領高薪做低階工作?憂產業太傾斜 前台積 - 工程師

By Edwina
at 2022-04-05T11:23
at 2022-04-05T11:23
Table of Contents
領高薪做低階工作?憂產業太傾斜 前台積退將:半導體業糟蹋人才
記者戴元利
發佈時間:2022/04/04 23:12
最後更新時間:2022/04/04 23:12
近年來受到少子化衝擊,加上中美貿易戰爆發、台商回流擴廠,都讓台灣企業的人才荒現
象愈來愈惡化。更令人擔心的是,半導體業者祭出高薪橫掃就業市場,導致其他傳產或中
小企業的徵才難度大大提升。產業專家直言,如果人才高度往科技業傾斜,將導致國內產
業結構單一化,該如何解決這樣的現象呢?專家認為,傳產業勢必得改善工作環境,才能
獲得年輕世代青睞。
全球半導體顯示器設備龍頭應用材料,旗下子公司台灣應材廣發英雄帖,今年將徵求800
到1000名員工,領域橫跨設備製程、產品研發、助理組裝工程師,以及財務、IT等專業人
才,面對其他大廠來勢洶洶,給高薪是一定要的。
台灣應用材料人力資源處招募經理賈馨潔:「以工程類的工程師,光應屆畢業生一進應材
,年薪就會超過百萬以上,你在成長營裡面,我們就會由高階主管,來替他們做產業的分
析跟介紹,然後另外也會帶著他們做一些,個人的探索的成長的互動。」
內部提供進修管道,課程多達上千種,台灣應材光每年培訓費用就高達上億元。招募經理
坦言,由於國內人才數量不夠,大廠又競爭激烈,因此必須祭出超有感福利,吸引市場目
光。
台灣應用材料人力資源處招募經理賈馨潔:「我們每年有給每位正職員工,大約台幣6萬
元的旅遊補助,那另外我們每天進辦公室會有免費的早餐,然後我們也提供員工用85折的
價錢,去購買總公司的股票,另外還有提供36萬的免息的車貸。」
根據人力銀行調查,去年第四季,半導體人力缺口創7年新高,求職者平均可分到3.7份工
作,是就業市場整體數據的2倍之多。不過台灣科技業已經夠難找人了,超微、高通、輝
達、英特爾、蘋果等國際大廠也來搶工程師,當人才競爭變成土洋大戰,對傳產和中小企
業的排擠效應將更加嚴峻。
人力銀行獵才招聘資深副總晉麗明:「全產業都會對數位化,都會對5G、AI、大數據這樣
子的這些發展,是都能夠去介接,但是相對的人才就是這一批,這個傳統產業跟一般的製
造業,可能沒有像IC半導體,或者是科技業這麼好的這些薪資,或者是文化的競爭力,那
我想就會造成這些產業在找人才方面,可能會愈來愈困難。」
徵才觸角伸進校園,外界只看科技業,殊不知傳產大廠近年做數位轉型,對理工人更是求
才若渴。業界從這波人才荒也嗅到警訊,一旦人才往科技業高度集中,恐怕導致傳產更難
轉型,走向產業單一化。
前台積電研發處處長楊光磊:「台積電的一些員工,唸博士碩士班的學生做的事情,按照
我的經驗看起來,大部分在美國用高中畢業生就可以做的,他做的事情非常的例行公事,
即使是研發,所以我親眼目睹台灣在半導體,這個人才上面,去糟蹋了台灣所有的優秀的
人才。」
離開待了20年的老東家,前台積電研發處處長楊光磊話說得很直白,他認為,傳產業薪水
既然比不過科技業,只能從環境下手,打造有發展性、彈性自由的友善職場,才能獲得求
職者青睞。
前台積電研發處處長楊光磊:「如果你要跟台積電競爭人才,你就要改變環境,假設我剛
剛畢業,我一定想要進去一個,我在裡面可以飛起來的環境,可以讓我成長很快速的環境
,可以讓我學有所用貢獻的環境。」
人力銀行獵才招聘資深副總晉麗明:「外商大概不管是在薪酬福利,對員工的尊重度,甚
至於在整個的這些工作的環境上面,我想大概都比較貼近於現在的上班族,我想這個部分
當然也給,台灣的企業體一個省思啦,就是說如果我們,不只是薪水方面,那甚至於在很
多公司的文化啦,制度啦包括休假啦,包括公司的環境上面,可能都還是要與時俱進。」
未來徵才只會愈來愈難,傳統企業習慣超長工時、薪資停滯、一人當三人用的舊思維,必
