Since the second half of 2011, the overall sales revenue, output and exports of the LED industry have gradually declined. Most enterprises have experienced a decline in orders, a sharp drop in product prices, an increase in production without increasing revenues, a record low capacity utilization rate, and a sharp decline in product exports. China's LED industry has entered the integration period.
Talent issues hinder industry development
Since 2011, the LED industry as a whole has shown a state of overcapacity. Due to the lack of upstream core technology, LED companies are often stuck in the middle and low-end areas of packaging and applications, and this brings serious problems of product homogenization. The homogenization competition triggered a price war, the gross profit margin continued to fall, and the industry's profit margin fell from 40% at the peak of the peak period to 5% or even lower, especially the package is close to zero profit.
"At present, the domestic high-end LED talents are relatively lacking. This is also the most important performance of the overall development of the domestic LED industry." Chen Hesheng, president of Anhui Zerun Optoelectronics Co., Ltd. said.
"Now the biggest obstacle for Chinese LED companies to catch up with international giants is not patents, but talents. Due to the short development of China's LED industry, there are relatively few LED talents with experience in China." General Manager of Wuhan Diyuan Optoelectronics Technology Co., Ltd. Dong Zhijiang said.
Lin Yuetao, general manager of Skyworth Optoelectronics Co., Ltd. also told reporters that at present, there is a lack of high-end talents in China's LED industry, and there is a big gap with developed countries, resulting in most of the core technologies in Japan and the United States. On the one hand, because domestic investment in new technologies and new products is not as large as that of developed countries, enterprises want to maximize profits in the short term. On the other hand, China's LED industry has indeed developed too fast, and senior professionals are naturally in short supply.
At present, China's high-efficiency, high-reliability LED raw materials are almost entirely dependent on imports. The core technology of high-end epitaxial chip production process is subject to people, especially the upstream chip patent technology is mostly mastered by foreign major manufacturers. With the patenting of LED patents, domestic companies are more aware of the importance of talent. However, unlike the high-speed development of the LED industry, the corresponding professional settings of domestic colleges and universities have just started, and LED talents cannot be delivered in batches by relevant institutions. If the talent shortage problem cannot be solved, the development of the LED industry will undoubtedly be constrained.
Exploring the effective talent training path
It is understood that in recent years, Japan, South Korea, Europe and the United States and other countries in order to support the development of the domestic LED industry, the use of special funds to support various industry institutions, universities and enterprises to carry out LED professional and technical training, providing a continuous reserve force for the development of the industry. At present, China's specific plans in this regard have not yet been introduced, and enterprises have begun to explore the way of talent cultivation.
Many companies that have capital backing and have just stepped into the LED industry are eager to quickly establish an "airdrop" elite team that can make immediate results. In order to solve the urgent need, it is the first choice for many mainland enterprises to hire high-level talents from Taiwan's high salary.
In response to this model, Dr. Liang Bingwen, a researcher at the Suzhou Institute of Nanotechnology, Chinese Academy of Sciences, said: "The current development pattern of the domestic LED industry's quick success and the fact that the innovation does not encourage innovation (or the innovator has to pay too much) is unable to create talent and can't make it limited. The root cause of the role of human resources. Without the innovative soil and environment, even if people are dug out from outside, it will be difficult to survive and will gradually wither."
Dong Zhijiang also said that this "floating" mentality in the industry is now almost universal. Some companies only look for several research units to work together, and they do not pay much attention to the cultivation and accumulation of talents. However, in fact, the level of talent team construction directly reflects the level of development of the company. Only by transforming the individual advantage of talent into team advantage and transforming team advantage into collective advantage can we finally transform collective advantage into enterprise advantage.
Yang Weiyi, general manager of Fujian Fushun Electronics Co., Ltd. introduced the experience. In the aspect of training high-end technical talents, he can establish a post-doctoral research station, introduce a doctoral introductory work of LED professional to carry out research and development work, and further cultivate corresponding technical personnel to improve the technical team of each echelon. At the same time, we must actively carry out scientific research cooperation with universities and research institutes and make technical reserves. In the training of senior management personnel, on the one hand, strengthen cooperation with various training institutions, and continuously improve the management level of the company's management personnel; on the one hand, strengthen cooperation with universities, introduce excellent talents to the company as reserve cadres, and practice training, which is also more Meet the needs of enterprise development.
"Introduction as the standard, training-based." Chen Hesheng said that with the development of the LED industry and the continuous improvement of the attention of the community, the future development of LED talents will be presented in the individual professional division of labor, more professional, more A good situation in which the overall integration and complementarity are higher.
"The construction of talent team is constantly formed in the development of technology and market growth, and it can not be completely solved in a short period of time. Establishing a good development environment and adopting a sound industrial policy are important basic tasks for cultivating high-end talents." Guan Jizhen, vice chairman of China Optical Optoelectronics Industry Association and chairman of the LED Display Application Industry Association, said: "With the maturity of the LED industry and the development of the industry, the talent situation of the LED industry will be greatly improved. In the future, the local talent team will surely Rapid growth has become the main force in the development of China's LED industry."
