in terms of capital investment or competitive pressure. The company has invited some people who do not understand LED lighting to come to the market."
The phenomenon of digging people between LED companies is becoming more and more common. Many LED entrepreneurs in the industry have told reporters that foreign talents have a good idea, but they will face many difficulties in actual operation. Many project companies are tossing and investing hugely. Can't see the effect.
Many domestic business owners blame the LED industry for being too scarce. At present, there are too many LED companies in China, and the total number of small and small enterprises is nearly 10,000. The scarce talents in the industry are owned by large enterprises, and the remaining small and medium-sized enterprises either cultivate their own talents or It is only possible to dig people from the outside. It takes a lot of time to train talents. Many LED business owners choose to dig people directly from the outside. As a result, the talents in the LED industry are becoming more and more expensive, which has caused many entrepreneurs to worry.
Ai Zhihua said: "Of course, there are cases where the high-end talents in the industry are suffering. Because the LED industry is too hot, many capitals that don't understand LED enter the LED industry. The boss's urgent attack is close to profit, leading to excellent talents going to the enterprise. It is difficult to adapt and its value is greatly reduced."
In addition to the shortage of high-end talents in the industry, it is also a big problem that the LED development structure planning is unreasonable. The most important thing is that the lack of relevant facilities in the industrial planning can not attract high-end talents. In particular, high-end talents in the central and western regions are scarce. On the one hand, enterprises cannot recruit suitable talents. On the other hand, the technology and consultation in the central and western regions are not developed in Guangzhou and Shenzhen. So many companies have moved their headquarters to Guangdong Province. QQ Volume One Lighting moved the headquarters to Huizhou, Sichuan Xinli Light Source Co., Ltd. moved its headquarters to Shenzhen and so on.
Yu Jing, assistant to the president of Xinli Light Source, told reporters that “in the Midwest, although enterprises have cost advantages, the enterprises have obtained less consultations and related industries are backward, so most LED companies choose to migrate to developed areas such as Guangdong Provinceâ€.
The park structure cannot attract talents
In the 30 years of China's reform and opening up, economic achievements have attracted worldwide attention, but the economic development structure is different. Guangdong Province is at the forefront of reform and opening up. Its economic structure is much better than other provinces, and its industrial clusters are relatively complete. Wei Dazhi, director of the Industrial Economics Research Center of Shenzhen University, said: "A good modern industrial cluster should be an industrial agglomeration formed by specialized industrial agglomeration and industrial chain extension, including supporting industries such as logistics. High technology content."
At present, there are problems in the industrialization clusters in several major industrial regions in China. Wei Dazhi said: "In Shenzhen, for example, several current parks, including Shenzhen High-tech Zone, Tian'an Digital City, and International Student Industrial Park, have similar problems. First, the degree of specialization is not high. For example, the high-tech zone is a new material park, or a new energy park, an electronic industrial park, and many industries are mixed together. Second, there is no combination of urban areas, communities, and parks. No one at night, no place to eat at noon. Third, the problem of low carbon cycle, the ecological environment has been greatly damaged."
Even so, the choice of many high-end talents must be Guangzhou and Shenzhen. Other inland industrial areas can not attract high-end talents, mainly because many enterprises have set up factories in the Midwest. However, most of the enterprises in the past have been manufacturing and production. They are all general workers. These general workers rarely consider future development issues, and earning a living is the first.
Although there are many high-tech companies in the industrial park, the demand for industrial workers in these enterprises still exceeds that of high-end talents.
Although the industrial park environment is good, in addition to the natural environment, such as life support, cultural experience and value pursuit, there is still a big gap with Guangdong Province, so it can not attract high-end talents, which is why compared with the four major cities in China, In Beijing, Shanghai, Guangzhou, and other parts of Shenzhen, there are reasons for the difficulty in recruiting high-end talents and the inability to retain talents.
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