At present, China's high-efficiency, high-reliability LED raw materials are almost all dependent on imports, and the core technology of high-grade epitaxial wafer production processes is controlled by people. In particular, upstream chip patent technologies are mostly controlled by foreign large manufacturers such as Japan and the United States. With the rise of LED patent war smoke, domestic companies are more aware of the importance of talent. However, with the rapid development of the LED industry is incompatible with the current domestic colleges and universities corresponding counterparts in the professional setting has just begun, LED talent can not be temporarily transported by the relevant institutions. If the talent shortage problem cannot be solved, the development of the LED industry will undoubtedly be constrained.
There are still many gaps between the industrial chain and the developed countries in the different stages of the industry chain, and the urgency for the talent needs is also different.
In recent years, the rapid development of China's LED industry has promoted the growth of China's LED high-end talent team, formed a group of high-end LED talents in key technologies and management, and basically supported the vigorous development of China's LED industry. Mr. Guan Jizheng, deputy director of the China Optics and Optoelectronics Industry Association and chairman of the LED Display Application Industry Association, said in an interview that on the whole, China and developed countries still have a large gap in terms of talents.
Lin Yuetao, general manager of Skyworth Optoelectronics, said that at present, China's LED industry is relatively lack of high-end talent, and there is a large gap between the developed countries, resulting in most of the core technology is in the hands of Japan and the United States. On the one hand, because domestic investment in new technologies and new products is not as large as in developed countries, companies are eager to seek maximum benefits in the short term. On the other hand, China's LED industry has indeed grown too fast and senior professionals are naturally in short supply.
The LED high-end talents are divided into senior technical talents and senior management talents. As far as the actual situation of the LED industry in China is concerned, both types of talents are generally lacking. However, specific to the different links of the industrial chain, the urgency of the demand for talent is not exactly the same. Guan Jizhen pointed out that in the field of upstream epitaxial chips, the demand for high-end leader-type technical talents and talented people who master critical core technology and craftsmanship are very urgent. Especially in terms of chip R&D and key technical equipment, China’s talent resources are very high. Shortage, we must increase the intensity of training. In the field of packaging and applications, the lack of composite technology professionals, especially in the field of lighting applications is more prominent. Management talent is necessary for any industry and at any time.
Lin Yuetao stated that excellent management talents can provide good conditions and environment for technical talents, and outstanding technical talents can provide strong support for the development strategies and strategies of management talents. With both hands, both hands must be hard.
The way to develop talents is to start from the grass roots and start from the basics. We will focus on the training of talents by enterprises and give consideration to the introduction of high-end talents.
It is understood that in recent years Japan, South Korea, Europe and the United States and other countries to use special funds to support the development of their own LED industry, various industries, institutions of higher learning and companies to carry out professional LED training, for the industry's development has provided a steady stream of reserve forces. At present, China's specific plans in this area have yet to be introduced, and many companies have begun to explore the path of talent cultivation.
However, for enterprises, the funds and energy are limited. How can we find the balance between training and introducing high-end talent? Lin Yuetao said that the best training method is to start from the grassroots level and start from the basics. The company will focus on training the talents of its own, taking into account the introduction of high-end talents to achieve a positive interaction between the two, in order to enhance the company's core competitiveness.
The general manager of Fujian Fushun Electronics Co., Ltd. Yang Weiyi introduced experience, in the cultivation of high-end technical personnel, through the establishment of postdoctoral scientific research workstations to introduce LED professional doctoral station to carry out research and development work, and to further train the corresponding technical personnel to improve the construction of various echelon technical team At the same time, we must also actively carry out scientific research cooperation with universities, research institutes and do a good job of technical reserves. In the training of senior management personnel, on the one hand, it is necessary to strengthen cooperation with various training institutions and continuously improve the management level of the company’s management personnel; on the one hand, it is necessary to strengthen cooperation with universities and introduce talented people to the company as reserve cadres for practical training. In line with the needs of business development.
Retaining talented people is also learning to retain people is to retain people's hearts, and now the community is not only value the material.
Digging angles and lack of people are not new topics in the LED industry circle that is currently “paying moneyâ€. Many companies with capital backing and just getting involved in the LED industry are eager to quickly establish an “airdrop†that can immediately make achievements. "Elite team. Therefore, it is also a science to retain LED high-end talents after training or introduction. Only Nanhai District Government of Foshan City will invest 2 billion yuan to support LED personnel training within 5 years. However, apart from the hard environment such as treatment and welfare, there is also a soft environment that sustains people.
Lin Yuetao said that if you are at peace, you will be in a good position. Keeping people is to keep people's hearts. Nowadays, people in society not only value the material aspects but also value the spiritual aspects. Therefore, retaining high-end talent must be considered in various ways.
