Stagflation, jiġifieri, inflazzjoni staġnata, terminu ekonomiku, tintuża biex jiddeskrivi l-fenomenu li fih il-prezzijiet jogħlew iżda l-ekonomija tistaġna. L-istagflazzjoni tat-talent taċ-ċippa tirreferi għal spejjeż tax-xogħol li qed jogħlew, iżda l-kwalità tat-talent ma tjiebitx.
Whether it is chip products or chip talents, they are a major factor in the market economy. According to Marx's determinism of supply and demand, prices are determined by the relationship between supply and demand. At present, the chip industry is booming, the talent market is in short supply, and labor costs are rising. But right now, labor costs are in a serious stagflation trend. High-paying poaching and frequent job-hopping have added a bucket of oil to the shortage of people.
Bix-xogħol kostanti-qbiż, is-salarju jista' jmur minn 200,000 għal 400,000 għal 800,000 għal miljun fi tliet snin, u l-firxiet tal-pożizzjoni minn inġinier għal maniġer sa direttur. Is-salarji jogħlew, u t-titli jitilgħu. Imma l-abbiltà hija verament malajr daqs is-salarji u t-titli jiżdiedu? It-tkabbir staġnat tat-talenti industrijali jeħtieġ li jġiegħelna naħsbu.
Let's look at a set of data: the current annual salary of chip design engineers is between 600,000 and 1.2 million yuan, and the salary may increase by 20 percent to 50 percent when changing jobs; the current annual salary of verification engineers is between 600,000 and 1.5 million yuan, and the salary may be increased by 20 percent when changing jobs. percent -35 percent ; the current annual salary of the CPU/GPU leader is 1.5-6 million yuan, and the salary increase can reach 40 percent -50 percent after job-hopping.
Personalment, żieda bħal din hija tassew eċċitanti, iżda qabel u wara xogħol frekwenti-qbiż, fil-fatt hija biss bidla ta 'kumpanija jew pożizzjoni ogħla, u s-saħħa teknika personali ma nbidlitx ħafna. Safejn hija kkonċernata l-industrija, l-istagflazzjoni tal-ispejjeż tax-xogħol taggrava l-frizzjoni interna tal-industrija. Fuq il-wiċċ, il-kapital huwa moħli. Fil-fatt, l-ispiża tal-ħin mitluf, l-ispiża tal-opportunità, u t-telf huma bla kejl.
Min qed isuq dan kollu? X'inhuma l-inkwiet moħbi wara l-inflazzjoni tal-ispejjeż tax-xogħol?
Ir-raġunijiet wara l-istagflazzjoni tat-talent
Wara l-istagflazzjoni tal-ispejjeż tax-xogħol taċ-ċippa, hemm linja loġika bħal din: l-iżvilupp mgħaġġel tal-industrija taċ-ċippa - id-dħul rapidu ta 'ammont kbir ta' kapital - l-espansjoni tal-iskala tal-industrija, l-isplużjoni ta' kumpaniji ġodda - iż-żieda fid-domanda għat-talenti taċ-ċippa - l-iżbilanċ bejn il-provvista u d-domanda - li jwassal għal Żieda fis-salarju - għoli-kaċċar bil-ħlas {{ {7}} xogħol frekwenti-qbiż - stagflazzjoni tal-ispejjeż tax-xogħol.
The serious imbalance between talent supply and demand is the most fundamental and fundamental reason. Let's first look at the demand side. According to the forecast of the China Semiconductor Association, the gap of Chinese chip professionals will exceed 250,000 in 2022, and by 2025, this gap will expand to 300,000. Domestic chip companies are growing rapidly. Taking the chip design field as an example, the number of domestic chip design companies will increase by 592 in 2021, with a growth rate of 26.7 percent . The number of enterprises with 100-500 employees increased by 91 over the previous year. The official caliber is like this, and there are rumors in the market that there are thousands of new chip design companies this year, and the demand side can be described as explosive growth.
