消息面上，新东方-S此前发布截至2025年8月31日止第一季度业绩，2026财年第一季度的净营收同比上 升6.1%至15.23亿美元。2026财年第一季度的经营利润同比上升6.0%至3.11亿美元。2026财年第一季度 的新东方股东应占净利润同比下跌1.9%至2.41亿美元。海通国际表示，新东方-S在2025年8月底止2026 财年第一季经调整经营利润率同比提升1个百分点，主要由东方甄选贡献。 海通国际认为，新东方-S在包括K12及海外业务在内的各个细分领域均处于领先地位; 除此之外，公司 生成式AI在课件自动生成、名师数字分身及作业批改等场景的落地，将同步提升转化效率和内容质 量，帮助公司提效以及业务聚焦。此外，公司已宣布三年股东回报计划，派息率不低于50%，以2025财 年净利润3.72亿美元及当前市值计算，对应回报率约2.7%，体现了管理层对盈利的持续承诺与信心。 来源：智通财经网 新东方-S(09901)午后涨超3%，截至发稿，涨3.37%，报41.66港元，成交额1.25亿港元。 ...

消息面上，新东方-S此前发布截至2025年8月31日止第一季度业绩，2026财年第一季度的净营收同比上 升6.1%至15.23亿美元。2026财年第一季度的经营利润同比上升6.0%至3.11亿美元。2026财年第一季度 的新东方股东应占净利润同比下跌1.9%至2.41亿美元。海通国际表示，新东方-S在2025年8月底止2026 财年第一季经调整经营利润率同比提升1个百分点，主要由东方甄选贡献。 海通国际认为，新东方-S在包括K12及海外业务在内的各个细分领域均处于领先地位; 除此之外，公司 生成式AI在课件自动生成、名师数字分身及作业批改等场景的落地，将同步提升转化效率和内容质 量，帮助公司提效以及业务聚焦。此外，公司已宣布三年股东回报计划，派息率不低于50%，以2025财 年净利润3.72亿美元及当前市值计算，对应回报率约2.7%，体现了管理层对盈利的持续承诺与信心。 新东方-S(09901)午后涨超3%，截至发稿，涨3.37%，报41.66港元，成交额1.25亿港元。 ...

消息面上，新东方-S此前发布截至2025年8月31日止第一季度业绩，2026财年第一季度的净营收同比上 升6.1%至15.23亿美元。2026财年第一季度的经营利润同比上升6.0%至3.11亿美元。2026财年第一季度 的新东方股东应占净利润同比下跌1.9%至2.41亿美元。海通国际表示，新东方-S在2025年8月底止2026 财年第一季经调整经营利润率同比提升1个百分点，主要由东方甄选贡献。 海通国际认为，新东方-S在包括K12及海外业务在内的各个细分领域均处于领先地位; 除此之外，公司 生成式AI在课件自动生成、名师数字分身及作业批改等场景的落地，将同步提升转化效率和内容质 量，帮助公司提效以及业务聚焦。此外，公司已宣布三年股东回报计划，派息率不低于50%，以2025财 年净利润3.72亿美元及当前市值计算，对应回报率约2.7%，体现了管理层对盈利的持续承诺与信心。 智通财经APP获悉，新东方-S(09901)午后涨超3%，截至发稿，涨3.37%，报41.66港元，成交额1.25亿港 元。 ...

海通国际又指，公司已宣布三年股东回报计划，派息率不低于50%。以2025财年净利润3.72亿美元及当 前市值计算，对应回报率约2.7%，体现了管理层对盈利的持续承诺与信心。 海通国际表示，集团在今年8月底止2026财年第一季经调整经营利润率，同比提升1个百分点，主要由东 方甄选贡献。但11月底止第二财季，公司将放缓教学中心扩张、提升存量利用率并全线提效，叠加去年 低基数，该行预计集团2026财年第二季度利润率再扩2个百分点，但明年5月底止下半财年因留学不确定 及K9竞争，环比取保守态度，预计同比改善0.3至0.5个百分点。全年度经调整经营利润预计6.5亿美元， 对应利润率12.1%。 智通财经APP获悉，海通国际发布研报称，首次覆盖新东方-S(09901)，认为该公司在包括K12及海外业 务在内的各个细分领域均处于领先地位; 除此之外，公司生成式AI在课件自动生成、名师数字分身及作 业批改等场景的落地，将同步提升转化效率和内容质量，帮助公司提效以及业务聚焦。海通国际给予 2026财年18倍市盈率，予新东方H股目标价49港元，首次覆盖予"优于大市"评级。 ...

