半導體產業就業市場情勢暨標竿企業人力資源管理實務研究

A Study on the Job Characteristics and Intention to Stay for Occupational Health

半導體產業為我國經濟成長主要動能，在全球供應鏈中扮演關鍵角色，也是我國製造業中數位智慧化發展相對成熟的業別。近年全球產業價值鏈重組、以及產業技術快速變遷等因素，持續左右半導體就業市場發展，國內業者亦面臨全球一線大廠挖腳競才，形成本土業者留才壓力。基此，本研究先行從勞保數據資料掌握半導體產業就業市場樣貌（產業價值鏈就業人數分布、薪資水準概況），再運用「紮根理論」對標竿企業人力資源管理措施進行歸納。研究發現，半導體產業就業市場以上游IC設計薪資水準及技術含量最高，以中游晶圓製造就業人數最多；組織數位化發展是個長時間的動態過程，標竿企業人資部門扮演了企業數位轉型的策略性角色，定期協助企業檢視營運流程上的人力資源配置，更新各單位職位職能，除了薪資水準外，國內標竿企業由專責部門對內經營員工關係，對外經營雇主品牌形象，以職務職能為核心，鏈結教育訓練、工作輪調、職涯發展，搭配獎金與升遷制度，激勵員工數位能力學習，將資深專業技術人員工作進行標準化拆解後、數位化知識管理與經驗傳承，確保企業人力資源永續發展。

Taiwan's semiconductor industry plays akey role in the industrial chain in the world, it is also the main driving force for Taiwan's ecnonmics growth, and is also relatively mature in digital intelligence in the manufacturing industry. In recent years, the reorganized of industrial value chain development and the rapid technological change in the global industry, Taiwan semiconductor companies talent acquisition competition」.
This study firstly grasps the appearance of the semiconductor industry employment market from labor insurance data, and then uses the 'grounded theory' to summarize the human resource management measures of benchmarking companies. The study found that in the semiconductor industry employment market, the upstream IC design salary level and technical content are the highest, and the midstream wafer manufacturing employment is the largest; the digital development of organizations is along-term dynamic process, and the human resources department of benchmark enterprises plays the role of digital transformation of enterprises. Astrategic role, regularly assisting enterprises to review the human resource allocation in the operation process, and update the job functions of each unit. In addition to salary levels, domestic benchmarking companies have dedicated departments to manage employee relations internally and externally manage employer brand images. The core is to link education and training, job rotation, career development around job compentency, with bonuses and promotion systems to encourage employees to learn digital skills, standardize and dismantle the work of senior professional and technical personnel, and digitize knowledge management and experience inheritance to ensure that the company's human resources will never be lost and continued development.