InAddition Consultants Ltd.的动态

▌ 2024 全球人才短缺：台灣人才如何填國際市場的缺口 全球軟體人才短缺的現況顯示出一系列挑戰和影響。根據萬寶華（ManpowerGroup）的「2024全球人才短缺調查」，全球有 69 %的企業雇主反應無法找到合適的人才；而這之中，軟體業人才的短缺尤其嚴重，被視為全球最缺乏的人才之一。美國勞動部指出，市場對於軟體科技專業人才的需求創下新高度，而根據全球市場的趨勢，我們分析出軟體業人才短缺的原因如可能如以下幾點： ➊ 需求增長超越供給：  科技正以前所未有的速度發展，導致對軟體開發技能的需求不斷增加。 從區塊鏈到雲端運算再到AI人工智慧發展、機器學習等新興技術，這些技術的快速發展對於專業人員的需求遠超過目前擁有此專業的人才供給。 ➋ 數位轉型的加速： 全球趨勢及市場環境結構快速變化，全球範圍內的企業都在加速數位轉型，尋求更高效率、更靈活的業務模式。這使得對原本就短缺的軟體科技人才需求更急劇增加。 ➌ 各行業需求增加： 不同行業對軟體開發人員的需求不斷增長，軟體開發不再局限於軟體科技技術領域。 醫療保健、金融、製造或零售等行業都嚴重依賴軟體解決方案來增強營運模式和客戶體驗。 ➍ 教育與實務的差異： 傳統的教育課程通常無法為學生提供業界實務真正所需之最新技能和技術，儘管許多教育機構都在努力跟上軟體開發行業不斷變化的需求且報讀科技課程的人數也日漸增加，但對開發人員的需求仍超過了當前 IT 就業市場的規模。 然而，全球軟體人才短缺危機，卻是台灣人才的大好機會，許多全球知名企業像是 Google、雅虎（Yahoo!）、微軟（Microsoft）、亞馬遜（Amazon）等都相繼在台灣設立研發中心。這些全球企業的設立，不僅提升了台灣在全球科技產業中的地位，也為台灣的科技人才提供了更多的發展機會和平台，也證明了台灣人才在全球市場的競爭力。 根據全球市場調查報告，台灣人才的關鍵優勢有以下幾點： ➊ 教育水平與技術能力強： 台灣擁有許多優秀的大學和研究所，提供優質的電腦科學和軟體工程教育。根據 2023 年世界大學排名，台灣有四所大學進入全球前 500 名。 ➋ 成本競爭力：  2023 年 HackerRank 報告指出臺灣軟體工程師的平均年薪為 82,000 美元，相較於新加坡 (108,000 美元) 或香港 (115,000 美元) 等更昂貴的亞洲科技中心具有競爭力。 ➌ 工作態度認真： 台灣的軟體人才工作態度認真負責，具有良好的團隊合作精神。根據 IMD 2023 年全球人才競爭力調查，台灣在工作倫理方面排名亞洲第三。 ➍ 台灣政府積極推動軟體產業發展： 臺灣政府透過諸如「數位國家產業創新方案」和「軟體人才培育計畫」等倡議，積極推動軟體產業，提供資金、產業培訓計畫及學術產業合作以培育人才。( 資料來源：經濟部 - 數位國家產業創新方案 ) ➎ 具備跨國協作能力： 由於許多外商公司在台灣設立研發中心，台灣的科技人才不僅熟悉外商企業文化，並且能夠應對英文工作環境和跨國遠端協作模式。這使得台灣的科技人才能夠與來自不同國家和地區的團隊高效合作，共同推動項目的進展和成果。 ➏ 靈活且彈性的思維： 台灣擁有許多優秀的軟體新創公司，在各個領域都有出色的表現。而台灣的新創公司也提供了許多就業機會，塑造了台灣人才多元化的能力。這些新創公司往往步調快速，需要人才具備快速適應創新、解決問題、多角度思考的能力，台灣的科技人才正是在這樣的環境中成長起來的，具備了應對高強度挑戰的能力。 上述的關鍵優勢使得台灣軟體人才在全球軟體市場上具有相當的競爭力及吸引力，這些人才不僅在技術上出色，且在解決問題、創新和團隊合作方面也表現亮眼。因此，台灣有望通過其優秀的人才和創新的政策，成為全球科技軟體產業的人才解決方案，為全球科技產業的發展做出更大的貢獻。 若想要更了解台灣人才優勢，歡迎填寫此表單：https://reurl.cc/bVR8WX 獲取完整的台灣人才優勢報告。 #人才招募 #招募趨勢 #台灣人才優勢 #InAddition

