Stagflācija, tas ir, stagnējoša inflācija, ekonomisks termins, tiek lietots, lai aprakstītu parādību, kurā cenas pieaug, bet ekonomika stagnē. Chip talantu stagflācija attiecas uz pieaugošām darbaspēka izmaksām, bet talantu kvalitāte nav uzlabojusies.
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.
Pastāvīgi{0}}mainoties darbam, alga var pieaugt no 200,000 līdz 400,000 līdz 800,000 līdz 1 miljonam trīs gadu laikā, un amats ir diapazonā. no inženiera līdz vadītājam līdz direktoram. Algas pieaug, un tituli pieaug. Bet vai tiešām spējas ir tikpat ātri, cik pieaug algas un tituli? Rūpniecisko talantu stagnācijai ir jārada pārdomas.
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.
Personīgi šāds pieaugums ir patiešām aizraujošs, taču pirms un pēc biežas{0}}darba lēkšanas patiesībā tā ir tikai uzņēmuma vai augstāka amata maiņa, un personīgais tehniskais spēks nav īpaši mainījies. Kas attiecas uz nozari, darbaspēka izmaksu stagflācija saasina nozares iekšējo berzi. Uzskatot, kapitāls tiek izšķiests. Faktiski zaudētā laika izmaksas, alternatīvās izmaksas un zaudējumi ir neizmērojami.
Kurš to visu vada? Kādas rūpes slēpjas aiz darbaspēka izmaksu inflācijas?
Talantu stagflācijas iemesli
Aiz šķeldas darbaspēka izmaksu stagflācijas slēpjas šāda loģiskā līnija: mikroshēmu nozares straujā attīstība - liela kapitāla daudzuma strauja ienākšana - nozares mēroga paplašināšanās, eksplozija jaunu uzņēmumu skaits - pieprasījuma pieaugums pēc mikroshēmu talantiem - nelīdzsvarotība starp piedāvājumu un pieprasījumu -, kas noved pie algas Pieaugums - augsti-apmaksātas malumedniecības { {7}} biežs darbs-lēciena - darbaspēka izmaksu stagflācija.
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.
Piedāvājuma pusē talanti galvenokārt ierodas koledžās un universitātēs, lai apmācītu talantus. Ķīnas pus{0}}asociācijas dati liecina, ka 2020. gadā ar integrālajām shēmām saistīto absolventu skaits manā valstī būs aptuveni 210,000, kas ir aptuveni 2,30 procenti no kopējā absolventu skaita. No šiem 210,000 studentiem tikai 13,77 procenti ir iesaistīti ar integrālo shēmu{10}}saistītu darbu pēc skolas beigšanas, un šis skaits ir mazāks par 30,000. Pašmāju koledžās un universitātēs izkopto mikroshēmu talantu trūkst.
Piedāvājuma trūkuma dēļ esošie 541,000 darbinieki ir vērtīgi, taču šis pamata tirgus nav stabils. Valsts politikas vadībā pusvadītāju rūpniecība ir laikmeta centrā un ir piesaistījusi lielu kapitāla uzmanību. Augstie novērtējumi un finansējums, kā arī Zinātnes un tehnoloģiju inovāciju padomes izveide ir palielinājusi mikroshēmu uzņēmumu kaulēšanās spēku.
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".
Dažos reģionos īstenotās politikas ietekmes dēļ mums būs grūti redzēt lielo notikumu, kad starptautiskie lielvārdieši atvedīs savas komandas uz kontinentālo Ķīnu, lai sāktu uzņēmējdarbību. Izrādījās, ka joprojām bija daudz vietējo uzņēmumu, kas devās uz Taivānu, Ķīnu, lai izveidotu RD vietnes ārzemēs. Tagad starptautiskās situācijas nenoteiktība un nepārtrauktā epidēmijas iejaukšanās ir ne tikai padarījusi ārzemju komandas veidošanu veltīgu, bet arī aizjūras malumedniecības iespēja kļūst arvien mazāka.
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!
Slēptās rūpes aiz talantu stagflācijas
Nevienas nozares panākumi nav atkarīgi no nekārtībām un involūcijas. Augsta involūcijas pakāpe tikai samazinās rūpniecības produktivitāti. Darbaspēka izmaksu stagflācijai ir potenciāli destruktīva ietekme uz pusvadītāju nozari, kas nelielā mērā ietekmē privātpersonu un uzņēmumu attīstību un lielā mērā ietekmē nozares nākotni, ko nevajadzētu novērtēt par zemu.
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.
Tehnoloģiju nozarē talants ir svarīga uzņēmuma intelektuālā vērtība. Skatoties uz aizjūras pusvadītāju gigantu izaugsmes ceļiem, kādus desmit gadus uz soliņa sēdošie inženieri nesasniedz. No uzņēmumu viedokļa augstais talantu mainības līmenis apgrūtina izcilu uzņēmumu izaugsmi. Nākotnē pusvadītāju nozares tehniskās grūtības kļūs arvien augstākas. Kopā ar tirdzniecības berzes ietekmi iekšzemes pusvadītāju attīstībai ir jābūt pilnai ar ērkšķiem. Augsts apgrozījuma līmenis un apgrozījuma līmenis var būt tikai negatīvs katalizators, vietējiem izcilajiem uzņēmumiem ir grūti strauji augt, un par starptautisko konkurētspēju nevarēs runāt.
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.
Pirms dažām dienām apmeklēja{0}}iesācējs uzņēmums. Dibinātājam bija ārzemju darba pieredze. Viņš atklāti atzina, ka ķīniešu inženieri ir ne tikai dārgi, bet arī ļoti mobili, un atšķirība starp viņu spējām un tāda paša perioda/vecuma ārzemju inženieriem kļūst arvien lielāka, un aizjūras inženieru izmaksas{1}}ir augstākas. . Ārzemēs ir arī daudz mikroshēmu jaunuzņēmumu-. Lai gan inženieru skaits var nebūt tik liels kā kontinentā, personāla mērogs nav tik liels kā kontinentālajā daļā, taču konkurētspēja ir ļoti spēcīga.
Secinājums
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.