Can Chip Social Training Solve The Problem Of Shortage Of Talents in The Industry?

As a leading enterprise in the education and training industry and a listed company, New Oriental has never had any interaction with the chip industry in its nearly three decades of growth. Now, this move seems to send a strong signal, New Oriental also wants to sail into the chip industry harbor.

This training is targeted at the orientation industry, different from the basic education market. Admittedly, New Oriental has profound experience in teaching and training operation management and systematic development, but it has no industrial experience and contacts. Can New Oriental successfully enter the game from scratch?

What is the core competence of the chip training industry that has just entered the upsurge of the industry? Can yiyi rely on chip training to solve the problem of talent shortage in the chip industry?

1. A rising tide lifts all boats in the chip training industry

Current chip training is mainly divided into two categories, one is for enterprise chip engineers to do fixed, directional training institutions. The other is the comprehensive training institutions for the zero-based "little white", the demand for a job transfer, and the newly graduated college students. The first category is the advanced training of engineers who have entered the chip industry, which is not what we want to discuss. The second type of "small white" after short-term training into the chip industry chip training, is the topic we will discuss.

Relying on the chip industry chip training industry, before 2014, due to the chip industry is not high-temperature business bleak. Since 2019, the domestic chip industry has attracted the attention of the whole society due to special events. With the rise of the chip entrepreneurship boom, Internet companies have recruited chip engineers with high salaries, and the chip talent gap has been widening.

Once silent chip training classes just began to have a large number of students influx. According to a training institution, since 2014, there will be about 10 offline trainees in each period. According to the course setting, each period will take about half a year. In 2019, the number of students began to double. By 2020, there will be more than 2,000 students enrolled, and the training course is still expanding rapidly.

Cross-line chip training students, looking forward to relying on chip training as a stepping stone to the industry. A staff member of a training institution revealed that most of the trainees are aged between 18 and 30, accounting for about 70% of the total number. Most of them are just out of school and have one or two years of work experience. Of course, among the many students, there are also stars in transition just over 30 years old.

The primary attraction for students is the salaries in the chip industry. Since the semiconductor industry has been heavily regulated in recent years, the salaries of chip engineers have started to catch up with those of the Internet industry. The chip industry has risen to become another high-paying industry. The attraction for the workers is immense.

2. The "routine" of chip training

The industry chain of chips can be roughly divided into three links: design, manufacturing, sealing, and testing. At present, the focus of chip training falls on the upstream design field, including the DEVELOPMENT of EDA tool software and chip design.

One of my friends participated in an IC design course at a training institution. The whole learning cycle takes half a year. In the beginning, teachers in training institutions will recommend appropriate courses according to students' academic backgrounds and professional conditions. Specialist, undergraduate and postgraduate positions are different. The training consists of live courses and practical exercises, but the whole process is online. The course is said to be taught by senior chip engineers from major chip design companies, and the whole course is "only heard by the students." The practical operation part is realized by using virtual machine VNC remote typing instructions, and there will be teachers in the learning group to correct instructions. At the end of the training, the training institution will issue a certificate of training. The job is the training institutions to help enterprises and students to carry out the two-way recommendations.

This friend expresses, the thing that learns itself is the thing of practical operation, combine deeper with production practice. Although he graduated from science and engineering, it was difficult for him to study. The total training cost in the past six months is about 25,000 yuan. According to the commitment of the organization, the annual salary of undergraduate employment can reach 200,000 +, however, this and "only four months, the annual salary of 500,000" advertisement, there is a certain gap.

Nowadays, in the booming chip industry, you can find several such training institutions in almost every city. Some organizations then design enterprises in the name of fanfare to engage in the training business. Add in a few organizations with a bit of government background, and you'll probably have more than a hundred.

3. The talent problem remains severe

Without talent, there is no output of value. After these chip training students, chip enterprises will be recognized? Has the problem of industrial talent been alleviated?

An employee of an international large chip design company said that for large companies, high salaries and good welfare benefits are enough to attract outstanding graduates from universities, and there is no need to find people from chip training institutions. Some companies are also disgusted with trainees when recruiting them. Stereotyped resumes, limited depth of knowledge, and some lack the ability to solve problems in practice.

An employee of an entrepreneurial chip design company said that in its company, there are indeed colleagues who have crossed the line through chip training institutions, but the proportion is not high, there are a few scattered.

