NVIDIA is coming to Taiwan to start a talent war! The core of the question of the topic of the group contact Pan Jian: the key is how much salary can you pay

NVIDIA Executive Director Huang Renhe announced that Taiwan's office "Constellation" will implement the North Scientific Department and plan to recruit talents, the industry is worried about the effect of the talent. In response to this, Pan Jiancheng, chairman of Group Electronics, admitted when he accepted the "New Technology News", "This is a real problem, and the key is how much salary the company can afford."

"We are also very worried! But it is useless to just worry. To solve the problem of the company, we must work hard to make more money. Otherwise, we can only recognize it if we demoted ourselves to a second-rate or third-rate company." Speaking of the talent question, Pan Jiancheng, who spoke with a bright speech, directly named the core problem of current talents. He believed that talent flow was a natural law in the market. "The employee gave 2 million or 4 million in other places here. Do you tell him not to leave? This is as good as possible. If the company complains, think about what he can pay first!"

When talking about foreign businessmen such as NVIDIA and Google coming to Taiwan to win talents, Pan Jiancheng admitted that this will cause a response, but enterprises must find their own ways of responding, if they want to improve themselves and increase their salary. As for Taiwan's semiconductor talent market, he expects to continue to be prosperous in the future, but with it, the salary will be higher and higher, so companies must take measures in advance.

Groups rely on local AI to solve the problem of shortage of work, and Malaysia has become the latest talent cultivation base

Regarding the current talent situation, Pan Jiancheng said that the current manpower scale of Group Electronics has remained at about 4,000 people, and the number of people in the past two or three years has remained stable. "Group has recruited a large number of people since 2020. After five years of training, this group of people can finally fight." The company's current strategy has changed to no longer be necessary, because if there is too much manpower but the profits are not caught up, it may lose the per capita income, which will be detrimental to the overall team.

Therefore, in response to the current demand for human resources, the group uses local AI and expands overseas research and development resources to supplement the problem of insufficient manpower.

First, through internal introduction of local AI tools, it helps deal with a large amount of repetitive work, and helps engineers spend time on high-value innovation and development, rather than spending time every day in repetitive tasks, which will help improve overall R&D efficiency and production; then overseas layout. Considering language advantages, policy stability and economic development potential, the Group Union finally chose to set up a branch in Malaysia and invest in talent cultivation.

How to solve the problem of shortage of labor and shortage of births? Group promotion AI solution "aiDAPTIV +"

In the general environment, Taiwan's industries must face the shortage of talents and the lack of birth. If enterprises cannot generate higher income through existing human resources, they may face the risk of talent loss, and it is difficult to have a specific solution. Pan Jiancheng suggested that the second best way to settle down is to start thinking: "Can we help the company reduce its dependence on manpower by introducing practical and practical low-level AI solutions?"

Following this pain point, the group launched its own AI solution "aiDAPTIV +", hoping to provide practical and practical digital assistance to enterprises.

The core goal of "aiDAPTIV +" is to help enterprises solve a large number of common tasks, such as integrating internal and external data, establishing automated processes, further improving operational efficiency, and reducing labor burden. Pan Jiancheng pointed out that in the enterprise part, this can reduce the burden of engineers and does not require repetitive work; in the academic community, because it focuses on low-cost operating LLM on the local side, it can help teachers or students to continue research through this plan, help shorten the gap in production and make them trainers and creators of AI models. 

The talent gap cannot be solved in the short term, and the government should think about the overall layout from a commanding point.

Pan Jiancheng admitted that currently, Taiwan’s design talents are indeed “not enough” in supply. There are so many graduates, and Taiwan’s local enterprises and American companies are all here to lose, so it is naturally not enough. However, the problems that can be solved by non-company units involve challenges in the overall population and talent structure.

As for how to solve it? Pan Jiancheng proposed two possibilities, "One is to have more children, but this will take 18 years; another practical approach is to open up more overseas talents to Taiwan and fill the gap through immigration policies."

But in fact, talent shortage is not a problem that can be solved in the short term. It also involves deeper structural problems. For example, the government has been desperately waving to foreign capital and offering many offers to attract international factories to Taiwan, but this has also invisibly made many local enterprises suffer from inferior talent competition and even encountered consequential effects.

International factories come to Taiwan with rising salary levels, whether it is for talents, national taxes, or even real estate, but for local enterprises that need to constantly adjust attractive conditions, it bears great pressure. Therefore, this also proves the core problem that Pan Jiancheng discussed, that is, companies either either raise salaries to retain people, or rely on technology to reduce their dependence on people.

This also further highlights that the current challenges in Taiwan's industry are no longer just a simple talent problem, but a deep-level issue that shifts the entire industry structure. The government should develop from a higher policy perspective, carefully evaluate and think about how to promote industry upgrades, improve talent cultivation mechanisms, and establish a more sound development environment are all a circle that must be paid attention to.

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