Since the groundbreaking launch of ChatGPT, various AI applications have continuously flooded the market, ranging from text, notes, drawing, audiovisuals to meeting records. These innovative tools and virtual assistants have significantly enhanced work efficiency. In our communications with businesses, two core questions frequently arise: ➡️ First, will AI replace jobs in the future? Will those who do not use AI face elimination? Additionally, is it wise to delegate tasks entirely to AI, potentially hindering employee growth opportunities? The following summarizes insights from InAddition Consultants, experienced executives across industries, and HR professionals on future trends and talent observations. Their perspectives are combined with practical experiences using various AI tools, and we welcome everyone to join the discussion. --- ➡️ Employee skill development can be divided into four stages: inexperienced, novice, proficient, and expert. The primary impact of AI tools lies in shortening the learning curve from inexperience to novice. In other words, the gap between the skills of entry-level employees and seasoned professionals narrows due to AI tools, resulting in a substantial increase in productivity for individual contributors. For example, a software engineer entering the workforce, with the assistance of ChatGPT and Copilot, may possess development capabilities comparable to someone with 2-3 years of experience. Previously, marketing teams might require separate specialists for copywriting, design, video editing, etc., but now one person with specialized tools can accomplish the same tasks. ➡️ However, does this imply that those unfamiliar with AI will be phased out in the future? Our observations suggest that, in the stage of progressing from proficiency to expertise, considerable time and experience are still required. Collaborating with AI can yield additional potential output. -- ➡️ Consequently, versatile, highly flexible, and agile small teams will become more prevalent, capable of swiftly adjusting plans to cope with external environmental changes. This adaptability is crucial for survival in today's fiercely competitive landscape ➡️ However, every industry's skill structure resembles a pyramid. It is essential to cultivate irreplaceable high-level skills within one's domain and use AI tools to expand peripheral support skills. This broadens the coverage of one's capabilities, enhancing competitiveness in the future job market, alleviating concerns of being replaced by new technologies If your company has questions regarding talent needs in the AI era or wishes to redesign organizational teams to align with the rapidly changing environment, feel free to contact InAddition Consultants. We offer a complimentary initial online or in-person consultation to assist you in addressing current recruitment challenges We advance our client's value through talent solutions. ✉️ Contact Consultants: Email: service@inaddition.com.tw

We recently had the privilege of participating in a performance management course. During the "Ask Me Anything" (AMA) session with mentors, various business owners discussed the recruitment challenges they currently face: difficulties in finding suitable talents. Despite offering competitive salaries, attracting new talent to traditional industries remains a challenge due to talent scarcity. --- ➡️ Regarding talent acquisition, a three-pronged strategy, Buy (external recruitment), Build (internal training), and Borrow (temporary deployment), can be employed. By combining the redesign of job responsibilities and skill requirements, we can implement the following practices: ✅ Buy (External Recruitment): Utilize not only job platforms and headhunting services but also reevaluate the required skills for positions. Explore whether there are transferable skills from other industries. For instance, the semiconductor industry has successfully recruited engineers with aircraft maintenance expertise, showcasing the potential of cross-industry talent acquisition. ✅ Build (Internal Training): Establish internal training programs and an effective performance management system. This not only allows the identification of excellent talents internally but also provides new employees with development pathways, encouraging long-term stability within the company. Through job redesign, there's an opportunity to re-engage retired employees in sectors like retail, food and beverage, and the hotel industry. ✅ Borrow (Temporary Deployment): Beyond borrowing experts or hiring consultants, a reevaluation of the business model and seeking strategic partners within the industry chain can alleviate talent pressure through strategic alliances and division of labor, recognizing that not everything needs to be done in-house. ➡️ However, more often than not, we find that the problem lies upstream, with companies lacking excellent HR to recruit talents or struggling to showcase their advantages to potential candidates. In attracting candidates, factors beyond compensation, such as various benefits, job titles, development opportunities, and company culture, play crucial roles. Enterprises need to understand the conditions that matter to talents. How much would you be willing to invest in exchange for having an excellent supervisor in the workplace? ➡️ If you are facing challenges in talent recruitment, seeking a diagnostic of the recruitment process, building an employer brand, or discussing recruitment and talent solutions, feel free to contact InAddition Consultants. We offer a free initial online or in-person consultation to assist you in overcoming the recruitment challenges your organization is currently facing. We advance our client's value through talent solutions. ✉️ Contact Consultants: Email: service@inaddition.com.tw

Welcome to apply for digital transformation related roles and outstanding global SaaS company. If you are interested, please feel free to contact our consultant. Joseph Chiang