Liu Hui

Liu Hui

Liu Hui graduated from Tianjin University. He has studied at McCombs School of business, University of Texas, Austin, USA and EMBA program of Guanghua School of management, Peking University. He also received a doctorate in economics from Southwest University of Finance and economics. Liu Hui has been engaged in human resource management and business management for a long time, and has formed his own "three source theory" human resource management concept. Together with RAM chalan, David Ulrich, Stephen Covey and other well-known human resource and management experts, he is committed to the exploration of management field.

In 1989, Liu Hui was the first Chinese mainland employee to take office in Motorola, and became a vice president of Motorola global human resources in 2009. Chinese and Western Motorola has been in the senior management of the Chinese mainland for 22 years, advocating "people-oriented, Chinese and Western integration".

In 2011, Liu Hui completed his historical mission in Motorola. In April of the same year, he was invited to join Baidu, becoming the first vice president of human resources in Baidu's history and a member of estaff. He is committed to helping Baidu realize the talent growth mechanism of "let outstanding talents stand out" with his management concepts and ideas summarized in 22 years of cultural blending environment. He was promoted to senior vice president of Baidu in December 2017. In April 2019, he joined the "Baidu executive retirement plan", and in May 2019, he resigned as senior vice president of human resources and served as senior vice president of Baidu and chairman of Baidu cloud business.

Character experience

In 1987, Motorola established its first foreign-funded enterprise office in Beijing. In the following year, under the personal operation of Li Tieying, then Minister of electronic industry, and Li Ruihuan, Secretary of Tianjin municipal Party committee and mayor, Motorola finally chose to build a semiconductor factory in Tianjin. Chinese mainland Chinese mainland talent shows itself as a monitor of the Motorola electronics industry. In 1989, Liu Hui, a postgraduate student leader of the Department of electrical engineering, Tianjin University, organized and participated in the first inspection and recruitment activities of mainland China. After organizing the recommendation and rounds of interviews and examinations, he successfully emerged from over 2000 candidates and became one of the 7 employees in the first batch of Motorola mainland in April 1989. The industry called them ChinaSev. en（C7）”。 Liu Hui, who was the first Chinese mainland management trainee, went abroad in June 30th of that year, and started his first global rotation experience in Chinese mainland. After three years of training in different positions in the United States, Hong Kong, the Philippines and Malaysia, Liu Hui, as a core member of the founding team, returned to Tianjin. As the workshop director of the newly built Motorola Tianjin semiconductor factory with the most advanced technology, he put into formal work, creating and improving China's first modern, large-scale semiconductor packaging and testing center Factories. Following Motorola's decision to invest US $2 billion in Tianjin to establish a state-of-the-art 8-inch chip manufacturing enterprise, Liu Hui, as the company's future successor, went back to Texas chip manufacturing plant in 1997 to take on the dual responsibilities of strategic planning and human resources in accordance with Motorola's tradition of "attaching importance to personnel training and putting people first" We have organized and trained more than 500 technical backbones and experts from more than 20 different countries and regions, successfully completed the large-scale operation and construction of waferfab, and effectively integrated the whole process of front-line and back-end, which has promoted the introduction of advanced semiconductor chip manufacturing technology in China and realized the success of Motorola The big strategy of "technology for market" has opened a new chapter of 8-inch high-end chip manufacturing from scratch. In 2002, Liu Hui became the HR Director of Motorola's whole business chain in Greater China. With 15000 employees in 24 cities, the company is the largest wholly foreign-owned enterprise in China. Its main business covers mobile phones, pagers, semiconductors, communication base stations, public software, automotive electronics, etc. with the comprehensive and rapid expansion of Motorola's Asia Pacific business, talent attraction, organization and training have become the key factors for Motorola's success in Asia Pacific business. Based on the successful experience of Greater China, the company appointed Liu Hui as the president of the Asia Pacific Enterprise University and concurrently as the recruitment director of the Asia Pacific region. This experience gives Liu Hui the opportunity to pass on the management concept of "people-oriented, Chinese and Western" to more managers in more countries. During this period, Liu Hui began to lead Motorola enterprise university to carry out strategic transformation and carry out the construction of enterprise university students' state, so that the enterprise university not only serves the internal staff, but also establishes an enterprise management school with five colleges (School of management, School of sixsigma quality, School of manufacturing, School of engineering, School of Marketing), and a compound growth of annual profit and sales of more than 50% To help Motorola's upstream and downstream enterprises, governments and managers in the Asia Pacific region in the whole industry chain to build a tob and TOC business model. It was at this time that the concept of "combining Chinese and Western culture" began to spread to a large number of management elites in the Asia Pacific region through Motorola enterprise university. At the same time, as the person in charge of recruitment in the Asia Pacific region, in response to the different recruitment needs of different countries, Liu Hui designed a set of directsourcing recruitment methodology called "lake, river, gate" in the industry, which laid a talent foundation for Motorola's rapid development at the beginning of the new century. In April 2007, because of his outstanding performance in the Asia Pacific region and the unique and innovative "LRG" recruitment concept, Liu Hui was transferred to the United States again as the global recruitment leader of Motorola. When he first arrived in the United States, Liu Hui put aside the unique "face" of the Oriental people and learned from the world's excellent enterprises, thus quickly opening up the situation. Through seven phone calls with the global recruitment leaders of seven high-tech multinational companies including HP, Microsoft, Qualcomm and Cisco (7 is a number Liu Hui believes in), I exchanged my views and ideas on global recruitment. Through open-minded learning and self thinking, we quickly established an excellent team, introduced the concept of "LRG", improved the global recruitment and evaluation system, and created recruitment performance of more than 8000 people across 72 countries and regions every year. As the first Chinese face executive in this position, Liu Hui has won the recognition and praise of his peers through his strength. In 2009, Liu Hui officially served as Motorola's global vice president of human resources, responsible for the whole module management of human resources in the Asia Pacific region. At the same time, he is also the international human resources partner of global mobile business. In 2011, Liu Hui completed his historical mission in Motorola. In April of the same year, he was invited to join Baidu, becoming the first vice president of human resources in Baidu's history and a member of estaff. He is committed to using the management concepts and ideas summarized in his 22 years of cultural integration environment to help Baidu realize the talent growth mechanism of "let outstanding talents stand out". He was promoted to senior vice president of Baidu in December 2017. joined the "Baidu executive retirement plan" in April 2019, and resigned as senior vice president of human resources in May 2019, serving as senior vice president of Baidu and chairman of Baidu cloud business.

