Re: [新聞] 台積電「企業文化太嚴苛」激怒美員工　外

※ 引述《qazxc1156892 (QQ)》之銘言：
: 新聞標題: 台積電「企業文化太嚴苛」激怒美員工　外媒曝衝突原因
: 記者高兆麟／綜合報導
: 根據美媒「財星雜誌」（Fortune）報導，在美國的人資網站Glassdoor上，有不少台積電: 的現任和前任員工對工作內容進行討論，不過大部分都是對公司文化的抱怨，不少員工表: 示台積電的強硬企業文化及輪班、服從等都讓他們感到不習慣，認為台積電並未為美國做: 好準備。
: 「財星雜誌」（Fortune）Glassdoor上面留言表示，有工程師分享，他在辦公室睡了一個: 月，且一天工作12小時是基本，週末要輪班也是常態，認為這裡的工作和生活難以平衡。: 還有工程師表示，台積電的企業文化是服從，台積電並未為了美國做好準備。
: 根據報導，台積電美國廠共有91條留言，並有著27％的認同率，換句話說，大約只有1/3: 的人會推薦別人去那裡工作。
: 更糟的是，台積電員工還表示，公司強硬文化會激怒美國員工和求職者，讓台積電在亞利: 桑那州招募足夠員工的努力變得更難。
: 台積電亞利桑那州兩座晶圓廠將僱用4500名新員工，但台積電嚴苛的企業文化，卻與美國: 半導體業顯得格格不入。
: 報導也引述台積電說法表示，目前台積電已為亞利桑那州工廠招聘近2000名員工，其中包: 括600名工程師。
: 但在和招聘人員訪談後會發現，台積電嚴苛的企業文化、嚴格的標準和長達數月的海外培: 訓要求，會讓現任和未來的美國員工對此卻步。
: 新聞來源: https://reurl.cc/M8bkxm

補充沒翻譯到的部分
https://finance.yahoo.com/news/chip-maker-tsmc-needs-hire-100000012.html

TSMC's rigid expectations for new recruits
對於新進員工有很高的期望

In Taiwan, TSMC is revered as “our guardian, savior, and light,” says Chou
Kuo-Hua, an accounting professor at Taiwan’s National Pingtung University
and semiconductor industry expert. The company, which earned $75.9 billion inrevenue last year, manufactures 90% of the world’s most advanced chips that
power high-tech devices. TSMC accounts for 5.7% of Taiwan’s GDP and is so
essential to the global economy that Taipei and its allies consider TSMC a “
silicon shield” that deters China from invading the self-governing island
that Beijing claims as its own.

At home, TSMC sets a high bar for its employees. Sixty percent of its
Taiwanese employees—and over 80% of its managers—hold a master’s degree or
higher, according to a 2020 company report. And the company expects employeesto know their place.

6成的員工還有8成的經理有碩士或是更高的學位

“Sure, TSMC might allow a reasonable expression of opinion [on work-related
matters]—but only from an engineer or deputy manager to the department
manager,” Joey, who has worked as a 5-nanometer chip engineer for TSMC in
Taiwan for nearly six years, told Fortune. “It’s impossible for managers to
express their opinions to upper-level management. This simply cannot be done,” Joey said. (He asked to be identified only by his nickname due to fear of
reprisals.)

公司可以擁有適當的意見表達，但只有從工程師到部經。部經沒辦法再往上表達意見

Supervisors chastise workers who apply for overtime, Joey said. Most workers
accrue overtime to finish their heavy workloads, but many are too afraid to
ask to be paid for it. “It’s all a ruse,” Joey said. Fortune contacted
several new, U.S.-based recruits and Taiwan-based engineers, but they all
declined to talk, citing TSMC’s strict privacy policies and concerns about
retaliation.

(請自行翻譯)

“Our salary is only [for] 10 hours [a day], [but] we don’t leave until we’
re done. And we’ve never been willing to report it,” a member of a private
85,000-person Facebook group for current and former employees of TSMC in
Taiwan wrote in February.

(請自行翻譯)

TSMC’s worldwide turnover rate among staff that joined in the previous year
surged to 17.6% in 2021 from 11.6% in 2017, according to the company’s 2021
sustainability report.

(請自行翻譯)

Still, TSMC is a coveted employer in Taiwan, in large part because it offers
relatively high wages. New engineering grads with a master’s degree earn on
average $65,700 a year, while general full-time staff earn $32,800—compared
to Taiwan’s average annual income of $21,700.

Chou credits TSMC’s “highly disciplined” work culture that delineates a “
clear hierarchy between supervisors and subordinates” for its dominance.
From 2021 to 2022, the chipmaker’s sales skyrocketed, and its revenue surged
nearly 30%, reflecting the supercharged demand for chips during the pandemic.

But TSMC’s supremacy in pumping out high-tech chips isn’t making up for the
lopsided bargain it’s offering highly-educated candidates in the U.S.: a
rigid workplace with arduous training requirements in exchange for pay that’
s lower than rivals’.

TSMC 'doesn’t need all Ph.D.s'
不需要所有的博士生

Taiwan’s higher education system, where 31% of university students choose
STEM majors—compared to 17.5% in the U.S.—has spoiled TSMC. For jobs in its
fabs, the company prefers candidates with Ph.D.s and master’s degrees more
so than peers like Intel, says Dylan Patel, a semiconductor industry expert
and author of the newsletter SemiAnalysis. Earlier this year, job listings
for engineering roles reviewed by Fortune sought candidates with a Ph.D. or
master’s degree.