研究报告 Research Report 30 Nov 2025 新东方-S New Oriental (9901 HK) 首次覆盖：多元化的教培龙头；目标 FY26 利润率提升；未来股东回报将进一步提升 A diversified education leader targeting FY26 margin expansion and higher shareholder returns ahead: Initiation [Table_yemei1] 观点聚焦 Investment Focus [Table_Info] 首次覆盖优于大市 Initiate with OUTPERFORM 评级 优于大市 OUTPERFORM 现价 HK$40.30 目标价 HK$49.00 HTI ESG 5.0-5.0-5.0 E-S-G: 0-5, (Please refer to the Appendix for ESG comments) 市值 HK$65.90bn / US$8.46bn 日交易额 (3 个月均值) US$29.15mn 发行股票数目 1,635mn 自由流通股 (%) 88% 1 年股价最高最低 ...

Core Insights - The average annual salary for employees at Dongfang Zhenxuan in the fiscal year 2025 is 839,600 yuan, which is 2.02 times higher than the salary at the live e-commerce company Jia Ge Pengyou Holdings for the fiscal year 2024 [1] - New Oriental faced significant challenges due to the "double reduction" policy implemented in July 2021, which severely impacted its K9 tutoring business that accounted for 60% of its revenue [1] - Following a reduction in employee numbers, the average salary at New Oriental and New Oriental Online increased significantly, with New Oriental's average management expenses reaching 234,300 yuan in fiscal year 2022 and New Oriental Online's average salary hitting 348,600 yuan [1] - In fiscal year 2023, Dongfang Zhenxuan's revenue surged to 4.51 billion yuan, leading to a collective salary increase, with the average annual salary reaching 375,000 yuan [1] - Despite a 32.7% year-on-year decline in revenue to 4.39 billion yuan in fiscal year 2025, the average salary increased to 839,600 yuan due to a reduction of nearly 500 employees [1] Company Specifics - Currently, only Yu Minhong from New Oriental receives an annual salary in the millions, which is approximately 87 times the average management expense per employee at New Oriental and nearly 13 times the average salary at Dongfang Zhenxuan [2] - Yu Minhong has been publicly criticized by Luo Yonghao for being overly frugal, to which he responded by emphasizing his responsibility to protect Dongfang Zhenxuan and its hosts [2]

Market Performance - US stock market opened high and closed higher, with all three major indices rising for four consecutive days [1] - Dow Jones increased by 0.67% to 47,427.12 points, S&P 500 rose by 0.69% to 6,812.61 points, and Nasdaq Composite climbed by 0.82% to 23,214.69 points [1] - Market volatility eased, with the S&P 500 volatility index (VIX) dropping approximately 35% over four days, marking the largest decline since mid-April [1] Technology Sector - Mixed performance among large tech stocks: Nvidia up 1.37%, Apple up 0.21%, Google C down 1.04%, Microsoft up 1.78%, Amazon down 0.22%, Broadcom up 3.26%, Meta down 0.41%, and Tesla up 1.71% [1] - Philadelphia Semiconductor Index rose by 2.76%, with all 30 component stocks closing higher [1] - Notable gains in semiconductor stocks: Teradyne up 6.98%, Marvell Technology up 5.14%, AMD up 3.93%, ASML up 3.76%, and Micron Technology up 2.55% [1] Chinese Stocks - Nasdaq Golden Dragon China Index slightly declined by 0.03% [2] - Most popular Chinese stocks saw gains: Vipshop up 2.54%, Pinduoduo up 1.58%, JD.com up 0.96%, Li Auto up 0.6%, New Oriental up 0.39%, and Alibaba up 0.38% [2] - Declines were noted in some Chinese stocks: Hesai down 7.37%, Tencent Music down 2.33%, Xpeng down 2.22%, Baidu down 1.31%, and NIO down 0.73% [3]

