On March 15, Cambricon Technologies Corporation Limited(688256) received the supervision letter due to the resignation of core technicians. The day before yesterday, Cambricon Technologies Corporation Limited(688256) announced that due to differences with the company, Liang Jun, a core technician, informed the company to terminate the labor contract.
In fact, Cambricon Technologies Corporation Limited(688256) , which is not the only company with core technical personnel leaving, is not the only one. According to incomplete statistics by the reporter of Securities Daily, since 2022, the core technicians of 22 listed companies have resigned, including 20 listed companies on the science and innovation board. The reasons for resignation announced by the company are all resignation for personal reasons.
"It is normal for core technicians of listed companies to leave their jobs." Jiang Han, senior researcher of Pangu think tank, said that the main reason for the resignation of core technicians of listed companies, especially those of listed companies on the science and innovation board, is the strong competitiveness of the industry. The competition for talents of core technicians leads to high industry mobility.
industry competition leads to talent flow
According to the announcement, the reporter found that among the 22 companies that announced the resignation of core technicians, the core technicians of 7 listed companies received equity incentive, and the highest core technician received 92000 restricted shares of equity incentive. Calculated according to its closing price of 102.80 yuan / share on March 15, the value of the cancelled shares was as high as 9.4576 million yuan.
Why would you rather give up nearly ten million worth of equity incentives and run away?
"Each company has different regulations on equity incentive. Some need to complete relevant KPIs to get it, while others need to work in the company for a specific period of time." In an interview with the Securities Daily, the relevant person in charge of a high-tech industry company said, "compared with enterprises, employees are relatively passive in equity incentive. From the previous cases of some Internet companies, it can be seen that enterprises do not grant promised equity incentive to employees in various ways."
In Jiang Han's view, it is the result of many reasons that the core technicians give up equity incentive, and different people have different views on equity incentive.
"On the one hand, the next company where the core technicians change jobs may be willing to pay higher salary to cover the part of their losses. On the other hand, the core technicians may think they have little hope of getting the equity incentive of the remaining part and simply give up." Jiang Han said.
In addition, the reporter noted that among the 22 A-share companies with core technicians leaving, there are more enterprises in the pharmaceutical and electronic chip industries.
\u3000\u3000 "The medical industry has higher requirements for core talents, and the professional quality of employees is higher than that of other industries. In addition, due to strict supervision, the requirements for core personnel are higher, so the industry uses better treatment and positions to recruit talents from each other. The chip industry is due to the requirements of independent research and development of the industry, which gives rise to the demand for a large number of professional R & D core personnel. Therefore, this is capital and The result of the joint action of the market. " Zhang Lei, a postdoctoral researcher at Peking University, believes that the pursuit of core technical talents in the industry or one of the reasons for the flow of core technical personnel of many listed companies, especially in industries with fast growth and high capital concentration, companies will attract talents with better working treatment.
Jiang Han believes that talents cannot be retained in the fields of medicine and electronic chips, mainly because the overall industry is relatively competitive and the incentive degree of salary is relatively high. Enterprises are willing to provide higher salary and welfare to introduce talents.
Kuang Yuqing, founder of lens research, also said that due to the prosperity of the chip industry, there have been a lot of semiconductor entrepreneurship projects in recent years, and the competition for talents has been almost crazy. The pharmaceutical and chip industries belong to two industries with serious talent competition, so the turnover rate will be relatively high.
need to pay attention to intellectual property patent risk
Zhang Lei believes that the departure of the core team may not have a great impact in the short term, but the core technical backbone often represents the technical direction of the enterprise's future development. If the core members are lost, it is bound to have an impact on the company's future development strategy. For example, in the field of new energy materials that rely on personal research results or patents, if the core technicians or teams leave, it will have a great impact on the listed companies, and even directly affect the performance of the listed companies.
For listed companies, especially those with technological innovation orientation, the resignation of core technicians will naturally attract the attention of the market. The company stressed that the resignation of core technicians will not have a significant adverse impact on the company's overall R & D strength. The company does not rely on a single core technician, and some listed companies have made replacement measures for the departure of core technicians.
"Core technical personnel are very important for enterprises related to high-tech industries, but the specific impact depends on the specific work content of the technical personnel." The relevant person in charge of the above-mentioned high-tech enterprises told the reporter of Securities Daily that the executives of the enterprise technology line may play a role in controlling the overall situation and determining the direction in the R & D team, and may not play an absolute blow to the R & D Progress of the whole R & D team.
"Judging from many cases in the past, intellectual property and patent disputes have occurred from time to time after the resignation of core technicians. Dong Yizhi, a lawyer of Shanghai zhengce law firm, told the Securities Daily," in addition to technical problems, the resignation of core technicians will also involve non competition agreements and intellectual property patents. In addition, the company may also face the risk of losing some market share and customers due to the departure of core technicians.
A person in charge of a listed company told reporters that although employees have signed a competition agreement, they can also engage in relevant work in the way of behind the scenes consultation.
In Kuang Yuqing's opinion, the non competition agreement can basically solve this problem. However, although there are agreement restrictions, the company can not fully control whether the resigned personnel violate the non competition agreement. Therefore, it is suggested that the company should try its best to retain talents.
"If the enterprise does not have enough career retention mechanism, it is difficult to keep the real core technicians." Jiang Han believes that "if the company wants to retain technical personnel, especially core technical personnel, it can not only rely on money or equity incentive, but also rely on career."
