SMIC's turnover rate is 17, TSMC is only 5, how to retain domestic chip talents?
SMIC has 17% employee turnover, while TSMC only has 5% employee turnover, how can they retain domestic chip talent?
SMIC's performance has been growing steadily over the years, why are so many executives leaving?This is a company that wants to surpass TSMC, and their core technical personnel are constantly leaving, does this mean that they will face huge risks?
1) SMIC is facing a serious brain drain problem.
Since the beginning of SMIC's establishment, founders, executives, and technical backbones have left one after another, and the development of the entire company has come to a standstill. Zhang Rujing's two departures are undoubtedly a huge blow to SMIC, which is equivalent to the retirement of a major player, which has greatly affected the strength of the entire group. Moreover, SMIC tried its best to keep Liang Mengsong, but was never able to retain him, and Wu Jingang's departure also illustrates the company's talent management, corporate culture and other problems.
2) SMIC's employee turnover rate is as high as 17%, while TSMC's employee turnover rate is only 5%.
According to the data, between 2018 and 2020, SMIC's turnover rate has remained at 17%, compared to TSMC's turnover rate of just over 5%. By 2021, SMIC lost 577 R&D personnel, accounting for 247%。In contrast, TSMC has been the industry leader, with low turnover and turnover rates. The huge contrast between the two shows that SMIC still has a big gap in human resources and corporate culture construction, and there is still a long way to go to catch up with TSMC.
3) SMIC's talent mobility issues.
The main reasons why SMIC has lost so much talent are: first, due to the company's low salary level, the salary of managers and core technical employees is relatively limited;Second, the social status of scientific and technological research and development talents is low, and many management positions are filled by professional and technical personnelThird, the company's investment in R&D is far from that of TSMC, the industry leader, and it lacks sufficient motivation in technology and product updates. It is for these reasons that SMIC has experienced significant brain drain and high turnover rates.
How does the frequent turnover of SMIC's senior management adversely affect the company?If some good employees are lost, how will the core competitiveness of the enterprise be affected?Does SMIC have the problem of "brain drain", which affects the company's development and product quality?For SMIC, this is a matter of concern. Corporate executives and major shareholders should correctly understand the current problem of brain drain in the enterprise, and carry out reform and innovation at multiple levels such as compensation system, corporate culture, and system, so as to create a good environment for the enterprise to retain talents. If this is not the case, SMIC's desire to surpass TSMC is simply wishful thinking.
SMIC's brain drain incident quickly became a hot topic on the Internet. Some netizens said that the frequent resignation of the boss of a company, and the resignation of a technical expert, indicate that the company's future development is not optimistic, so as a shareholder and manager, you should reflect on your own problems. Others say that SMIC's salary and treatment are not very good, and it cannot attract more talent, after all, it is a profit-oriented company. Some netizens also believe that it is normal for emerging companies like SMIC to lose personnel, but with the development of the company, the loss of talents is also acceptable.
To sum up, the frequent changes in SMIC's management and personnel changes in recent years have attracted widespread attention. The company's management and major shareholders should be fully aware of this problem, and enhance the attractiveness and cohesion of the company in an all-round way by strengthening the construction of corporate culture, improving remuneration and increasing R&D investment. SMIC's development is inseparable from the dual drive of technology and talent, and if the problem of brain drain cannot be well solved, the pace of technological breakthroughs will become slower, and it can only be a fool's dream to become the hegemon of the industry. I think SMIC's management is also aware of the negative impact of brain drain and will take practical and effective measures to ensure the sustainable development of the company.
The frequent departure of SMIC's senior management and personnel has attracted people's attention, and one of the biggest weaknesses is the loss of talent. Can SMIC keep good talent in the company?Make good use of the system, make good use of it, and make good use of talents. Can SMIC's "resignation wave" be reversed?We'll see.