Yang Weiyi told reporters that, first of all, the high-end talents that companies should introduce should not only look at highly educated people, but should also consider whether the applicant’s ability can reach the company’s actual application needs. The most important thing is whether the company can develop together with the company for a long time; For the newly introduced high-end talents, we must provide corresponding jobs, allocate appropriate equipment, personnel, and environment so that the professional skills of the talented people can be fully utilized. Finally, we should also allow “guarantees to retain people, treat people, and affect Keeping people's concept of keeping people deeply rooted in the enterprise.
With the maturity of the LED industry and the development of the industry, the status of the LED industry will be greatly improved. In the future, China's LED talent development prospects are good, and the local talent team will rapidly grow to become the main force for the development of China's LED industry.
Expert opinion Guan Jizhen, vice chairman of the China Optics and Optoelectronics Industry Association, "Needs strategic deployment for the cultivation of technical talents, and we must strengthen our talent base."
The development of the industry depends on many factors such as the industrial environment, technological basis, and market demand. Talent is of course a very important factor, but it is not a decisive factor. Leading talents, core teams, etc., have to play a role and cannot be separated from environmental conditions. Establishing a sound development environment, adopting sound industrial policies, and guiding the development of industrial health standards are important basic tasks for nurturing high-end talents.
From the strategic point of view, the training of technical talents requires strategic deployment. It is necessary to strengthen the construction of talent bases so as to create the environment and mechanisms for leading technical talents to emerge.
What needs to be emphasized is that the contingent of talents should be constantly constructed and formed in the course of technological development and market growth, so the talent problem cannot be completely resolved in the short term. Strengthening technical training and technical exchanges and standardizing the flow of talents are all positive measures.
The general manager of Fujian Fushun Electronics Co., Ltd. Yang Weiyi "uses the 'magnifying glass' to see the merits of the employees, so that the existing staff of the company can do their best to use their talents."
From the perspective of enterprises, let all kinds of talents be qualified for their respective jobs, meet the needs of production and development of enterprises, and promote the sustainable development of enterprises. This is the goal of cultivating talents and introducing high-end talents. From the individual level, it is the goal of self-development to constantly improve one's own ability, create a good space for personal career development, and achieve a win-win situation for both corporate development and personal development.
So how can companies master the balance between these two levels in the process of development? First of all, we should use “magnifying glass†to look at the advantages of employees and enable existing employees to use their talents to make full use of their talents. Secondly, to introduce high-end talents with the same direction as the company’s development under the conditions allowed by the company’s funds, and finally make technical reserves; Enhance the training of the company's employees, and fully implement a tailor-made "training mode for mentoring," so that the professional skills of employees continue to increase. At the same time, it provides employees with as many career development platforms as possible to combine personal development with corporate development.
There are still many gaps between the industrial chain and the developed countries in the different stages of the industry chain, and the urgency for the talent needs is also different.
In recent years, the rapid development of China's LED industry has promoted the growth of China's LED high-end talent team, formed a group of high-end LED talents in key technologies and management, and basically supported the vigorous development of China's LED industry. Mr. Guan Jizheng, deputy director of the China Optics and Optoelectronics Industry Association and chairman of the LED Display Application Industry Association, said in an interview that on the whole, China and developed countries still have a large gap in terms of talents.
Lin Yuetao, general manager of Skyworth Optoelectronics, said that at present, China's LED industry is relatively lack of high-end talent, and there is a large gap between the developed countries, resulting in most of the core technology is in the hands of Japan and the United States. On the one hand, because domestic investment in new technologies and new products is not as large as in developed countries, companies are eager to seek maximum benefits in the short term. On the other hand, China's LED industry has indeed grown too fast and senior professionals are naturally in short supply.
The LED high-end talents are divided into senior technical talents and senior management talents. As far as the actual situation of the LED industry in China is concerned, both types of talents are generally lacking. However, specific to the different links of the industrial chain, the urgency of the demand for talent is not exactly the same. Guan Jizhen pointed out that in the field of upstream epitaxial chips, the demand for high-end leader-type technical talents and talented people who master critical core technology and craftsmanship are very urgent. Especially in terms of chip R&D and key technical equipment, China’s talent resources are very high. Shortage, we must increase the intensity of training. In the field of packaging and applications, the lack of composite technology professionals, especially in the field of lighting applications is more prominent. Management talent is necessary for any industry and at any time.
Lin Yuetao stated that excellent management talents can provide good conditions and environment for technical talents, and outstanding technical talents can provide strong support for the development strategies and strategies of management talents. With both hands, both hands must be hard.
The way to develop talents is to start from the grass roots and start from the basics. We will focus on the training of talents by enterprises and give consideration to the introduction of high-end talents.
