The leading wafer foundry TSMC reported good news yesterday (26th)! Liu Deyin, co-executive of , said that 10 nanometers have already produced trial wafers, and mass production will begin next year in Phase 5 and Phase 6 of Zhongke's 12-inch wafer factory Fab 15; the 7-nanometer process has produced 128Mb static random access memory (SRAM) with a yield of 30 to 40%, and will become the industry's first semiconductor factory to complete 7-nanometer technology certification in the first quarter of next year.
TSMC has expanded the mass production scale of 16-nanometer fin field-effect transistor (FinFET) since last year, and strengthened the production process 16FF+ to achieve yield targets one quarter ahead of schedule, becoming the fastest process node for TSMC to expand production capacity. This year, it will expand production in the 7th phase of the Nanke 12-inch wafer factory Fab 14, in response to strong demand. At the same time, TSMC has also launched a streamlined 16FFC process, which has begun mass production in the first quarter of this year. Since it can cover electric power as low as 0.5V, it is very suitable for smart phones or Internet of Things applications.
Liu Deyin said that 10nm has obtained a tape-out for customers in the first quarter of this year, including customers in Europe, America and Asia Pacific. The first batch of trial-produced wafers have begun production at the Phase 7 R&D fab of Fab 12, Zhuke 12-inch factory, and is expected to move to the Phase 5 and Phase 6 of Zhongke Fab 15 next year to enter mass production. It is understood that Apple's new generation of A11 application processor next year is expected to be mass-produced by TSMC 10-nanometer.
TSMC's 7-nanometer process research and development speed is accelerating. Liu Deyin said yesterday that the 128Mb SRAM produced in 7 nanometers has obtained a yield of more than 30 to 40%. Judging from this progress, it will be certified in the first quarter of next year, and TSMC will become the first manufacturer in the global semiconductor industry to complete the 7-nanometer process certification.
The biggest difference between 7 nanometers is that it can effectively improve the density of logic chips. There will be two development directions in the future, including applications in mobile device chips and high-performance computing chips.
Liu Deyin emphasized that in addition to process changes in high-efficiency computing chips, silicon intelligence and chip connection will also be changed. At the same time, the integration of CoWoS and integrated fan-out wafer-level packaging (InFO WLP) packaging technology launched by TSMC, coupled with the changes that can provide high-bandwidth memory, can make TSMC's wafer foundry business model wider.
Liu Deyin also mentioned that in the mature special process, TSMC's annual wafer shipment growth rate reached 21% last year, which is higher than the company's average growth rate, which means that special processes still have a lot of room for growth. TSMC has also made significant breakthroughs in several key processes recently. First, the 55/40nm ultra-low power consumption (ULP) process has been used by wireless microcontrollers and IoT customers on wearable products. In addition, the 40nm ULP process of embedded flash memory (eFlash) can be provided to IoT and Internet of Vehicles operators in the second half of the year.
(Business Times)
TSMC's market value once approached Intel's production progress, and the 10-nanometer production progress even surpassed Intel. The biggest secret weapon behind it is the "Taipei Army" that has been strictly screened, which has created the company's strong competitiveness.
According to Caixun, Silicon Products Chairman Lin Wenbo once complained that "TSMC will recruit 4,000 engineers a year, and graduates from Taiwan, Cheng, Qing and Jiaotong University have been recruited..." It shows that other companies are inadmissible when recruiting talents. In order to establish elite troops, TSMC not only sponsors specific laboratories such as NTU and Cheng University, but also builds a dense talent recruitment network in Human Resources Bank, but also searches for students from the top 100 famous schools around the world, selects the talents the company wants, and goes to Harvard, MIT and other famous schools that cooperate with TSMC for personal interviews. At TSMC, the number of has a master's degree reached 17,000, accounting for about 39.4%, and nearly 2,000 doctoral degree, which can be said to be full of talents.
Therefore, it is not an exaggeration to say that TSMC is the Shaolin Temple in the technology industry. The big brothers outside are eager to ask for talents who have practiced their skills at TSMC. Hon Hai Group Chairman Terry Gou once mentioned that he appreciates TSMC's culture and training people; MediaTek Chairman Tsai Ming-jie also likes to use TSMC. Currently, there are many engineers within MediaTek from TSMC. In addition, senior managers such as New Nikko Chairman Lin Kunxi, Acer Global President and CEO Chen Junsheng, and Duntai Chairman Hu Zhengda, are also from TSMC.
(China Times Electronic News)
, the most advanced company in Taiwan, is moving forward with its hard work and excellent engineers and strict management of the military, and has accumulated strength bit by bit. No company, such as TSMC, has implemented the culture of "integrity and integrity" so thoroughly, and has finally created TSMC's strongest competitiveness and the most abundant return on investment.
From NTU, Tsinghua University to MIT》
Silicon Pin Lin Wenbo complains that he cannot recruit good talents. The
talent is definitely the biggest secret weapon that TSMC can surpass its competitors in just 10 years. Zhang Zhongmou has been constantly emphasizing in his internal and external conversations for many years. The key to TSMC's success is "leading technology, excellent process, and customer trust." Those who establish these three competitive advantages need employees, the most important asset of TSMC, as Zhang Zhongmou mentioned. He hopes that employees can do their best in their work and become a solid backing for the company's growth.
Everyone in the industry knows that almost all the best engineers in Taiwan have been recruited by TSMC. "TSMC will recruit at least 4,000 engineers a year, and graduates from Taiwan, Cheng, Qinghai and Jiaotong University have all been found...." Silicon Products Chairman Lin Wenbo told this magazine that other companies are not recruiting talents.
