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Employee Profile

The Company places great importance on the labor rights and welfare of its employees, aiming to create a happy and safe workplace environment. The company provides friendly and equal job opportunities, implements gender equality policies, and fosters an atmosphere of mutual respect. Competitive compensation packages are offered to enhance employees’ commitment to the company, reduce high turnover rates, and promote stable business operations.
The Company also boasts a comprehensive education and training system, regularly organizing various training programs to enhance employees’ professional competencies and improve their competitiveness in the workplace. Transparent promotion pathways allow employees to anticipate future career development possibilities.
Positive labor-management interactions are encouraged, with employees freely expressing their opinions during labor-management meetings, and the company responding with goodwill to achieve consensus. The Company treats all employees equally, eliminating any potential disparities in working conditions through various equality measures, ensuring the protection of employees’ labor rights.

(1)Human Rights Protection

The Company places a strong emphasis on employee rights and strives to create a friendly environment for human rights protection. The company respects employees’ freedom of association, cares for vulnerable groups, prohibits child labor, eliminates all forms of forced labor, combats hiring and employment discrimination, and prevents any actions that infringe upon or violate human rights. Gender equality is upheld, and all employees are treated fairly. The Company’s compensation policy ensures that salary adjustments are not influenced by individual gender, age, race, religion, or political stance.
Moreover, The Company complies with labor human rights regulations at all operational locations. It disseminates essential information on human rights protection and labor rights to new hires and existing employees. Additionally, the company provides a reporting channel for employees to use, and a dedicated team conducts thorough investigations while maintaining the confidentiality of the whistleblower’s personal information. The Company commits not to retaliate against whistleblowers when their reports are substantiated. As of 2022, there have been no records of human rights violations within the company.


(2)Employee Statistics

The Company prudently invests in profitable and stable targets, focusing on developing its own land while also paying attention to forward-looking real estate opportunities. This has led to a gradual increase in the demand for human resources within the company. Coupled with the company’s competitive compensation levels, this approach has attracted exceptional talent to join the company’s efforts.
All employees at The Company are on indefinite-term contracts (i.e., full-time employees). The company provides a long-term and stable employment model, allowing employees to fully devote themselves to their work without worries about job security, thus safeguarding their economic livelihood. Furthermore, the female employee ratio exceeds that of male employees, accounting for 70.59%, primarily because the majority of the work involves administrative tasks. Employees can be categorized into managerial and non-managerial positions, with female employees representing 66.67% of managerial roles. The average tenure of employees is 17 years, demonstrating their deep practical experience, and there is no risk of workforce shortages. The company does not employ non-employees as workers within its organization.
The operations of the Company’s in Taiwan, 100% of high-level executives are local talents, indicating the company’s willingness to collaborate with the local community to discover and attract talented individuals. This approach not only fosters community recognition but also contributes to improving the local economic situation by hiring outstanding talent from nearby areas.

Talent Fit

A robust human resource management system is crucial for the sustainable operation of the Company. To attract top talent, the company offers competitive compensation and benefits, rewarding employees who contribute to performance and demonstrate long-term dedication. The company adheres to the principle of treating employees equally and has established a transparent performance evaluation and reward system. This fosters a fair competitive atmosphere among colleagues, encouraging them to invest more effort into their work. It further shapes the corporate culture of The Company as an employer that retains talent. Employees become more engaged in company affairs, and their loyalty and involvement increase.
Regarding career advancement opportunities, once the company introduced transparent promotion information, high-performing employees gained access to advancement opportunities, motivating others to strive for excellence. This, in turn, allows the company to continuously cultivate a pool of outstanding talents.
The company also schedules educational and training programs to facilitate employees’ professional growth, helping them realize their self-worth. Finally, The Company maintains open channels of communication and dialogue with employees, allowing them to provide timely feedback. The company responds positively, fostering a harmonious and trusting relationship between labor and management.

(1)Salary and benefits

Major themes Salary and benefits
Importance to the company

Providing competitive compensation and comprehensive employee benefits can attract top talent and, at the same time, boost employees' loyalty to the company, allowing them to grow with the company and achieve mutual success.