It is understood that in recent years Japan, South Korea, Europe and the United States and other countries to use special funds to support the development of their own LED industry, various industries, institutions of higher learning and companies to carry out professional LED training, for the industry's development has provided a steady stream of reserve forces. At present, China's specific plans in this area have yet to be introduced, and many companies have begun to explore the path of talent cultivation.
However, for enterprises, the funds and energy are limited. How can we find the balance between training and introducing high-end talent? Lin Yuetao said that the best training method is to start from the grassroots level and start from the basics. The company will focus on training the talents of its own, taking into account the introduction of high-end talents to achieve a positive interaction between the two, in order to enhance the company's core competitiveness.
The general manager of Fujian Fushun Electronics Co., Ltd. Yang Weiyi introduced experience, in the cultivation of high-end technical personnel, through the establishment of postdoctoral scientific research workstations to introduce LED professional doctoral station to carry out research and development work, and to further train the corresponding technical personnel to improve the construction of various echelon technical team At the same time, we must also actively carry out scientific research cooperation with universities, research institutes and do a good job of technical reserves. In the training of senior management personnel, on the one hand, it is necessary to strengthen cooperation with various training institutions and continuously improve the management level of the company’s management personnel; on the one hand, it is necessary to strengthen cooperation with universities and introduce talented people to the company as reserve cadres for practical training. In line with the needs of business development.
Retaining talented people is also learning to retain people is to retain people's hearts, and now the community is not only value the material.
Digging angles and lack of people are not new topics in the LED industry circle that is currently “paying moneyâ€. Many companies with capital backing and just getting involved in the LED industry are eager to quickly establish an “airdrop†that can immediately make achievements. "Elite team. Therefore, it is also a science to retain LED high-end talents after training or introduction. Only Nanhai District Government of Foshan City will invest 2 billion yuan to support LED personnel training within 5 years. However, apart from the hard environment such as treatment and welfare, there is also a soft environment that sustains people.
Lin Yuetao said that if you are at peace, you will be in a good position. Keeping people is to keep people's hearts. Nowadays, people in society not only value the material aspects but also value the spiritual aspects. Therefore, retaining high-end talent must be considered in various ways.
Yang Weiyi told reporters that, first of all, the high-end talents that companies should introduce should not only look at highly educated people, but should also consider whether the applicant’s ability can reach the company’s actual application needs. The most important thing is whether the company can develop together with the company for a long time; For the newly introduced high-end talents, we must provide corresponding jobs, allocate appropriate equipment, personnel, and environment so that the professional skills of the talented people can be fully utilized. Finally, we should also allow “guarantees to retain people, treat people, and affect Keeping people's concept of keeping people deeply rooted in the enterprise.
With the maturity of the LED industry and the development of the industry, the status of the LED industry will be greatly improved. In the future, China's LED talent development prospects are good, and the local talent team will rapidly grow to become the main force for the development of China's LED industry.
Expert opinion Guan Jizhen, vice chairman of the China Optics and Optoelectronics Industry Association, "Needs strategic deployment for the cultivation of technical talents, and we must strengthen our talent base."
The development of the industry depends on many factors such as the industrial environment, technological basis, and market demand. Talent is of course a very important factor, but it is not a decisive factor. Leading talents, core teams, etc., have to play a role and cannot be separated from environmental conditions. Establishing a sound development environment, adopting sound industrial policies, and guiding the development of industrial health standards are important basic tasks for nurturing high-end talents.
From the strategic point of view, the training of technical talents requires strategic deployment. It is necessary to strengthen the construction of talent bases so as to create the environment and mechanisms for leading technical talents to emerge.
What needs to be emphasized is that the contingent of talents should be constantly constructed and formed in the course of technological development and market growth, so the talent problem cannot be completely resolved in the short term. Strengthening technical training and technical exchanges and standardizing the flow of talents are all positive measures.
The general manager of Fujian Fushun Electronics Co., Ltd. Yang Weiyi "uses the 'magnifying glass' to see the merits of the employees, so that the existing staff of the company can do their best to use their talents."
From the perspective of enterprises, let all kinds of talents be qualified for their respective jobs, meet the needs of production and development of enterprises, and promote the sustainable development of enterprises. This is the goal of cultivating talents and introducing high-end talents. From the individual level, it is the goal of self-development to constantly improve one's own ability, create a good space for personal career development, and achieve a win-win situation for both corporate development and personal development.
So how can companies master the balance between these two levels in the process of development? First of all, we should use “magnifying glass†to look at the advantages of employees and enable existing employees to use their talents to make full use of their talents. Secondly, to introduce high-end talents with the same direction as the company’s development under the conditions allowed by the company’s funds, and finally make technical reserves; Enhance the training of the company's employees, and fully implement a tailor-made "training mode for mentoring," so that the professional skills of employees continue to increase. At the same time, it provides employees with as many career development platforms as possible to combine personal development with corporate development.
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