Talent issues hinder industry development
Since 2011, the LED industry as a whole has shown a state of overcapacity. Due to the lack of upstream core technology, LED companies are often stuck in the middle and low-end areas of packaging and applications, and this brings serious problems of product homogenization. The homogenization competition triggered a price war, the gross profit margin continued to fall, and the industry's profit margin fell from 40% at the peak of the peak period to 5% or even lower, especially the package is close to zero profit.
"At present, the domestic high-end LED talents are relatively lacking. This is also the most important performance of the overall development of the domestic LED industry." Chen Hesheng, president of Anhui Zerun Optoelectronics Co., Ltd. said.
"Now the biggest obstacle for Chinese LED companies to catch up with international giants is not patents, but talents. Due to the short development of China's LED industry, there are relatively few LED talents with experience in China." General Manager of Wuhan Diyuan Optoelectronics Technology Co., Ltd. Dong Zhijiang said.
Lin Yuetao, general manager of Skyworth Optoelectronics Co., Ltd. also told reporters that at present, there is a lack of high-end talents in China's LED industry, and there is a big gap with developed countries, resulting in most of the core technologies in Japan and the United States. On the one hand, because domestic investment in new technologies and new products is not as large as that of developed countries, enterprises want to maximize profits in the short term. On the other hand, China's LED industry has indeed developed too fast, and senior professionals are naturally in short supply.
At present, China's high-efficiency, high-reliability LED raw materials are almost entirely dependent on imports. The core technology of high-end epitaxial chip production process is subject to people, especially the upstream chip patent technology is mostly mastered by foreign major manufacturers. With the patenting of LED patents, domestic companies are more aware of the importance of talent. However, unlike the high-speed development of the LED industry, the corresponding professional settings of domestic colleges and universities have just started, and LED talents cannot be delivered in batches by relevant institutions. If the talent shortage problem cannot be solved, the development of the LED industry will undoubtedly be constrained.
Exploring the effective talent training path
It is understood that in recent years, Japan, South Korea, Europe and the United States and other countries in order to support the development of the domestic LED industry, the use of special funds to support various industry institutions, universities and enterprises to carry out LED professional and technical training, providing a continuous reserve force for the development of the industry. At present, China's specific plans in this regard have not yet been introduced, and enterprises have begun to explore the way of talent cultivation.
Many companies that have capital backing and have just stepped into the LED industry are eager to quickly establish an "airdrop" elite team that can make immediate results. In order to solve the urgent need, it is the first choice for many mainland enterprises to hire high-level talents from Taiwan's high salary.
In response to this model, Dr. Liang Bingwen, a researcher at the Suzhou Institute of Nanotechnology, Chinese Academy of Sciences, said: "The current development pattern of the domestic LED industry's quick success and the fact that the innovation does not encourage innovation (or the innovator has to pay too much) is unable to create talent and can't make it limited. The root cause of the role of human resources. Without the innovative soil and environment, even if people are dug out from outside, it will be difficult to survive and will gradually wither."
Dong Zhijiang also said that this "floating" mentality in the industry is now almost universal. Some companies only look for several research units to work together, and they do not pay much attention to the cultivation and accumulation of talents. However, in fact, the level of talent team construction directly reflects the level of development of the company. Only by transforming the individual advantage of talent into team advantage and transforming team advantage into collective advantage can we finally transform collective advantage into enterprise advantage.
Yang Weiyi, general manager of Fujian Fushun Electronics Co., Ltd. introduced the experience. In the aspect of training high-end technical talents, he can establish a post-doctoral research station, introduce a doctoral introductory work of LED professional to carry out research and development work, and further cultivate corresponding technical personnel to improve the technical team of each echelon. At the same time, we must actively carry out scientific research cooperation with universities and research institutes and make technical reserves. In the training of senior management personnel, on the one hand, strengthen cooperation with various training institutions, and continuously improve the management level of the company's management personnel; on the one hand, strengthen cooperation with universities, introduce excellent talents to the company as reserve cadres, and practice training, which is also more Meet the needs of enterprise development.
"Introduction as the standard, training-based." Chen Hesheng said that with the development of the LED industry and the continuous improvement of the attention of the community, the future development of LED talents will be presented in the individual professional division of labor, more professional, more A good situation in which the overall integration and complementarity are higher.
"The construction of talent team is constantly formed in the development of technology and market growth, and it can not be completely solved in a short period of time. Establishing a good development environment and adopting a sound industrial policy are important basic tasks for cultivating high-end talents." Guan Jizhen, vice chairman of China Optical Optoelectronics Industry Association and chairman of the LED Display Application Industry Association, said: "With the maturity of the LED industry and the development of the industry, the talent situation of the LED industry will be greatly improved. In the future, the local talent team will surely Rapid growth has become the main force in the development of China's LED industry."
Kara offers a wide range of illuminated and non-illuminated Rocker Switches.Ranging from 1 to 6 poles,4VA to 30 amp,with many styles of colors and functions,especially the switches with High-Current used very widely in the welding machines. Certifications include UL, CSA, TUV, CE, and more. Kara Rocker Switches include the KR1-Series abd KR2- Series based on different size of the panel cut-out.
Rocker Switch,Waterproof Rocker Switch,Rocker Switch 3 Pin,Rocker Switch 4 Pin
Ningbo Kara Electronic Co.,Ltd. , https://www.kara-switch.com