Core Viewpoint - The essence of corporate culture is not merely a slogan but a foundational framework that drives employee behavior and decision-making, akin to a product's underlying architecture [2][6][17] Group 1: Organizational Challenges - Many companies face a common dilemma where the cultural values promoted by leadership do not resonate with the actual experiences and needs of employees, leading to a disconnect [5][6] - This disconnect often manifests in employee dissatisfaction and a lack of engagement with the company's cultural initiatives [5][6] Group 2: Cultural Development Process - Effective cultural development should mirror the product development process, involving thorough "user research" to understand employee needs and pain points [8][11] - Cultural values must be translated into actionable behaviors that employees can easily understand and implement in their daily work [12][13] - Continuous feedback and data-driven adjustments are essential for cultural evolution, ensuring that it remains relevant and effective [14] Group 3: Employee Engagement and Co-Creation - Successful companies transition from a top-down approach to culture to one where employees actively participate in shaping and co-creating the culture [15][16] - When employees are involved in the cultural development process, they are more likely to internalize and embody the values, leading to a more cohesive organizational identity [16][19] Group 4: Cultural Impact on Business - A well-integrated culture acts as a critical asset for companies, influencing employee behavior and ultimately impacting business performance [17][18] - The true test of a company's culture is whether employees would act in alignment with its values even in the absence of formal guidelines or oversight [18][19]

Core Viewpoint - The incident involving New Oriental's founder Yu Minhong sending a congratulatory letter from Antarctica highlights a disconnect between management and employees, revealing the challenges faced by employees in the current economic climate [1][5][21] Group 1: Employee Sentiment - Employees expressed frustration over the disparity between their struggles and the founder's extravagant trip, with one employee commenting on the stark contrast of working late in Beijing while the boss enjoys a luxury vacation [3][5] - The letter's focus on personal reflections rather than addressing employee concerns about workload and compensation led to negative reactions from staff [5][9] - Employees are more concerned about immediate financial pressures, such as rent and salaries, rather than abstract notions of time and perseverance [9][15] Group 2: Company Performance - New Oriental reported a significant decline in net profit, dropping by 73.7%, primarily due to underperformance in its subsidiary, Dongfang Zhenxuan, and a slowdown in growth in its core education business [9][21] - The company's growth rate in the education sector fell from 43.9% to 13.6%, indicating a need for strategic reassessment [9] Group 3: Management Approach - Yu Minhong's attempt to draw inspiration from the story of penguins in Antarctica to motivate employees was perceived as tone-deaf given the current economic hardships faced by staff [5][19] - The company's management style has been criticized for lacking genuine employee engagement and support, contrasting with successful models like Pang Donglai, which prioritizes employee welfare [11][19] - The incident serves as a reminder for companies to align their values and actions with the real-life concerns of employees, emphasizing the importance of tangible benefits over lofty ideals [17][21]

Core Viewpoint - The controversy surrounding New Oriental's founder Yu Minhong's internal letter from Antarctica reflects deeper concerns about the company's management strategy and its alignment with current business challenges, particularly regarding the sustainability and independence of the Oriental Selection business [3][4]. Group 1: Management and Leadership Changes - Yu Minhong's internal letter sparked criticism, with employees feeling disconnected from management's priorities, especially following the departure of key executives like Sun Dongxu [3][4]. - The company has faced significant leadership instability, with the exits of core personnel leading to a decline in operational performance and market confidence [6][7]. Group 2: Financial Performance - New Oriental's Q1 FY2026 report showed a 6.1% year-on-year revenue increase, but net profit attributable to shareholders fell by 1.9% [6]. - Oriental Selection's FY2025 financials revealed a 30.9% year-on-year revenue decline in core operations, with net profit dropping from 249.1 million to 6.2 million [6][7]. Group 3: Market Concerns - The company's gross merchandise volume (GMV) for the fiscal year decreased by 39.2%, from 14.3 billion to 8.7 billion [7]. - Investors are increasingly focused on Yu Minhong's prioritization of business segments and the need for talent resource allocation rather than personal endeavors [8].