Three times higher salary! China Power Battery Enterprises Excavate People from Korean Enterprises

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 Three times higher salary! China Power Battery Enterprises Excavate People from Korean Enterprises


Kim Chao-ji said that compared with the Korean enterprises where he once worked, the company now has strong competitiveness in terms of income, welfare and work rhythm. For example, in order to have Korean engineers with family in Korea, the company set up an office in Seoul, Korea, and only needs to go to the headquarters once a month. On the one hand, we can reunite with our families; on the other hand, we also want to keep learning and communicating with the Korean industry, which is conducive to maintaining the advanced level of overall technology. Jin Chaoji is satisfied with his current work.

Increased competition for power battery talents

In the process of the automobile industrys transition to the new four modernizations of electrification, intellectualization, interconnection and sharing, the development of new energy vehicles is particularly rapid. It is called the power battery field of the heart of new energy vehicles, and it has become one of the most fierce battlefields for talent competition.

The litigation battle between LG Chemistry and SKInnovation (hereinafter referred to as SKI), two Korean power battery companies, triggered by the competition for talents, has become increasingly fierce, and has evolved into a comprehensive war around the talent strategy, technology, patents and other different levels of the two enterprises.

This intensification of talent competition not only occurred in South Korea, but also in the world. Some power battery companies and new automobile manufacturers are also joining in the talent competition. Hengda Groups Hengda New Energy Vehicle Global Research Institute recently issued a recruitment announcement to recruit 8,000 talents in the power battery industry worldwide. The first financial reporter found that most of the senior and middle-level techniciansrecruitment requirements were having a certain number of years of international first-line lithium power. In addition, it also promises to provide jobs in Korea, Japan, Europe and other countries and regions. Northvolt, a Swedish power battery company, also posted information on its official website that nearly 30 South Korean and Japanese R&D personnel were newly recruited.

Park Chung-hsin, who has been engaged in talent hunting in the automotive industry for a long time in Korea, said that there are many power battery and automotive companies from China and Europe looking for engineers and other technical talents through the headhunting, and many of them will make clear demands from their customers, hoping to attract some workers in the first-line power battery enterprises. The engineers and technicians who work, in which the Chinese enterprises represented by BYD and Ningde times become the big customers of Korean automotive headhunting industry, and pay 5 to 8 times higher salaries for some core technical positions than Korean enterprises.

Previously, according to the 2008 enterprise personnel report issued by JOBKOREA, Koreas employment consultancy, the average annual salary of Korean automobile manufacturing, research and sales industry is about 78 million won (about 470,000 yuan), of which the average annual salary of R&D posts is about 86.2 million won (about 514,000 yuan), while from the perspective of individual enterprises, The average annual salary of Hyundai Automobile Company is 92.2 million won (about 550,000 yuan), while that of LG Chemistry, the leading company in power battery industry, is about 78 million won (about 465,000 yuan).

In response, Park explained that because the average annual salary includes the salaries of many sales, production and non-core R&D personnel, the salaries of employees in core R&D positions such as power batteries and new energy vehicles will only be higher than that, while some Chinese enterprises directly offer annual salaries ranging from 1 million to 1.2 million yuan. At present, non-Korean enterprises have to pay at least 700,000 to 800,000 RMB per year to find skilled employees who have worked in front-line enterprises in Korea, which does not include subsidies.

In order to prevent brain drain, power battery companies, including LG Chemistry and Samsung SDI, will require all employees to sign non-competition agreements and confidentiality agreements when recruiting technicians. Employees are required not to go to competitive enterprises within a certain period of time (usually 12-36 months) after leaving their jobs. Do. First Financial Journalist saw in the non-competition agreement of a front-line power battery company that almost all power battery companies and some new energy vehicle manufacturers were included in the prohibition list.

LG Chemistry claims that SKI has gotten nearly 100 employees in the past two years, including 76 R&D core talents in the power battery industry, with high salaries, and that SKI requires them to submit core engineering and technical documents during the transition process. However, the SKI response did not require these new employees to submit core documents. It is noteworthy that, with the intensification of litigation, some R&D personnel who joined SKI at that time were negotiating to quit their jobs, and were ready to turn to China, Europe power battery companies or vehicle factories for job hunting.

