【埃森哲】2024竞争蚀刻：解决半导体行业人才短缺问题研究报告_23页_16mb

Semiconductor Talent Gap Analysis

Overview

The semiconductor industry faces a critical talent gap, which is a major obstacle to achieving domestic self-sufficiency and growth. This report outlines three strategic levers—automation, reskilling, and pipeline growth—to address the shortage, exacerbated by global competition, supply chain pressures, and the appeal of other sectors such as hyperscalers and aerospace. Without intervention, talent shortages could lead to further disruptions in manufacturing and innovation.

Lever 1: Automate

Automation is essential for scaling semiconductor manufacturing by reducing reliance on scarce talent. Key use cases include Electronic Design Automation (EDA), Design for Manufacturability (DFM), and automated material handling across the value chain. By 2030, automation could shift roles from manual fabrication tasks toward data science and analytics, potentially reducing lower-level fab positions while increasing demand for skilled tech roles. Implementation is lagging, but it can enhance productivity and free up talent for higher-value activities.

Lever 2: Reskill

Reskilling is gaining popularity to fill talent gaps, but it poses unique challenges in the semiconductor sector. The specialized nature of roles limits immediate skill transferability, and existing programs often focus on back-office tasks rather than fab work. Reskilling is time-consuming and may not address the most acute shortages effectively. The report recommends shifting from "reskilling" to "skilling" to train community college and undergraduate graduates for technician and process engineering roles, making it more cost-effective and feasible.

Lever 3: Grow Pipeline

Growing the talent pipeline involves targeted recruitment, early education initiatives, and international talent retention. Semiconductor companies are at a disadvantage in brand equity compared to hyperscalers, so strategies include offering competitive compensation, flexible work environments, and clearer career paths. Early engagement with STEM education (e.g., summer programs, internships) can inspire high school students, while retaining international talent through immigration support is vital. Country-specific efforts highlight the need for multi-faceted approaches to attract and retain diverse STEM talent.

Conclusion

Talent shortages represent a significant threat to the semiconductor industry's ability to meet future demands and avoid supply chain disruptions. Combining automation, reskilling, and pipeline growth is crucial for creating an attractive ecosystem. Companies and governments must act proactively to secure the talent needed for innovation and resilience.

## References
- GLOBALFOUNDRIES and Accenture case studies discussed in the report.
- Data from sources like BLS, SEMI, and industry reports cited in the full document.