台積電美國來台受訓在glassdoor評論 - 工程師

※ 引述《NTUEE2CS (電機轉資工)》之銘言：
: https://www.glassdoor.com/Reviews/Employee-Review-TSMC-RVW49365407.htm

略略翻譯一下


Pros

Was able to train in Taiwan, work for one of the most important companies on
the planet that no one knows about, be exposed to culture outside the US, am
being given skills I can take to lot's of desirable positions in the future.

There are incompatibilities between work culture, learning/teaching style and
other expectations from the US to Taiwan. This is to be expected. My trainer
I think has definitely met me part way, and I believe I can say I have done
the same. There's still a gap, but this can be worked on.


優勢

能有機會來到台灣訓練，在不為人知世界上最重要的公司工作，並接觸到不同於美國的文化
我認為我得到了許多未來職涯上受用不少的技能。

早就可以預期的是也有不少落差出現在工作文化、教學相長、和許許多多台美之間的不同
期待上。我的導師 (Trainer) 和我都看到了對方部分的面向。各種差距是存在的，也是需可
以努力改進的。



Cons

The work culture in Taiwan is really different than in the US. I am sure TSMC
will have to change to an 8 hour work day five days a week or do what other
companies do with Fabs and run three days on, four days off, four days on,
three days off rotations. As it is right now in Taiwan The minimum amount of
time at the company is 10 hours a day, but realistically is running up to even
12 hours a day. This is for those of us who are American training to go back to
the new operation in Arizona. The reality for people from Taiwan is that they
are doing even more than 12 hour days often. There's also the night shifts and
weekend shifts on duty and/or on call. That last part is understandable as the
fab lives 24/7.

The training in this experience really depends on one person who is your
"trainer". My experience has lacked any structure, but had no shortage of
expectations. I came up with some process to approach learning new equipment
and daily tasks, but to be honest don't know that I've arrived yet.

TSMC doesn't seem to enshrine a sense of individual freedom. The company
provides housing for those of us training from the states, but has very much
micromanaged everything we do in our living arrangement. There's a curfew with
no guests allowed for example. And the long term housing adds another hand hour
commute.


劣勢

工作文化實在是差異太大了。我想台積應該是可以改成每週 40 工時，或者像其他晶圓廠
作三休四、作四休三等。我看在台積的同事大多每天工作十小時起跳，甚至到十二小時不
等，而且這還是僅僅是我們這些從美國來到台灣，未來要到 Arizona 工作的夥伴。如果是
真正的台灣同事，他們是每天十二小時起跳，還需要加上輪夜班或是週末值班等，但對於
一個全年無休的晶圓廠來說也是可以理解的。

整個訓練的過程真的很看你的導師是誰，我的經驗上是整個沒有結構，雖然我是沒有很意
外啦。整天下來我就是在學習改善一些新的儀器和每日任務，但說實在的我也不知道這有
什麼用處。

台積似乎不太重視個人自由，公司提供了我們這些歪果忍宿舍，但連雞毛蒜皮都要管，包
括了訪客限制的門禁時間等，另外選擇了長期住宿的人還需要額外花一個小時通勤。



Advice to Management

The software used by TSMC is dated. Of course TSMC may not be alone in this as
industry doesn't have the same motivation in software decisions as the consumer
driven market has, which results in amazingly optimized applications. The apps
people know and love meet a minimalist and aesthetic criteria for a reason. Big
companies don't have the motivation but minimalist software with an aesthetic
UI makes people more efficient at what they're doing and can save the company
time. TSMC could even justify having its own internal software development
team, and it would save massive amounts of money in people's time. A lot of
software at TSMC also seems to be repetitive. TSMC should reduce the amount of
software it has for different tasks, find functions that are repeated across
applications and reduce to a common application.



I joined TSMC for the same reason I became an engineer. I want to do something
I'm passionate about and improve peoples lives in a lasting way. Semiconductors
are a magic bullet that have changed and are changing our quality of life and
the way we live. Unfortunately it seems TSMC doesn't enable the same outcome
for many of its employees as the technology enables for the planet. The
percentage of the budget going to pay employees at a company like TSMC is small
compared to the cost of a fab, the equipment it houses, defective product and
other issues. There's no reason TSMC can't increase the number of employees it
has to allow people to go home to their families at a reasonable time each day
and give them good benefits. I think TSMC might at least approach this in
Arizona as it has to compete to retain and attract talent against companies
like Intel right across the street.



Too much time is spent in meetings to review the work from the last night/day
in the morning, and to review what was done during the day again in the
afternoon. These meetings add up to three hours in a day easily. That's a lot
of the work day. Some of the solution may be in software. I truly believe most
of these meetings could be automated. The engineer who last worked with the
equipment would record tool status and changes, and makes recommendations.
The manager gives approval to any recommendation or overrides, and the engineer
coming into the next shift only looks at the tools they've been assigned to on
this "hypothetical" application. The only person it makes sense to have three
hours looking at this stuff is the manager who would have to make approval,
hold engineers accountable or interject if need be. The rest of the staff
should be able to cover the material that actually relates to them on their
own in five to ten minutes. TSMC could automate this through software. This
could also solve some of the issue with the long work days. People in TSMC
Taiwan honestly are not being more productive than Americans on an eight hour
work day. But tasks which don't contribute to what actually needs to be done
in an efficient way suck up the employees time.



The "e-learning" system TSMC uses to teach new employees is terrible and needs
to be abandoned. I would seriously recommend TSMC to provide an anonymous
survey to the entire company, but also specifically to the American hires as
there are additional translation issues from Chinese which make the learning
even worse. Chances are high that if the survey is actually anonymous people
will confess they haven't learned anything from the e-learning, and it just
wasted time they needed to learn their process.


對高層的建議

軟體真的過時了。當然台積不會是唯一的例子，因為製造業本身就不像服務業有強烈動機
要去改善軟體讓程式易於使用。大家會喜歡那些簡約有美感的軟體不是沒有道理的。台積
應該考慮設立專門的軟體團隊，去改進同事的工作效率，更可以省下許多同事的加班費。
一堆疊床架構的軟體應該要整合才是。

我加入台積選擇成為工程師是因為我想要改善人們的生活，而半導體也正是這麼一個神奇
的角色可以改善人們的生活。不幸的是，台積對於員工生活品質的改善似乎不如對於世界
的貢獻，台積有能力可以改善員工的生活品質、員工的住宿，甚至台積也可以增聘人事，
讓員工在工作同時也可以兼顧家人。特別是考慮到未來台積要到 Arizona 和同樣在附近
的 Intel 一同競爭。

此外，在台積的工作每天也都要花一堆時間在開會。晨會回顧前一天的工作狀況，下午則
回顧當天的狀況。我想很多事情應該都可以簡化和自動化的... (略)。我不認為在美國正
常上班工作的人產出會比在台灣花上許多時間工作開會的人少。

最後則是台積的 e-learning 系統。這真是他Ｘ的爛透了，應該整個打掉重練。如果台積
可以對從美國來台受訓的人們做匿名調查，應該可以理解到系統裡面一堆翻譯錯誤，也可
以知道根本沒有辦法從中學習到東西，單純只是來浪費大家時間的。




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台積或許已經是台灣最好的公司

但整體的公司文化也還有台灣多數公司的不少特質

在前進世界設廠的時候

也可以考慮多多向不同文化的優勢學習



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