Management thought

during his job rotation in many countries, Liu Hui systematically studied the theory and practice of western scientific management, such as X theory (motivator) and Y theory (motivator), sixsigma (6 σ), SPC (statistical process control), TQM (total quality management), etc., thus laying his own theoretical foundation in enterprise management. In the following four years, Liu Hui successively held the posts of workshop director, engineering manager, quality manager and Strategic Manager, and successfully established a complete set of modern chemical plant management system. Including the first domestic QS9000 quality system and TCS (total customer satisfaction) system. during his dual responsibilities of strategic planning and human resources in Texas chip manufacturing plant, Liu Hui, as a core manager from China, summed up a set of management ideas of "relationship principle rules" combining Chinese and western. Oriental people's behavior habit is more "emotion reason law", while western people's behavior habit is more "law reason emotion". In the management of multinational enterprises, it is often necessary to make a balance and judgment between relationship type problems and rule type problems. Under the background of that time, Liu Hui's "emotion reason law" management thought is of great significance to how to attract foreign enterprises, how to attract advanced technology, and how to manage foreign invested enterprises. Liu Hui takes this concept as his theoretical basis of human resource management, and actively practices his cross-cultural and cross-border value concept of "people-oriented, Chinese and Western" in Motorola. during his tenure as president of the Asia Pacific Enterprise University and concurrently as the recruitment director of the Asia Pacific region, Liu Hui began to design a set of directsourcing recruitment methodology called "LRG (Lake, river, gate)" in response to the different recruitment needs of different countries,

Chinese PinYin : Liu Hui