"People" are the most important asset for the Company, and the company's goal is to ensure that every employee can work comfortably and be willing to give their best. This is achieved through effective human resources policies that provide the necessary manpower for the sustainable development of the company, aligning with the needs of the organization.

Short term target

Salary adjustments are made annually based on individual employee's performance and contributions.

Medium to long term target

1.S alary adjustments are made annually based on individual employee's performance and contributions.
2. We have expanded the content and quality of our benefits package beyond the existing birthday gift, employee trips, health check-ups, and group insurance.

Resources invested and Specific Achievements for the Year

1. Ralary and Benefits: Provide competitive and fair salary and benefits based on market salary trends and job content. The company shares profits by distributing year-end bonuses and adjusts salaries in accordance with the company's regulations, taking into account factors such as domestic economic growth rate, price index, and industry salary trends.
2. Salary and Benefits: Provide competitive and fair salary and benefits based on market salary trends and job content. The company shares profits by distributing year-end bonuses and adjusts salaries in accordance with the company's regulations, taking into account factors such as domestic economic growth rate, price index, and industry salary trends.
3. Ducation and Training: To enhance employee capabilities and assist in their growth, education and training are provided to align with the company's development goals.
4. Employee Benefits: An annual budget allocation or the establishment of an Employee Welfare Committee is in place to allocate funds monthly for various welfare measures. These welfare measures include marriage and funeral subsidies, holiday gifts, year-end party prizes, travel subsidies, and more. In addition, the company continues to implement employee benefits such as group insurance, health check-ups, senior employee bonuses, and leave policies that exceed labor laws. The Welfare Committee provides various benefits to fulfill the company's social responsibility of taking care of employees and enhance their loyalty to the company.
5. Employee Rights Protection: The company places great importance on harmonious labor-management relations, including issues related to salary and benefits, education and training, career development, and labor-management relations. Regular labor-management meetings (at least four times a year) are held to maintain smooth communication channels.
6. Establishment of the Salary and Compensation Committee: The committee oversees a reasonable salary and compensation policy and ensures that operational performance is appropriately reflected in employee compensation. The average salary for full-time non-managerial employees is 614 thousand.

Responsible Department / Complaint Mechanism

Administration Department / Labor-management meetings or direct reflection through various means such as writing or correspondence.

The Company distributes employee compensation in accordance with the annual operational goal attainment and company profit performance, as stipulated in the company’s bylaws. We provide our employees with compensation packages that surpass legal requirements and remain competitive in the market. This not only ensures that employees’ performance is adequately reflected in their individual compensation but also offers ample opportunities for career advancement.
Overall, the Company’s employee compensation is primarily based on factors such as individual years of service, educational background, and professional competence. Differences in individual physical or psychological attributes are not considered in compensation disparities. As employees’ tenure with the company increases, their industry knowledge and experience become more extensive. The company is willing to share its profits with employees, allowing them to contribute their expertise to the company while ensuring their financial security, enhancing employees’ loyalty and sense of belonging to the company.
Additionally, the company differentiates between male and female employees, both in supervisory and non-supervisory roles, and analyzes the ratio of basic salary to overall compensation. The basic salaries of male and female employees are roughly equivalent, and the gender pay gap has been gradually decreasing over the years. Furthermore, when it comes to the salaries of entry-level employees, The company ensures that the standard salaries of both male and female colleagues exceed the local minimum wage.
Furthermore, the company places a strong emphasis on enhancing employee efficiency and well-being. We provide employees with various welfare measures and a comfortable working environment. Through organizing periodic employee welfare activities, we aim to reduce work-related stress and foster positive interactions among colleagues. In addition, regarding maternity leave, since the average working length of our employees generally exceeds 15 years, we have not applied for it in recent years.
Finally, the company has implemented a retirement pension system to safeguard employees’ financial planning for retirement. This system is based on the Defined Contribution Plan (new retirement pension) in accordance with the Labor Retirement Pension Act, effective from July 1, 2005. It entails a monthly contribution of no less than six percent of an employee’s monthly salary into a personal retirement pension account. The company follows the government’s implementation of the new labor retirement system, with a focus on the “individual retirement account.” Additionally, the company offers employees who have already received labor insurance elderly pensions the opportunity to return to the workforce.