So it seems that despite the popularity of chip training, enterprises will still look at whether there is genuine talent when recruiting people. There may also be individual differences. For example, some engineering majors related to the microelectronics industry may have a more solid foundation in chip training, and some are more active in thinking. We do not rule out that these slightly talented trainees can through short training, have a stepping stone into the chip industry. But this is a minority.

At the same time, it should be noted that the current chip training is mainly training chip designers. The chip design process is similar to the Internet, which is biased towards software applications and has low trial and error costs. This is why the chip design talents coming out of the chip training can be accepted by some enterprises.

For wafer manufacturing, it is impossible to expand the talent pool by external chip training. In the Fab factory, the position with high technical content is PIE. Faced with many complex and sophisticated equipment, PIE needs to rely on experience to deal with various situations, and rely on solid professional knowledge and innovative spirit to develop better products. This kind of experiential position is not achieved through simple market training. Even for graduates who have been trained by a professional course, training in this link is also extremely lacking in colleges and universities, and most of them are thoroughly honed in production practice.

Fab's talent drain is now severe. This part of the talent can only be trained through the actual operation of the enterprise, in the post "to plug instead of training", may also pay a certain price of wafer loss. This part of the chip talent, it is impossible to recruit from the external market training. If there is a good solution to the talent shortage, joint training between school and enterprise is ok. However, some enterprises engaged in school and enterprise training have invested huge energy, material resources and time in the whole process. In the end, a large proportion of graduates have entered the door of their competitors, but it is not cost-effective to do wedding clothes for others.

4. How to solve the problem of chip talents

The personnel training construction system of colleges and universities in China is still in perfect development, and the number of talents trained by colleges and universities is limited. Chip social training is a way to solve the shortage of chip talents, enrich the way of personal transformation, its value is worthy of affirmation. However, the rapid training institutions simply give a person's career planning a chance to roll the dice again, this gamble itself will be very few successful, the real solution to industrial problems still need to start from the fundamental college training system. A training certificate is not as important as five years of work experience, and the ability to solve practical problems is more important in the chip industry.

We will standardize social training institutions and strengthen oversight. In many small forests, the level of teachers is difficult to control. It takes a first-class teacher to produce a first-class student. However, nowadays, many chip engineers are busy in the front line, especially those who have more than ten years of experience in the industry do not become teachers. As a result, the quality of chip training is far inferior to the enterprise itself to train employees. We need to standardize social training institutions to reduce confusion and prevent unqualified institutions from disrupting the market.

Strengthen cooperation between enterprises, universities, and research institutes and optimize the cultivation system. Need depth to cooperate between universities, research institutions, enterprises, companies, governments, traction, the industry line problem into colleges and universities, lets the student during the period of campus can have the ability to solve the problem of industry, to give students more ability to solve practical direction, let a good line industry expert for students, improve the quality of talent cultivation. Joint laboratories can also be set up to standardize the mode of industry-university-research cooperation so that students can smoothly transfer from universities to enterprises, and talents can be transferred smoothly and systematically.

Core Xie Ruifeng says associate director of the stratagem research, colleges and universities and scientific research units is one of the main carriers of talent training, technical innovation, industry deep cooperation with colleges and universities and scientific research units, through joint training, industry practice, special form such as cooperative research to improve students' understanding of the industry and form the ability to solve practical problems, also to a certain extent, ease the plight of the enterprise talent shortage, for the enterprise Provides a way to reserve talent.

The most fundamental or to retain microelectronics professional talent. Now the microelectronics professional may not stay in the microelectronics industry, to the financial circle, to do the temptation of civil servants is still very big. Want to keep microelectronics talent, the enterprise not only to retain existing talent, reduce the loss of talent to reduce the possibility of other industries the poacher for graduate talent, one must do it through good treatment to retain talent, so as to form effective health talent conveying system, without the most basic school talent, but the talent pool will also only smaller and smaller chip industry. A friend of mine, who graduated from a prestigious university with a degree in microelectronics, reported that only 20 percent of his peers chose to work in this field. Clearly, we have a serious talent problem.

The semiconductor industry can be said to be the great success of Vanke. In addition to microelectronics, a large number of science and engineering talents such as mathematics and chemistry are needed to be absorbed into the industry. The increasing number of training institutions seems to be doing well, but it is a drop in the water. To solve the problem of industrial talents, more cooperation between universities and enterprises is needed. We can't let the microelectronics major become a "financial major", let alone let the semiconductor talents be so poor that there is no hope.