In order to establish an elite corps, TSMC's human resources department spends a lot of time and effort every year to actively help companies find first-class talents around the world and create greater growth and value for TSMC. "TSMC's human resources recruitment department has as many as 40 people, but it often has to work overtime until 11 or 12 o'clock before getting off work." A former TSMC human resources employee described the working hours of the human resources team, which was very surprising. (Exploiting HR)
It turns out that in addition to campus tours in March and April every year, the June graduation wave, October to the end of the year-end job transfer wave, and November’s R&D replacement service are all the busiest periods of TSMC’s human resources. The purpose is to recruit top students from major prestigious schools in Taiwan.
In addition to campus patrol recruitment, in order to first absorb first-class manpower, TSMC has also used large-scale laboratories to establish a dense talent network such as NTU, Chengda University, Tsinghua University and Jiaotong University to establish a dense talent network; for example, NTU Wireless Integrated System Laboratory, NTU DSP/IC Design Laboratory, and NTU Industrial Engineering Management Professor Jian Zhenfu, led by Professor Jian Zhenfu of the Tsinghua University Department of Industrial Engineering Management, etc., selected top talents from them and took the initiative to discuss annual salaries and dividends. "TSI will have special contracts and packages for recruiting specific laboratories, which are hundreds of thousands of yuan more than employees of the same level a year." A former TSMC engineer who graduated from the Tsinghua University salary institute pointed out.
TSMC also aims to strengthen its global competitive talents. For example, before April, May and October every year, TSMC's human resources department is busy searching for students from the world's top 100 prestigious schools in Human Resources Bank, selecting the talents TSMC wants from them, and intensive contact with them by email. The department and human resources supervisors go to Harvard, MIT, Stanford, Princeton and other top 100 prestigious schools in the world that are cooperative with TSMC, personally interviewing these outstanding students, discussing their favorable annual salaries, dividends and positions, and making appointments for these top global talents in advance.
At TSMC, the number of people with master's degree reached 17,837, accounting for 39.4%; and nearly 2,000 people with doctoral degree, which is full of talents. "When I first came to TSMC, I didn't have the confidence to excel. I graduated from a master's degree, and there were a lot of overseas returnees, and there were a lot of doctors. Now there are 4,000 main R&D personnel in , about half of which are doctoral students. " An internal R&D engineer of TSMC expressed the thought that there are many top talents with high education in the interior, and it is difficult to survive.
Article source: Caixun
TSMC cannot rely solely on professional skills, but must also conform to TSMC's "like-minded" philosophy. The core values of "ICIC": Integrity and integrity (Integrity), Commitment, Innovation, Customer Trust.
Finding comrades is not looking for colleagues》
If you want to join TSMC, you must know the interview tips
In addition to poaching talents on campus, TSMC of course also hires senior supervisors through hunter head companies. Whether it is about hunter heads or interviewers' personal income and salary information, they are listed as information with a B-level letter confidentiality level (C is the ordinary level, B is the middle level, and A is the highest confidentiality level). You need a password to enter the information before you can enter it, which shows the degree of importance to talents.
Although TSMC actively seeks a large number of top talents in prestigious schools every year, to join TSMC, we cannot rely solely on our professional talents, but also in line with TSMC's "like-minded" philosophy. Zhang Zhongmou once said: TSMC's employment first focuses on whether the respondent is "like-minded" with the company, and must conform to the core values of "ICIC". The so-called IC is the core corporate values written by Zhang Zhongmou himself: Integrity and integrity (Integrity), Commitment, Innovation, and Customer Trust.
TSMC attaches great importance to these four core values of corporate values. In the first class of newcomer training, he spent a whole class to play the video of Zhang Zhongmou's conversation. Zhang Zhongmou always emphasizes these four core values of corporate values.
"There is no reason why TSMC can become such a big company, but because it has its own set of ideas and systems. People who do not agree with their ideas will never want it," said the former head of TSMC's human resources department.
In addition, during the interview with the Human Resources Supervisor, there is also a scoring document, which scores on five core points: teamwork, good communication and understanding, ability, attitude and active efforts. This is a very important basis for TSMC to judge talents. It can be said that it is entirely based on these five core points in scoring; this is also the most important core issue during the interview.
Therefore, when human resources are accepted, there will be a training model, how to train how to understand whether the interviewer pays attention to teamwork, whether he attaches importance to communication and understanding between superiors and subordinates and colleagues, and whether he dares to do it, etc., to confirm whether he has these five core points. "The trained personnel are very strong. You can directly look at the questions you answer, and then continue to ask until you tell what you want. Generally speaking, you start from the topics of interests, majors, schools, clubs, etc.," said TSMC's previous personnel information.
In addition to having a high salary, it also helps you choose a spouse》
Why does the Welfare Committee like to find teachers and civil servants to connect with each other?
Of course, after finding first-class talents, we must also provide relatively better salaries and benefits than the foundry industry in order to retain talents. Taking engineers as an example, the annual salary (base salary + dividend) of TSMC with a 33-level chief engineer can reach more than 1.8 million yuan. When the human resources department posted hero posts to recruit Nighthawk troops in internal or external human resources banks, it even offered generous conditions of 30% of the base salary and 50% of the dividend.
If you have a master's degree, the basic salary of TSMC engineers is about 45,000 yuan. After adding 30%, you can get 58,500 yuan. You can get about 800,000 yuan a year by relying on the basic salary alone. Based on the ratio of basic salary to dividends, you can get about 650,000 yuan in dividends. If you calculate at 50% more, you can get about 1 million yuan in total. In this way, employees with master's degree from the R&D department can receive an annual salary of at least about 1.8 million yuan, almost comparable to the annual salary of chief engineers of the 33rd level.
Source (Caixin)
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