Min-naħa tal-provvista, it-talenti jiġu prinċipalment f'kulleġġi u universitajiet għat-taħriġ tat-talent. Dejta mis-Semi-Assoċjazzjoni taċ-Ċina turi li fl-2020, l-iskala ta' gradwati relatati ma' ċirkwiti integrati f'pajjiżi se tkun ta' madwar 210,000, li jammontaw għal madwar 2.30 fil-mija tan-numru totali ta' gradwati. Fost dawn il-210,000 student, 13.77 fil-mija biss huma involuti f'xogħol relatat ta' ċirkwit integrat- wara l-gradwazzjoni, u n-numru huwa inqas minn 30,000. It-talenti taċ-ċippa kkultivati minn kulleġġi u universitajiet domestiċi huma fil-qosor.
In-nuqqas ta' provvista jagħmel il-541,000 impjegat eżistenti prezzjuż, iżda dan is-suq bażiku mhuwiex stabbli. Taħt il-gwida tal-politiki nazzjonali, l-industrija tas-semikondutturi tinsab fiċ-ċentru tal-istadju taż-żminijiet u ġibdet ħafna attenzjoni mill-kapital. Valutazzjonijiet u finanzjament għoljin, u t-twelid tal-Bord tal-Innovazzjoni tax-Xjenza u t-Teknoloġija żiedu s-saħħa tan-negozjar tal-kumpaniji taċ-ċippa.
Under the requirements of rapid capital development and high returns, the phenomenon of labor cost stagflation has directly intensified. On the other hand, the high attention of capital has exacerbated the loss of chip talents. Many chip talents put down silicon wafers, put down EDA tools, and rush to invest. As a result, the most important thing in the semiconductor industry is investors. Therefore, there is a joke in the industry that "there are more semiconductor students in Lujiazui than Zhangjiang".
Minħabba l-influwenza tal-politiki f'xi reġjuni, se jkun diffiċli għalina li naraw l-okkażjoni kbira ta 'bigwigs internazzjonali li jġibu t-timijiet tagħhom fiċ-Ċina kontinentali biex jibdew in-negozji. Irriżulta li kien għad hemm ħafna kumpaniji domestiċi li marru lejn it-Tajwan, iċ-Ċina biex jistabbilixxu siti RD barranin. Issa l-inċertezza tas-sitwazzjoni internazzjonali u l-interferenza kontinwa ta 'l-epidemija mhux biss għamlu l-bini ta' tim barra minn Malta għalxejn, iżda wkoll il-possibbiltà ta 'kaċċa illegali barra l-pajjiż qed issir dejjem aktar baxxa.
Due to the difficulty of poaching people, some companies have established larger HR teams and hired a number of headhunters to help them out. Some other industry giants have transformed and started the national core-making fever, including Internet companies, manufacturing companies, and mobile phone manufacturers. With strong funds, they began to "conquer" chip companies with high salaries and became the first person to boost involution. Headhunters swarmed, and "unscrupulous" poaching aggravated the rise in labor costs. There is such a joke in the industry: in Zhangjiang, Pudong, at the gate of a large chip design company, Zhangjiang men often hear strangers whispering in their ears, "Little brother, do you want to change jobs? Big brother, do you want to start a business?".
Under the indiscriminate bombardment of headhunters, it seems that the company has indeed recruited a few more people than before, but the talent pool has not grown significantly. It's just that there were only 3 people fishing, but now 100 people are fishing, and there are still a group of people behind you who are staring at your fish basket. The practice of headhunting and poaching made the engineers who were poached have a mentality: look, they are poaching people, the industry is so hot, there must be higher prices. Leveraging prices have therefore been raised again and again.
As the so-called "people die for wealth, birds die for food", the temptation of high salaries is really huge, and it is understandable that engineers can't stand it. However, another phenomenon is worth pondering: chip engineers who frequently change jobs are mostly from mainland China. The frequency of job-hopping of engineers and overseas engineers in Taiwan, China is relatively low, so they concentrate on research and development, make products, and develop better products with craftsmanship and accumulation over time, which enhances the competitiveness of overseas companies. Behind the stagflation of domestic chip talent, there may be the absence of an engineer culture. Frequent job-hopping makes it difficult to do things down-to-earth. Not only is it difficult to accumulate your own skills, but it will also make you restless, making it difficult to sit on the bench for ten years!
