Can the big "shuffle" talent strategy of LED industry executives succeed?

Readers who are diligent in the information of the industry will find that from the end of 2015, the industry giants including OSRAM, FSL, Guo Xing optoelectronic, and wood Lin Sen, frequent "recruit". The change of executive personnel has caused a new round of "turnover". The senior decision level also enters the "change of blood" stage, and the replacement of shareholders and directors is frequent. In 2016, the local Party committee and the government changed its year. The lighting industry does not seem to be idle, the sources say that the personnel movements of the lamp enterprises seem to have no signs of "breaking the foot". For such frequent personnel adjustment, it is not only the internal reform measures of the enterprises. The analysis and evaluation of the industry is different, which is closely related to the environment of the new economy. "Pile up" the turnover: industry downturn caused enterprises to be forced to "shuffle" the author through access to relevant information, from the end of last year to the present, lighting lighting enterprises after a wave of Departure news, continuous disclosure, and triggered a round of hot discussion. In July 14, 2014, Wu Zhengzhe and Wang Bingbing left the group of billions of light. Wu Zhengzhe served as the general manager of the hundred million light lighting, and was taken over by Li Jiannan. The post of Wang Bingbing was taken over by Su Huixian. In November 3, 2015, the company issued a bulletin 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 a written resignation report submitted by Mr. Duan Zhu, the deputy general manager and Secretary of the board of directors in November 3, 2015. Mr. Duan Zhu applied for the company director for personal reasons. A secretarial position. After resigning as secretary of the board of directors, Mr. Duan Zhu will continue to serve as the deputy general manager of the company. In December 2, 2015, sunshine lighting independent director Lin Wei made a "nude speech" to the board of directors of the company. In December 29, 2015, remote optoelectronic independent director, Deng Chuan, resigned as an independent director, the board of directors and other posts, and no longer optoelectronic in the distance. In the past few days, Lin Xiaohui, the deputy general manager and Secretary of the board of directors of Xiamen, submitted a written resignation report to the board of directors of the company. In 2016, the first working day after the new year's Day holiday, Li Caifen and Huang Xiuqian, the former deputy general manager of the ocean Wang Zhaoming, were removed from office, and Ms. Chen took over the vice president. In April 25, 2016, the Foshan state star Au Optronics Co board received a written resignation report from Ms. Wei Cuie, deputy general manager of the company. Ms. Wei Cuie applied for the job of resigning the deputy general manager of the company for personal reasons. After his resignation, she would no longer hold any position in the company. The reporter believes that such frequent changes in personnel are not only the conventional "replacement" in the simple sense. After a few years of industry low tide, large enterprises to change the new weather for personnel change, more likely is to change a leader, change a kind of thinking, let the enterprise add new vitality. In the continuous economic downside of the node, once the enterprise is regarded as the "Darling" of the senior, senior executives, most of the decline in performance, weak management is no longer "cake". It is a necessity to be fired or asked to leave. What must be thought is, frequent change of blood and shuffle, whether it is really able to bring a buffer opportunities for enterprises, the fresh power of injection, whether it will be "ineffective". This can only take time to examine the vision and ability of the enterprise's decision makers. The indisputable fact is that behind the impetuous personnel revolution, there is a hidden crisis in the development of the enterprise. "Embarrassing" workplace: the "fatalistic" industry personages of professional managers give way capital, Wu Zhengzhe's departure is due to the goal of the first stage of the strategy of hundreds of millions of light. Some people think that this is the "sad urge" of professional managers, but also the "fate" of the professional people, must obey the will of the capital. Whether they are senior or senior executives, even because they leave, they bring their "trusted" group. In a sense, it is the reluctance of the enterprise and the reluctance of the petitions. From the beginning of the fledgling, to the industry, to the top, and eventually leave the service and cultivate the enterprises for many years. It is the sweet, sweet, bitter and salty, only the genuine taste of the parties. Under the condition of the new economy, the "craftsman spirit" is more of the professional manager. The capital era has come, the strategic vision of big brands and large enterprises will gradually weaken with the strategy of "human", and "money" is the basis of enterprise transformation and upgrading. I've written a story about how long it's going to go from professional managers to shareholders. As a potential shareholder, the level of interest is more responsive to the individual's ability to work. The identity of the professional manager is slightly embarrassed, even in some "sad" means. When the capital market is gradually taking up the future strategic highland of the enterprise, this group of managers, who have had a great passion and passion, has to make way for capital and become a "captive" of capital. If someone quit, there must be someone to enter, this is the law of society. For the enterprise, the fresh blood injection, can make the enterprise resuscate new vitality. For the continuous "new" enterprise, the industry is generally optimistic or wait-and-see attitude. This is another "real war" embodiment of the talent strategy, entering the company's "new", mostly in the management, sales, financial positions, seemingly sudden talent introduction and post adjustment, it is practical, for the enterprise needs. The author believes that frequent and intensive changes in personnel marks the "two big blocks" of the lighting and lighting enterprises in the market and capital, and the implementation of the strategy of talent mechanism again "on the road". This will play an important role in promoting the overall transformation