須徹底翻轉,才能留住關鍵競爭力。
https://reurl.cc/Y92bn0
--
記者戴元利
發佈時間:2022/04/04 23:12
最後更新時間:2022/04/04 23:12
近年來受到少子化衝擊,加上中美貿易戰爆發、台商回流擴廠,都讓台灣企業的人才荒現
象愈來愈惡化。更令人擔心的是,半導體業者祭出高薪橫掃就業市場,導致其他傳產或中
小企業的徵才難度大大提升。產業專家直言,如果人才高度往科技業傾斜,將導致國內產
業結構單一化,該如何解決這樣的現象呢?專家認為,傳產業勢必得改善工作環境,才能
獲得年輕世代青睞。
全球半導體顯示器設備龍頭應用材料,旗下子公司台灣應材廣發英雄帖,今年將徵求800
到1000名員工,領域橫跨設備製程、產品研發、助理組裝工程師,以及財務、IT等專業人
才,面對其他大廠來勢洶洶,給高薪是一定要的。
台灣應用材料人力資源處招募經理賈馨潔:「以工程類的工程師,光應屆畢業生一進應材
,年薪就會超過百萬以上,你在成長營裡面,我們就會由高階主管,來替他們做產業的分
析跟介紹,然後另外也會帶著他們做一些,個人的探索的成長的互動。」
內部提供進修管道,課程多達上千種,台灣應材光每年培訓費用就高達上億元。招募經理
坦言,由於國內人才數量不夠,大廠又競爭激烈,因此必須祭出超有感福利,吸引市場目
光。
台灣應用材料人力資源處招募經理賈馨潔:「我們每年有給每位正職員工,大約台幣6萬
元的旅遊補助,那另外我們每天進辦公室會有免費的早餐,然後我們也提供員工用85折的
價錢,去購買總公司的股票,另外還有提供36萬的免息的車貸。」
根據人力銀行調查,去年第四季,半導體人力缺口創7年新高,求職者平均可分到3.7份工
作,是就業市場整體數據的2倍之多。不過台灣科技業已經夠難找人了,超微、高通、輝
達、英特爾、蘋果等國際大廠也來搶工程師,當人才競爭變成土洋大戰,對傳產和中小企
業的排擠效應將更加嚴峻。
人力銀行獵才招聘資深副總晉麗明:「全產業都會對數位化,都會對5G、AI、大數據這樣
子的這些發展,是都能夠去介接,但是相對的人才就是這一批,這個傳統產業跟一般的製
造業,可能沒有像IC半導體,或者是科技業這麼好的這些薪資,或者是文化的競爭力,那
我想就會造成這些產業在找人才方面,可能會愈來愈困難。」
徵才觸角伸進校園,外界只看科技業,殊不知傳產大廠近年做數位轉型,對理工人更是求
才若渴。業界從這波人才荒也嗅到警訊,一旦人才往科技業高度集中,恐怕導致傳產更難
轉型,走向產業單一化。
前台積電研發處處長楊光磊:「台積電的一些員工,唸博士碩士班的學生做的事情,按照
我的經驗看起來,大部分在美國用高中畢業生就可以做的,他做的事情非常的例行公事,
即使是研發,所以我親眼目睹台灣在半導體,這個人才上面,去糟蹋了台灣所有的優秀的
人才。」
離開待了20年的老東家,前台積電研發處處長楊光磊話說得很直白,他認為,傳產業薪水
既然比不過科技業,只能從環境下手,打造有發展性、彈性自由的友善職場,才能獲得求
職者青睞。
前台積電研發處處長楊光磊:「如果你要跟台積電競爭人才,你就要改變環境,假設我剛
剛畢業,我一定想要進去一個,我在裡面可以飛起來的環境,可以讓我成長很快速的環境
,可以讓我學有所用貢獻的環境。」
人力銀行獵才招聘資深副總晉麗明:「外商大概不管是在薪酬福利,對員工的尊重度,甚
至於在整個的這些工作的環境上面,我想大概都比較貼近於現在的上班族,我想這個部分
當然也給,台灣的企業體一個省思啦,就是說如果我們,不只是薪水方面,那甚至於在很
多公司的文化啦,制度啦包括休假啦,包括公司的環境上面,可能都還是要與時俱進。」
未來徵才只會愈來愈難,傳統企業習慣超長工時、薪資停滯、一人當三人用的舊思維,必
須徹底翻轉,才能留住關鍵競爭力。
https://reurl.cc/Y92bn0
--
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