[Text / high-tech LED Xiong Yuheng] Previously, the incident of Sanan Optoelectronics Dig Cornering Optoelectronics was in full swing in the entire LED industry. It is understood that Sanan Optoelectronics has dug more than 100 technical talents from Jingyuan Optoelectronics in four years. I also dig the team of the 10 people of Jingyuan Optoelectronics to take charge of the operation of Sanan Optoelectronics Xiamen subsidiary, and this has become the fuse for the major shareholder of Jingyuan Optoelectronics to request Sanan Optoelectronics to withdraw.
The so-called "good birds choose to live in the woods", so regardless of the incident, it is right and wrong. In fact, no matter what industry, the "borrowing" behavior is a normal flow of talent. Especially in the field of LED chips, Taiwanese companies are ahead of mainland companies in flip-chip, high-power chips and high-voltage chips, which has become a key battleground for talent competition.
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Best Employer Winners (from left to right): Igor, Smide, Jingyuan Optoelectronics
Some people have analyzed that in fact, the flow of talents is largely related to employers and the working environment. Many business owners and HR people have this wrong concept: as long as the wages are high enough and the benefits are good enough, they are the most Good employers, employee loyalty will increase. However, in the actual operation of the enterprise, the situation is not entirely the case.
“The fundamental reason for improving employee loyalty is not only the salary itself, but also the dignity that employees receive after getting a high salary. That is to say, employees can only have loyalty if they feel dignity in their work environment. "Small marketing director Zhang Luhua mentioned that the fair employment principle, good development vision, harmonious interpersonal relationship, and reasonable promotion space are very important for cultivating employees' loyalty and retaining talents.
“I think that to cultivate employee loyalty, we should first start with the definition of corporate culture. By creating a home atmosphere, we can enhance the enthusiasm of employees.†Igor Marketing Director Li Weixiong said that a reasonable training system enables new employees to quickly grasp Work skills, quickly integrate into the work environment; at the same time, promotion does not look at qualifications, positions are not based on seniority, the talents are reasonably arranged to the right position, creating the greatest value.
And it turns out that if employees can find their value at work, most employees don't even account for their salary and position in the company.
In terms of welfare benefits, both Zhang Luhua and Li Weixiong said that they need to provide a good living environment for employees, and that each department is equipped with monthly departmental funds, which can be used for departmental gatherings or organizing mountain climbing, sports, tourism, watching movies, etc. Activities, as well as networking between departments and departments.
For the flow of talent, Zhang Luhua believes that this is due to market competition and employee's own career planning. Smike has the confidence to deal with this problem. This confidence mainly comes from three points: 1. Smect's own competitiveness in the industry; 2. Perfect staff training and promotion mechanism; 3. Our intentions and differentiated assistance Every employee makes a career plan.
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