Can LED industry executives' "shuffle" talent strategy succeed?

Readers who are diligent in understanding the industry's information will find that since the end of 2015, the industry giants including OSRAM, FSL, Guoxing, and Mu Lin Sen have been making frequent moves. Changes in executive personnel triggered a new wave of resignation. Senior decision makers also entered the stage of "blood exchange", with frequent changes in shareholders and directors. 2016 is the year of the local Party committee and government. Lighting industry does not seem to be idle. The source said that the personnel action of the lamp companies seems to have no signs of "stopping feet". For such frequent personnel adjustments, it is not just internal reform measures. The industry's analysis and evaluation are mixed, which is potentially invisible and inextricably linked to the current environment of the new economic normal. Leaving behind: the industry downturn caused the enterprises to be forced to "shuffle". The author, through consulting relevant information, from last year to the end of the year, the news of the wave of the lighting and lighting enterprises has been released one after another, and has been continuously disclosed, and triggered a round of hot debate. In July 14, 2014, Wu Zhengzhe and Wang Bingbing left the billion light group. Wu Zhengzhe formerly served as the general manager of the million light lighting department, Li Jiannan took over. Wang Bingbing's position was replaced by Su Huixian. In November 3, 2015, Qin Shang photoelectric issued a notice on the resignation of the Secretary of the board of directors and the new secretary of the board of directors, announcements that the board of directors received the written resignation report submitted by Mr. Duan Zhu, deputy general manager and Secretary of the board of directors of the company in November 3, 2015. Mr. Duan Zhu applied for resignation for personal reasons. Secretarial duties. After resigning from his duties as secretary of the board of directors, Mr. Duan Zhu will continue to serve as deputy general manager of the company. In December 2, 2015, Lin Wei, an independent director of sunshine lighting, presented a "naked speech" to the board of directors of the company. In December 29, 2015, Deng Chao Chuan, an independent director of distant photoelectric, resigned from his position as independent director and board member. A few days ago, Lin Xiaohui, deputy general manager and Secretary of the board of directors of Xiamen sun Zhao, submitted a written resignation report to the company's board of directors. On the first working day after the new year's Day holiday in 2016, Li Caifen and Huang Xiuqian, Wang Zhaoming, former deputy general manager of the ocean, took office. On April 25, 2016, the board of directors of Foshan star Au Optronics Co received the written resignation report of Ms. Wei Cuie, deputy general manager of the company. Ms. Wei Cuie applied for resignation from the company's deputy general manager for personal reasons. He will no longer hold any post as a company after his resignation. Reporters believe that such frequent personnel changes, is not simply a conventional sense of "change". After several years of low tide, large enterprises have changed personnel in order to replace the new weather. The greater possibility is to replace a leader with a new thinking, so that enterprises can add new vitality. In the continuous downward link of the economy, the top executives, who were once regarded as "beloved" by the enterprises, were mostly "sweet potatoes" because of declining performance and weak management. Being fired or resigning is a necessity. I have to think is that frequent exchange and shuffle, whether it can really give enterprises the opportunity to buffer, whether the fresh power injected will be "acclimatized". This can only take time to consider the vision and control ability of business decision makers. The fact is that behind the slightly impetuous personnel revolution, there are hidden crises in the road of enterprise development. The "embarrassing" workplace: the "fatalistic" industry of professional managers who make way for capital believes that Wu Zhengzhe's departure is due to the goal of the first stage of the strategy. Some people think that this is the "sad reminder" of professional managers, and also the "fatality" of professional people. They must obey the will of capital. Whether senior or senior executives, even because of their resignation, bring their "trusted" group naked speech. In a sense, it is an act of enterprise's reluctance, nor is it a resignation's willingness. From the initial stage, to the industry experience, to the top of the list, eventually leaving the service and cultivating enterprises for many years. The bitter taste of salt is only true to the taste of the parties. Under the new economic normality, the "craftsman spirit" is more reflected in professional managers. With the advent of the capital age, the strategic vision of big brands and big enterprises will gradually weaken with the strategy of "people". The author once wrote a report on the topic of how long it takes to go from professional managers to shareholders. As potential shareholders, the level of interest is more reflected in the individual's ability to work. For the personnel changes that have not been deep enough, the identity of professional managers is slightly embarrassed, or even some "sad reminder". In the capital market gradually occupy the future strategic heights of enterprises, this group of highly motivated and enthusiastic managers have to make way for capital and become capital captives. When someone withdraws, someone will enter. This is a social rule. For enterprises, the injection of fresh blood can revitalized enterprises. The industry is generally optimistic or wait-and-see for enterprises to constantly innovate. This is another embodiment of the actual combat strategy of the talent strategy. Most of the "newcomers" who enter the company appear in management, sales and financial positions. Seemingly sudden talent introduction and post adjustment are actually needed for enterprises. The author thinks that frequent and intensive personnel changes signifies that the lighting and lighting enterprises are on the "road" of implementing the talent mechanism strategy in the two major sections of the