记者通过华勤技术董事会秘书李玉桃进一步了解到，本次减持计划中，公司实控人邱文生先生未参与本 次减持计划。涉及的人员为公司首发前获得原始股激励的员工，均为在公司奋斗多年的核心员工，包含 296位员工、技术骨干及中高层管理者，董事及高管人员减持股份数总计占本次计划的不到20%。 华勤技术自创立以来，始终秉持着 "人才是企业发展的核心动力" 这一理念，致力于打造一支高素质、 富有创新精神和拼搏意识的团队。为了进一步强化人才激励机制，深度绑定员工利益与公司长远发展， 公司设立了员工持股平台，众多核心员工通过该平台持有公司原始股，与公司结成了坚实的命运共同 体。 公司设立员工持股平台的初衷，不仅是为了给予员工物质上的回报，更是为了充分肯定他们在公司发展 进程中所做出的突出贡献。经过长期的努力，公司业绩持续稳健增长，员工持股平台的价值也得以显著 提升。此次减持，是公司人才激励计划的阶段性成果兑现，让员工切实分享到公司成长带来的红利，进 一步增强员工对公司的归属感与忠诚度，也能以更加饱满的热情和专注度投入到公司的发展中。 近期，股市上行，多家上市公司推出减持计划引发市场关注。据观察，华勤技术9月18日发布公告《提 前终止减 ...

Group 1 - The core viewpoint emphasizes the importance of talent in driving innovation and national competitiveness, highlighting the need for reform in talent development mechanisms to attract and retain high-quality talent [1][2][3] - The article discusses the current challenges in China's talent development system, including insufficient utilization of hiring entities, biases in talent selection, inadequate incentive mechanisms, and rigid management structures [3][4] - It stresses the necessity of a comprehensive reform strategy that includes empowering hiring entities, enhancing incentive structures, and removing systemic barriers to unleash talent vitality [4][5][6] Group 2 - The article outlines specific strategies for reform, such as implementing fair competition mechanisms, optimizing compensation and benefits, and promoting a culture of meritocracy in talent management [5][6] - It highlights the importance of humanistic care and emotional connection in talent management, suggesting that addressing practical concerns like housing and healthcare can improve talent satisfaction and retention [6]

Group 1 - The recent election of academicians has increased the number of available positions, with 8 slots specifically aimed at supporting candidates from leading private technology enterprises, which is expected to optimize the structure of the academician team and enhance innovation vitality in private enterprises [1] - Private enterprises contribute over 70% of the country's technological innovation results and more than 50% of R&D investment and personnel, indicating their crucial role in fostering new productive forces and promoting high-quality economic development [1] - The shortage of high-end scientific and technological talent has been a bottleneck for private enterprises in accelerating technological innovation, and the allocation of academician slots to private enterprises reflects the government's emphasis on their role in technological innovation [1] Group 2 - To truly transform private enterprises into hubs for top scientific talent, adjustments to academician election quotas alone are insufficient; the government must enhance policies and support for private enterprise research, creating a fairer competitive environment [2] - Private enterprises need to establish effective talent incentive mechanisms, providing ample development space and a conducive innovation environment for their workforce [2] - Scientific workers in private enterprises should integrate their academic pursuits with the mission of building a strong technological nation, focusing on global technological frontiers and major national needs [2]

Group 1: Factors Affecting Profitability - Downstream market demand fluctuations due to cyclical adjustments in the real estate market have led to reduced orders and weakened profitability. The company is expanding into emerging fields such as healthcare, automotive electronics, and robotics to mitigate demand fluctuations [1] - Product structure optimization by increasing the proportion of high-value-added products like DC motors and fans, while reducing material costs, has improved profitability [1] - R&D investment and technological innovation saw a 17.81% year-on-year increase in R&D expenses in 2024, accounting for 5.65% of revenue, enhancing product competitiveness [1][2] - Cost and expense control measures resulted in a 27.21% year-on-year decrease in the ratio of period expenses to revenue in Q1 2025, strengthening expense management capabilities [2] - External policies and market environment factors, including low business exposure in the U.S. market (less than 3%), limit tariff impacts but require ongoing monitoring of policy changes [2][4] Group 2: Talent Incentive Mechanisms - The company aims to cultivate top employees by continuously optimizing the work environment through training programs, performance evaluations, and digital lean initiatives to enhance employee quality and efficiency [3] - Talent acquisition strategies focus on attracting market, R&D, and application technology talents in new fields, supplemented by collaboration with Japanese companies to integrate technological resources [3] - A personalized career development path is established to enhance employee sense of belonging, supported by a shareholding platform to retain core talents for long-term development [3] Group 3: Impact of Trade Wars - The company's business in the U.S. market constitutes less than 3% of total operations, resulting in minimal overall performance impact from trade wars [4] - The company will closely monitor U.S. tariff policy changes and maintain real-time communication with clients to adjust cooperation strategies flexibly [4] - Supply chain optimization and product structure upgrades are employed to mitigate potential cost pressures, alongside diversifying market layouts to increase business proportions in emerging markets to spread risks [4]