In this regard, the Secretary-General of Zhongguancun New Battery Technological Innovation Alliance, Yu Puritan, believed that the competition between Korean enterprises seemed to be a talent war, but in essence it was based on the maintenance of high-quality customers and technology. A person in charge of a power battery company from South Korea told First Financial Journalist that although he understands the need of employees to get high salaries, as a group company, he needs to consider the salary levels of other subsidiaries, so it is very difficult to raise salary levels for overseas enterprises, only through training, education and other means. Ways to retain talent.

Someone is popular and somebody is eliminated.

The defense battle for talents in the power battery industry is only a microcosm of the competition for talents in the automotive industry at present.

In recent years, with Chinas automobile industry facing unprecedented challenges, due to the decline in earnings, part of the entire vehicle and spare parts enterprises have lost staff information one after another. At the same time, with the acceleration of the new four modernizations, the requirements for the construction of the talent team are constantly improving. The transformation of the whole vehicle and parts enterprises brings new challenges to the talent training of the automotive industry, which also makes the demand for talents in the automotive industry polarized.

Zhu Mingrong, chairman of the Automotive Talents Professional Committee of China Talents Research Association, said that compared with the internal combustion engine which has entered a stagnant state of growth, the new automobile represented by New Four Modernizations still has some room for technological growth. Therefore, even if the enterprise itself has some difficulties, it can only choose to pass in order to win over the future. Employing more skilled personnel to gain market dominance; at present, the speed of talent training base transformation in Chinas automotive industry is still unable to catch up with the needs of industrial development.

According to the China Auto Talents Big Data Report released by Hunting and Employing Big Data Researcher, nearly 50% of the professionals in the new energy automotive industry are engaged in intermediate and high-level technical jobs, and the talent gap in this industry is nearly 680,000; especially compared with local enterprises, foreign investment Enterprises start early in the level of industrial integration, so they occupy the technological commanding heights under the background of new four modernizations characterized by a variety of technological integration. This also makes many enterprises consider to complete overtaking by talent excavation: Take power batteries as an example, at present most enterprises in our country use LFP (iron phosphate) power batteries with low production technology threshold and rich resources, but LG chemistry and SKI produce higher energy density respectively, and the unit production cost is only 1/3. NCM712 and NCM811 power batteries.

Bosch, Ottolif, Schafler and Basf have announced plans for layoffs ranging from 5% to 8%. Most of them cover traditional automotive industries such as internal combustion engines and simple production positions. Another car giant, Hyundai Motor Korea, released a sustainable development report showing that the total number of employees in production positions increased by less than 1% between 2017 and 2018, reaching the lowest growth rate in years. In addition, Jilin University, Dalian University of Technology, Xian Jiaotong University and other key universities stopped. Recruitment of internal combustion engine and power engineering specialty.

Taking Hyundai Automobile as an example, the total number of employees in design, R&D and engineering still shows an annual growth trend of nearly 10%, and engineers and designers from Mercedes-Benz, Nissan, BMW and other competing automotive enterprises have been introduced one after another. Accordingly, the salary level of technology R&D posts in the industry has also increased, only in 2017.~ During 2018, salary growth exceeded 15%, much higher than the companys net profit growth over the same period. Together with Tsinghua Institute of Technology, a fuel cell research laboratory was set up.

Liu Miao, a teacher from the school of automotive engineering, Shanghai University of engineering and technology, told the first financial reporter that there is an increasing number of new energy and new four modernizations related majors in domestic universities, including Tsinghua University and Tongji University. However, he also pointed out that there are still two problems in the training of automotive talents in China: on the one hand, the number of graduates is still around 1,000 per year, which can not meet the huge talent loopholes; on the other hand, as the first attempt to open a new industry, how to arrange the educational balance between theory and Practice has become different. Key elements that universities should consider.

Source: First Financial Responsibility Editor: Guo Chenqi_NBJ9931