公司更喜歡收有博士和碩士學位的學生

Some industry observers argue that TSMC’s education expectations are
unnecessarily high, especially in the U.S., where decades of offshoring chip
manufacturing and the lure of Silicon Valley’s high-paying software jobs
have created a shortfall of hardware-focused STEM graduates. Consultancy
Accenture argues that the U.S. is facing an “acute talent shortage across
the entire value chain.” It estimates that the U.S. needs 70,000 to 90,000 “
highly-skilled personnel” to fulfill domestic demand for critical
semiconductor applications alone, in sectors like aerospace, defense, and
automotives.

有些人覺得對於學位的要求有點過高了

High-volume fabs demand some highly-skilled workers, like engineers who
research and develop technology to manufacture advanced chips. But the bulk
of fab employees work on the production line and don’t need more than a
bachelor’s degree, says Santosh Kurinec, a fellow and professor of
engineering at the Rochester Institute of Technology.

大部的工作不需要用到大學學歷以上的員工

“Ph.D.s are necessary in the industry, but it doesn’t need all Ph.D.s,”
she says.

當然需要博士生，但不需要全部的博士生

Another challenge is compensation. TSMC pays up to $160,000 annually “for
Ph.D.s with some good experience,” says an Arizona-based CEO of a
semiconductor recruitment firm hiring for TSMC. That same Ph.D. can earn some$30,000 more at Intel, according to Payscale, a website that tracks company
salaries.

另外一個挑戰是薪水。公司只願意付16萬美元給有經驗的博士生，但是在intel
同樣經驗的博士生可以拿到19萬美元

TSMC’s American rivals, meanwhile, are defending against its recruiting
onslaught. The recruitment firm CEO says candidates have gotten “
counter-offers like we’ve never seen. Intel is... giving [people] $10,000 to
$20,000 to stick around. We’ve lost people that way.”

但美國的對手公司們卻也在防止公司的搶人屠殺。很多人都拿到很好的offer，
像intel就得要付更多錢(1~2萬美元)來留住他們的員工不被挖走

Anyone who’s talented and experienced is “highly sought after and making a
lot of money. The challenge has been finding folks at Intel [and]
GlobalFoundries to make a move without breaking the bank at the same time,”
the CEO says.

有天分和經驗的人被瘋狂追求，且賺了很多錢。但挑戰是如何挖走intel和格羅方德
的人才而且不會破產

Up to 18 months of overseas training

Adding to the recruiting challenge is TSMC’s demand that new U.S.-based
engineering and technician hires ship off to Taiwan for months of training
and cultural exposure.

Since April 2021, TSMC has sent 600 newly hired U.S. engineers to Taiwan. “
They are now returning to Arizona armed with…the most advanced semiconductor
technology knowledge,” a company spokesperson told Fortune.

The overseas training component, which requires U.S. staff to spend anywhere
from 12 to 18 months in Taiwan, is uncommon among its rivals in the U.S.,
even foreign-headquartered firms, says Justin Kinsey, president of SBT
Industries, a boutique semiconductor recruitment firm.

Hiring the first batch of engineers and technicians to train in Taiwan was a
“heck of a recruiting challenge,” says the Arizona-based CEO. “We’d send
30 jobs [to 30 qualified candidates] and get maybe one or two people to bite,” he said. Recruiters say that some younger engineers viewed TSMC’s
overseas training as an all-expenses-paid trip to Taiwan to train on the world’s most sophisticated chipmaking tools. But many candidates were unwilling
to go to Taiwan because of the strain it would impose on their families. Someworried about catching COVID-19 and the territory’s geopolitical tensions
with China, while others simply didn’t have passports.

A corporate trainer who works with TSMC on its home turf says the company’s
new U.S. trainees are clashing with the company’s veteran staff once they
land in Taiwan, mostly because Americans don’t revere authority as much as
their Taiwanese colleagues expect them to. Still, she credits TSMC for tryingto “bridge the cultural gap.”

TSMC strives to nurture 'a well-balanced life'
公司開始尋求更平衡的生活

TSMC is making changes to better compete in the cutthroat battle for U.S.
chip talent.

為了爭搶美國的人才，公司開始做了改變

The company increased staff salaries worldwide by 20% in 2021 in hopes of
improving hiring and retention. (Recruiters say TSMC rivals have hiked their
salaries in return, boosting pay across the industry.)

TSMC says it encourages employees to “nurture… a well-balanced life,” with
its U.S. facilities offering fitness and health centers, a “variety of
activities and clubs, and a warm ambience,” a spokesperson said. The
chipmaker also “facilitate[s] several internal communication channels to
allow employees to share ideas and concerns regarding work conditions," the
spokesperson said. "We actively listen and provide change where needed.”

The company is also upgrading and expanding its Arizona training facilities
so fewer recruits are required to train overseas, but there will “still be
some roles which necessitate training onsite in Taiwan,” the spokesperson
said.

Still, to attract the large numbers of skilled workers it needs, TSMC needs
to focus on “develop[ing] a culture [where] people want to work… and stay,
” says a Midwest-based recruiter who soon will start hiring for TSMC. “Even
Intel, an American company with all the benefits, compensation, and years of
hiring expertise, will still have difficulties [hiring]. I can’t imagine how
much harder it’s going to be for TSMC.”

TSMC founder Morris Chang, the man credited with establishing Taiwan’s
semiconductor industry, has repeatedly said that the company’s success in
Taiwan would be difficult to replicate in another country. The U.S.’s “lack
of manufacturing talents”—as Chang put it—and its expensive production
costs make TSMC’s U.S. gambit particularly challenging. (Chip costs in
Arizona are 50% higher than in Taiwan, and Chang recently warned they could
double.) In Chou’s view, TSMC’s decision to expand U.S. production is “not
economically rational,” but the plan’s geopolitical value—to the U.S. and
to Taiwan, in the event of any conflict with China—may make it too important
to fail.

--