market and capital. This will boost the overall transformation and upgrading of enterprises and explore future development plans. "Kidnapping" is on the way: talent strategy or enterprise upgrading. In December 9, 2015, the board of directors of FSL received the resignation of 11 directors and supervisors, including Mr. Pan Jie, chairman of the board. After half a month, He Yong was elected chairman and legal person of the board of directors and vice chairman of Zhuang Chong Yi. In January 8, 2016, Yin Jianchun, chief financial officer of the company, resigned. In January 26, 2016, the board of directors of FSL appointed Liu Xingming as general manager, Wei Bin, Jie Qing, Jiao Zhigang, Chen Yu and Xu Xiaoping as deputy general managers, Lin Yihui as manager, Tang Qionglan as chief financial officer, and Huang Yufen as the representative of securities affairs. In August 10, 2016, Buddha passed the news of "exchange of blood" by senior executives. Zhang Yong and Zhang Xuequan resigned and became executive posts. In September 9, 2016, Liu Ren, director of the board of directors, formally resigned and did not work in the company. The "shock" of Buddha's continuous "vigorous" high-rise was once regarded as the "eventful autumn" of Buddha by the industry. In September 12, 2016, Mr. Mu Lin Sen nominated Mr. Sun Qinghuan, Guo Nianzu, Yi Yanan and Zheng Mingbo as candidates for the third independent directors of the board of directors. Tang Guoqing, Zhang Hong and Chen Guoyao were independent directors of the board of directors. Coupled with the "retreat" of GE, there has been a great stir in the industry. The continuous fermentation of GE is forced to change the strategy of enterprises, which involves the helpless transformation of personnel. In September 18, 2016, Dr. Shao Jiaping, who was in the prime of life, joined OSRAM to become the head of general lighting sales in Greater China. A day later, OSRAM appointed MichaelFlieger, the financial veteran, CFO (chief financial officer) in the Americas. The reporter noted that Dr. Shao Jiaping, a graduate of OSRAM, graduated from Tsinghua University and received a Ph. D. in physics electronics and optoelectronics. He has been committed to promoting the development of LED industry and has 17 years of experience in LED industry. CFO, MichaelFlieger, is 42 years old. In the past 14 years, Flieger has held multiple leadership positions in OSRAM, including Indonesia's chief financial officer and chief executive officer. Recently, he is the chief audit officer of OSRAM's headquarters. In the eyes of the outside world, FSL, wood, OSRAM and three industry representatives extended to last year's personnel "earthquake", which is a mirror. This is a necessity in the course of enterprise development. It is the need for mature benchmarking enterprises to implement capital strategy and open up the "grand territory" environment. It is the social mission of big brands to carry out the leading role of the industry. Can LED industry executives' "shuffle" talent strategy succeed? Under the new normal economic situation, enterprises have to face the throes of reform. The "blood exchange" of talents may push the new round of strategic development of enterprises, and whether the road of comprehensive upgrading will be paved on the basis of talent mechanism. The industry will wait and see. The best way to lose weight: the family model structure was gradually noticed by the reporters "marginalized". Another announcement was made by Abison, May 7th. It was announced that Ding Yanhui had resigned from his post as general manager and remained chairman of the company. Meanwhile, Ding Yanhui nominated Li Haitao, the director of the new general manager, to nominate candidates. Ding Zong resigned from the position of general manager, and began the transformation from Chairman to general manager to independent shunt. It is foreseeable that in the future development, family management of pure fragmentation will gradually be marginalized. The chairman and the general manager are the two most important roles in modern companies. The combination of two duties is conducive to improving the business efficiency of enterprises, and helping enterprises adapt to the changing market environment, and also helps to improve the business performance of enterprises. However, the company has developed to a certain extent, and it has an advantage in separating the functions of the chairman and the general manager. It can avoid concentrating power on one person and evade the one-sided nature of "one word and speech" to enterprise decision-making, so that enterprises can put on a heavy "shackle". From the news of equity adjustment issued by JINDA lighting, Jin Dali diagram gradually realized the transformation of Founder + professional manager through capital transformation. There are various signs that the pure family management model that prevailed in the past will gradually fade away with the oppression of the new situation. Husband and wife company, father and son company, brother company, and band company. With the advance of reform, the "imperial relatives" are no longer "stacked" in the high-level decision-making level of enterprises, which is the inevitable result of the process of "reducing weight" and reducing burdens. It is unquestionable that the retreat of family pattern brings the most direct benefits. The important position of "new innovation" is closely linked to thinking and capital. The stubborn disease of "rotten wood can not be carved" is expected to be diagnosed and treated. The author predicts that in the next five years, pure family businesses will disappear completely. As for the final outcome, the current diversion situation of lighting industry is still "foggy." with the fog dispersed, after another round of new integration, the future of "family" will certainly be around the corner. Summary: personnel transformation is a topic that enterprises must face. The dialectical relationship between entering and leaving is the product of the progress of the times and the change of history. This article quotes some friends' information and thanks here. This article is purely personal view of the author and does not have any positive or negative impact on the development of the industry. This newspaper will continue to focus on the industry's personnel dynamics and continue to follow up the reports.