※ 引述《qazxc1156892 (QQ)》之铭言：
: 新闻标题: 台积电“企业文化太严苛”激怒美员工 外媒曝冲突原因
: 记者高兆麟／综合报导
: 根据美媒“财星杂志”（Fortune）报导，在美国的人资网站Glassdoor上，有不少台积电
: 的现任和前任员工对工作内容进行讨论，不过大部分都是对公司文化的抱怨，不少员工表
: 示台积电的强硬企业文化及轮班、服从等都让他们感到不习惯，认为台积电并未为美国做
: 好准备。
: “财星杂志”（Fortune）Glassdoor上面留言表示，有工程师分享，他在办公室睡了一个
: 月，且一天工作12小时是基本，周末要轮班也是常态，认为这里的工作和生活难以平衡。
: 还有工程师表示，台积电的企业文化是服从，台积电并未为了美国做好准备。
: 根据报导，台积电美国厂共有91条留言，并有着27％的认同率，换句话说，大约只有1/3
: 的人会推荐别人去那里工作。
: 更糟的是，台积电员工还表示，公司强硬文化会激怒美国员工和求职者，让台积电在亚利
: 桑那州招募足够员工的努力变得更难。
: 台积电亚利桑那州两座晶圆厂将雇用4500名新员工，但台积电严苛的企业文化，却与美国
: 半导体业显得格格不入。
: 报导也引述台积电说法表示，目前台积电已为亚利桑那州工厂招聘近2000名员工，其中包
: 括600名工程师。
: 但在和招聘人员访谈后会发现，台积电严苛的企业文化、严格的标准和长达数月的海外培
: 训要求，会让现任和未来的美国员工对此却步。
: 新闻来源: https://reurl.cc/M8bkxm
补充没翻译到的部分
https://finance.yahoo.com/news/chip-maker-tsmc-needs-hire-100000012.html
TSMC's rigid expectations for new recruits
对于新进员工有很高的期望
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 in
revenue 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 employees
to know their place.
6成的员工还有8成的经理有硕士或是更高的学位
“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.)
公司可以拥有适当的意见表达，但只有从工程师到部经。部经没办法再往上表达意见
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.
(请自行翻译)
“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.
(请自行翻译)
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.
(请自行翻译)
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.
公司更喜欢收有博士和硕士学位的学生
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.
有些人觉得对于学位的要求有点过高了
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学学历以上的员工
“Ph.D.s are necessary in the industry, but it doesn’t need all Ph.D.s,”
she says.
当然需要博士生，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.
另外一个挑战是薪水。公司只愿意付16万美元给有经验的博士生，但是在intel
同样经验的博士生可以拿到19万美元
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.”
但美国的对手公司们却也在防止公司的抢人屠杀。很多人都拿到很好的offer，
像intel就得要付更多钱(1~2万美元)来留住他们的员工不被挖走
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.
有天分和经验的人被疯狂追求，且赚了很多钱。但挑战是如何挖走intel和格罗方德
的人才而且不会破产
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. Some
worried 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 trying
to “bridge the cultural gap.”
TSMC strives to nurture 'a well-balanced life'
公司开始寻求更平衡的生活
TSMC is making changes to better compete in the cutthroat battle for U.S.
chip talent.
为了争抢美国的人才，公司开始做了改变
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.