L-inkwiet moħbi wara l-istagflazzjoni tat-talent
Is-suċċess tal-ebda industrija ma jiddependi fuq id-diżordni u l-involuzzjoni. Grad għoli ta 'involuzzjoni se jnaqqas biss il-produttività industrijali. L-istagflazzjoni tal-ispejjeż tax-xogħol għandha effett distruttiv potenzjali fuq l-industrija tas-semikondutturi, li taffettwa l-iżvilupp ta 'individwi u intrapriżi b'mod żgħir, u taffettwa l-futur tal-industrija b'mod kbir, li m'għandux jiġi sottovalutat.
For individual chip engineers, frequent job-hopping is not conducive to personal career planning. Each job-hopping position is similar to the job, the only difference is the salary. Frequent job-hopping, personal ability and project practice ability have not been accumulated. It seems that the salary increased by tens of thousands in the initial stage, but in the long run, one's own ability, the item with the highest bargaining weight, is constantly being diluted. Without the accumulation and precipitation of technical ability, can the salary jump higher and higher after five or ten years?
Chip engineers have been poached, and most of the companies that entered before and after are doing similar projects, which also points out the stubborn disease of repetitive competition in the current industry. In the name of domestic substitution, many companies actually only "substitute domestic production" and repeatedly involute low-end products. This allows the chip talent to repeatedly grind on the same whetstone, and the good steel will not be used on the blade.
Fl-industrija tat-teknoloġija, it-talent huwa assi intellettwali importanti ta 'intrapriża. Ħarsa lejn ir-rotot ta 'tkabbir ta' ġganti semikondutturi barranin, liema waħda ma tintlaħaqx minn inġiniera bilqiegħda fuq il-bank għal għaxar snin. Mill-perspettiva tal-intrapriżi, ir-rata għolja tal-fatturat tat-talenti tagħmilha diffiċli biex jikbru intrapriżi pendenti. Fil-futur, id-diffikultà teknika tal-industrija tas-semikondutturi se ssir ogħla u ogħla. Flimkien ma 'l-impatt tal-frizzjonijiet kummerċjali, l-iżvilupp ta' semikondutturi domestiċi għandu jkun mimli xewk. Ir-rata għolja tal-fatturat u r-rata tal-fatturat jistgħu jkunu biss katalist negattiv, huwa diffiċli għall-intrapriżi eċċellenti domestiċi li jikbru malajr, u l-kompetittività internazzjonali tkun impossibbli li titkellem dwarha.
The industry will also fall into the vicious circle of "more and more expensive labor costs and slow growth in talent quality". It is only in practice that a person's technical ability improves. Frequent job-hopping not only makes chip engineers keep an eye on external recruitment trends, but also gets harassed by headhunters every day, distracting their energy, and job-hopping often makes the project at hand unsustainable. Even if a replacement is launched, it will cost a lot of time.
Ftit jiem ilu, żaret kumpanija tal-bidu-up. Il-fundatur kellu esperjenza ta 'xogħol barra l-pajjiż. Franchement ammetta li l-inġiniera Ċiniżi mhux biss huma għaljin, iżda wkoll mobbli ħafna, u d-distakk bejn il-kapaċitajiet tagħhom u l-inġiniera barranin tal-istess perjodu/età qed jikber u jikber, u l-kost-effettività tal-inġiniera barranin ogħla . Hemm ukoll ħafna bidu ta' ċippa-ups barra l-pajjiż. Għalkemm in-numru ta 'inġiniera jista' ma jkunx kbir daqs dak tal-kontinent, l-iskala tal-persunal mhix kbira daqs dik tal-kontinent, iżda l-kompetittività hija qawwija ħafna.
Konklużjoni
Semiconductor technology is the most primitive and the most tiring work. It is gratifying that the whole society attaches great importance to chip talents. As a powerful country in science and technology, chips are the foundation of the digital economy. We are almost devoted to the development of the chip industry. "The iron has to be hard on its own." There will always be foggy moments along the way. Only with more mutual understanding and less introversion in the industry can we maximize time and cost savings, accumulate industrial experience, accumulate talent soft power, and jointly write a bright future.