(2)Talent cultivation

Major themes Talent cultivation
Importance to the company

The sustainable operation and growth of the company rely on employees fully leveraging their expertise and management capabilities. To promote the implementation of the company's quality objectives, we are committed to the long-term development of employees within the organizational system, enhancing their individual qualities, and achieving mutual coordination. This continuous effort aims to elevate the competitiveness of all employees.


To provide various levels of employees and managers with corresponding training and learning resources to assist in the development of their job skills and careers.

Short term target

1. Achieve a 100% training rate for new employees.
2. Increase the average training hours for employees of all categories annually.
3. Strengthen managerial competency requirements for supervisors to address the company's future challenges and growth.

Medium to long term target

1. Reevaluate the managerial learning and development blueprint to prepare leadership talents capable of addressing future challenges in response to environmental changes.
2. Offer employees personal effectiveness and professional training courses to assist in their career development.

Resources invested and Specific Achievements for the Year

1. Assist new employees in quickly adapting to the organizational environment, smoothly integrating into the corporate culture, and effectively taking on their responsibilities for stable development.
2. Enhance managerial competencies by acquiring professional knowledge through external exchanges and expanding industry-level perspectives.
3. The average training hours per employee in the year 2022 were 12.24 hours.  

Responsible Department / Complaint Mechanism

Administration Department / Labor-management meetings or direct reflection through various means such as writing or correspondence.

In order to promote the implementation of the company’s quality objectives, has established employee education and training policies. The company aims to cultivate its employees for the long term, enabling them to fully utilize their abilities within the organizational system, improve their personal qualities, achieve mutual coordination, and enhance work efficiency and quality.
The employee education and training program targets three categories: new employees, existing employees, and professionals. When new employees join the company, they are first introduced to the internal rules and regulations as well as occupational safety-related knowledge by dedicated personnel. Subsequently, their respective departments provide specialized training.
The company actively encourages employees to pursue professional courses within the scope of their business. Continuous growth of employees is a primary focus, and diverse learning opportunities are provided to allow employees to unleash their professional potential. Each department formulates and implements its own education and training plan based on its specific needs.
Employee development includes both internal and external training. Internal training is organized by departments according to the actual business requirements. External training is initiated by departments based on their specific needs, and once approved, designated individuals attend external institutions’ courses. After completing training, participants share their insights and knowledge with other colleagues in their respective departments, ensuring that the acquired knowledge is put into practice.
In response to the recent trend of diversified education and training, the company aims to expose employees to a broader range of information and perspectives. In 2021, training institutions reduced their offerings due to the impact of the COVID-19 pandemic. However, by 2022, the situation had returned to normal, allowing the company to continue its training initiatives.

(3)Labor-management communication

ffective communication between labor and management contributes to promoting labor-management cooperation. It allows employees to understand the company’s development plans, business overview, and market conditions, while also enabling the company’s management to timely grasp employees’ labor conditions. This fosters the creation of a workplace that is employee-friendly. The company adheres to legal regulations, and its internal human resources and administrative management comply with local labor laws in each operating location. By law, the company holds labor-management meetings at least every three months. Management representatives, including the Deputy General Manager and heads of the Finance Department, participate in these meetings to coordinate labor-management relations. Through regular communication and dialogue between both parties, labor-management cooperation is promoted. Employees have the opportunity to express their opinions and negotiate for improved labor conditions, effectively enhancing the status of labor.

Furthermore, the company has established multiple communication channels that facilitate two-way communication. This allows employees to express their opinions fully, and the company can respond promptly. Suggestions and feedback from employees are systematically converted into policies for implementation. In recent years, the labor-management relationship at the company has been harmonious, with no labor disputes reported.