and upgrading of enterprises and exploring future development plans. "Kidnapping" on the road: the talent strategy or the promotion of an overall enterprise upgrading in December 9, 2015, the FSL board of directors received the resignation application of 11 directors and supervisors including Chairman of the chairman, Mr. Pan. Half a month later, after the election of the board of directors, He Yong was the chairman, the legal person, and the vice president of Zhuang Yi. In January 8, 2016, the chief financial officer of the company, Yin Jianchun, resigned. In January 26, 2016, the FSL board appointed Liu Xingming as general manager, Wei Bin, Xie Qing, Jiao Zhigang, Chen Yu and Xu Xiaoping as deputy general manager, Lin Yihui as Dong secretary, Tang Qionglan as director of finance, Huang Yufen as the representative of securities affairs of the company. In August 10, 2016, the Buddha retransmitted to the senior executive "change blood" news, the supervisor Zhang Yong, Zhang Xuequan resigned, reappointed the administrative post. In September 9, 2016, Liu Ren, the director of the company, resigned and did not work in the company. The high rise "concussion" of the Buddha is once regarded by the industry as the "fall of the autumn". In September 12, 2016, Mr. Sun Qinghuan, Guo Nianzu, Yi Yanan and Zheng Mingbo were nominated for non independent directors of the third board of directors, and Tang Guoqing, Zhang Hong and Chen Guoyao were candidates for independent directors of the board of directors. Combined with the "retreat" of GE, it set off a great wave in the industry. The continuous fermentation of the GE event has forced the enterprise to change its strategy, which involves the helplessness of the personnel. In September 18, 2016, the rich and powerful Dr. Shao Jiaping joined OSRAM and became the head of general lighting sales in Greater China. One day, OSRAM also appointed MichaelFlieger as the CFO (chief financial officer) of the Americas. The reporter noted that OSRAM "new" Shao Jiaping graduated from Tsinghua University and received a Ph. D. in Physical Electronics and optoelectronics. He has been devoted to the development of the LED industry and has 17 years of LED industry experience. MichaelFlieger, 42, of CFO in the Americas, is 42 years old this year. Over the past 14 years, Flieger has held several leading positions in OSRAM, including the chief financial officer and business president of Indonesia. He recently served as chief audit director at OSRAM's headquarters. In the outside world, the three industry representatives of FSL, wood and OSRAM, which extended to this year's "earthquake", are a mirror. This is a necessity in the course of enterprise development. It is the great environmental needs of the mature benchmarking enterprises to implement the capital strategy and to open up the renewal "territory". It is the social mission of the big brand enterprises to carry out the leading role of the industry. Can the big "shuffle" talent strategy of LED industry executives succeed? In the new normal economic situation, the enterprises have to face the "pain" of the reform. The "change of blood" may promote a new round of the new round of the strategy of the enterprise, the overall upgrading of the road to reform, whether it will be due to the progress of talent mechanism, the industry will wait and see. "Lose weight" good recipe: the family model structure has gradually been "marginalized" the reporter noticed another news: Abison photoelectric May 7th announcement that Ding Yanhui resigned as its general manager position, still continue to serve as chairman of the company. At the same time, Ding Yanhui nominated director Li Haitao as the candidate for the new general manager. Ding Zong resigned from the general manager's position and began a shift from one shoulder to another by the chairman and the general manager. It is foreseeable that in the future development, the purely broken family management will gradually be "marginalized". The chairman and the general manager are the two most important roles in the modern company, which is beneficial to the improvement of the business efficiency of the enterprise, to the adaptation of the enterprise to the changing market environment and to the improvement of the business performance. However, the development of the company to a certain extent, the chairman and the general manager of the functions of the separation has the advantage. It is possible to avoid the centralization of power in one person, evade the one-sided nature of the "one talk" to the decision of the enterprise, and make the enterprise put on a heavy "shackle". The news of equity adjustment published in the previous period of JINDA lighting shows that the king dinde chart has gradually realized the transformation of the founder + professional manager through the change of capital. All kinds of signs indicate that the model of pure family management that prevailed in the past, with the "oppression" of the new situation, will gradually "retreat to the rivers and lakes". Husband and wife company, father and son company, brotherhood company, flap company... With the promotion of reform, the "imperial relatives" no longer "accumulated" in the enterprise's high-level decision-making level, which is the inevitable result of the enterprise "weight loss" and the process of reducing the burden. There is no doubt that the seclusion of the family model brings the most direct benefits. The "new" of important posts makes the thinking and capital closely linked. The stubborn disease of "rotten wood cannot be carved" is expected to be treated. The author predicts that in the next five years, the pure family business will be completely "disappearing". As for the final outcome, the current trend of the lighting and lighting industry is still a "fog in the fog". With the spread of the fog, after another round of new integration, the future of "family" must be in the future. Summary: the personnel change is the subject that the enterprise must face, and the dialectical relationship between entering and out is the product of the progress of the times and the vicissitude of history. This article quotes information from some of the friends and thanks. The article is purely personal view of the author, and does not have any positive or negative impact on the development of the industry. This conference continues to pay attention to the personnel dynamics of the industry and continue to follow up the following reports.