The job-hopping of senior executives and the layoffs of automobile enterprises have gradually become normal. The demand for traditional automobile talents has been compressed. However, the demand for talents in the fields of new energy vehicles and intelligent automobiles continues to rise, and the talent structure of automobile industry is changing.
In March this year, people visited the Geneva International Motor Show. In this exhibition, the industry wind vane clearly points to electrification. Xinhua News Agency
Job hopping becomes normal
According to the incomplete statistics of 58 vehicle networks, in 2018 alone, there were about 176 top-level job-hopping, turnover or exchange changes in 60 brands. Among them, there are executive exchanges between traditional automobile enterprises, including new forces of traditional automobile executives joining in automobile manufacturing, or joint venture executives joining in independent automobile enterprises.
In recent years, the new forces of automobile industry have launched a wave of peoples war as industry subversives. As a result, the top executives of traditional automobile enterprises are frequently dug horns, and the ranks of automobile enterprises are growing. First financial reporter learned that, at the beginning, the automobile enterprises recruited talents with heavy money, which led to some traditional automobile companies demanding higher salaries, even beyond the scope of the enterprise can afford. In addition, some traditional management mechanisms of automobile enterprises are relatively rigid, which makes some executives have the idea of job-hopping.
The personnel changes of traditional automobile enterprises are more frequent. For the professional managers of automobile enterprises, their goal is to maximize their personal interests, not the companys interests. Now the automotive industry has changed a lot, if there is an opportunity to provide preferential treatment, these professional managers will make choices. An automotive industry analyst told reporters.
In recent years, due to the weak global automobile market, the traditional automobile companies represented by Ford and General Motors are constantly laying off their employees. At present, Daimler, Volkswagen, BMW, Nissan and other car companies have joined the downsizing tide. In addition, automotive companies have initiated change plans in terms of organizational structure to save and optimize costs, thereby freeing up more resources to invest in new technology areas.
Guo Sihan, Vice Minister of Human Resources of Huachen Automobile, said at the 3rd Symposium on Top Executive Talents of Chinese Automobile Enterprises that, on the one hand, under the pressure of economic downturn, many enterprises have greatly streamlined the allocation of organizations, cadres and total staff. Some of them have retreated from limited posts and a large number of them have retired. People need new jobs; on the other hand, traditional cars are relatively slow and hot. In the process of transformation, the establishment of new business departments makes the staff insufficient, and the introduction and recruitment of talents are also in progress at the same time.
At present, the talent structure of automobile enterprises is changing. Car companies are also increasing recruitment in the field of new technology while laying off employees.
Volkswagen plans to integrate its software business, investing $9 billion in the next three to five years, and increasing the number of software engineers to 10,000 in the future. BMW also plans to lay off more than 6,000 jobs by 2022, most of them at its headquarters in Munich, Germany, but it will continue to move towards electrification and intellectualization in the future, so it will continue to recruit talents in the field of automatic driving and electric vehicles.
The layoffs of Volkswagen Group, BMW and other automotive companies are a true portrayal of the development of the automotive industry. After a period of high growth, the automotive industry has gradually matured. The industry is in the process of transformation of the new four modernizations. The talent structure of the automotive industry is also undergoing corresponding changes. The traditional mechanical engineering talents are gradually saturated, and the software and high-tech talents are in short supply.
Volkmar Denner, chief executive of Bosch Group, a giant component company, also raised the possibility of further layoffs, mainly for people involved in traditional automotive businesses such as diesel systems.
On September 9, Hengda New Energy Vehicle Global Research Institute launched a global recruitment campaign. It plans to recruit 8,000 top experts and technological elites in the new energy vehicle industry. Its workplaces are located in nine countries, including China, Sweden, Germany, Britain, the Netherlands, Austria, Italy, Japan and Korea. Hengda New Energy Vehicle Global Research Institute is under the jurisdiction of Automobile Research Institute, Power Research Institute and Battery Research Institute.
Previously, a well-known traditional automobile company in China said that this year, the school did not recruit any students majoring in vehicles and machinery. This years quota is mainly for graduates majoring in computer science.
Recently, after a series of layoffs, Tesla is stepping up its recruitment efforts in the service and software fields.
Li Zhao, a teacher at the School of Automotive Engineering, Shanghai University of Applied Technology, believes that besides the reduction of market demand, the consideration of personnel costs is also an important factor in promoting these enterprises to change their employment structure. For example, if a company needs 10 to 15 employees to produce the core components of diesel engine, it will benefit from the development of automation platform and reduce the number of employees needed to perform the same task to 3 to 5 people after switching to new energy vehicles.
However, there is a large gap of talents in the current technical field. At the beginning of 2017, the Ministry of Education, the Ministry of Human Resources and Social Security, and the Ministry of Industry and Information Technology jointly issued the Guidelines for the Development of Manufacturing Talents, pointing out that by the end of 2015, the total number of manufacturing professionals and technicians above the scale of China was 8.09 million, of which 170,000 were in energy-saving and new energy automotive fields. In 2020, it will reach 850,000, with a gap of 680,000; in 2025, it will reach 1.2 million, with a gap of 103,000.
China Intelligent Network Alliance Automobile Talents Development Report also shows that by the end of 2016, the total number of Intelligent Network Alliance talents in the automotive industry is less than 20,000, compound talents are scarce, and core engineers are seriously inadequate.
The reform of University supply side is a very slow process. Although Tongji University has laid out its major in new energy, automotive electronics and automotive marketing in advance for nearly ten years, it still feels powerless. Tan Piqiang, deputy dean of Automobile College of Tongji University, said.
According to the analysis of the New Sijie Industry Research Institute, Chinas automotive industry talents mainly include technical talents, R&D talents, sales talents and other functional management talents, among which R&D and technical talents are the most demanded types of talents, but also the largest gap in recent years. The continuous expansion of talent gap in Chinas automotive industry is caused by multiple factors, including the imperfection of the education and training system, the long training cycle of the automotive industry, and the shortage of new talent training supply caused by the rapid development of emerging markets.
Zhu Mingrong, chairman of China Automobile Talents Research Association, believes that the industry forces us to carry out a new round of talent distribution, the connotation of automobile talents will be more inclusive, and the extension of automobile talents will be more extensive. In some enterprises, the cross-border talents of traditional automobile enterprises account for about 15%, while those of new automobile enterprises account for nearly 50%, which is the current trend.
Source: First Financial Responsibility Editor: Yang Bin_NF4368