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Annual performance
The Company has continued to demonstrate long-term achievements across three key areas—employee development, environmental and occupational safety management, and social care—building a sustainable enterprise characterized by both resilience and responsibility. First, in terms of talent development, employees participated in an average of 47 hours of education and training per year, reflecting the Company’s commitment to enhancing employees’ professional knowledge and career capabilities and to strengthening organizational competitiveness through systematic training mechanisms. By fostering a culture of continuous learning, employees are able to remain agile and innovative in a rapidly changing industry environment.
In the areas of environmental protection and occupational safety, all production sites in Taiwan and worldwide have obtained ISO 14001 Environmental Management System and ISO 45001 Occupational Health and Safety Management System certifications. This indicates that the Company has established a comprehensive EHS management framework, continuously improving process efficiency, reducing environmental impacts, and ensuring that all employees work in a safe and healthy environment. Consistent implementation across the global supply chain and manufacturing sites further demonstrates the Company’s commitment to unified management in its international operations.
At the same time, the Company has long invested in social welfare. From 2018 to 2025, the “Inspirational Care Activity” reached a cumulative total of 13,750 households, providing companionship and support to disadvantaged families through concrete actions. This sustained social engagement not only reflects the spirit of corporate citizenship, but also extends the Company’s positive impact into communities, creating broader and lasting value. Overall, the Company has achieved balanced and tangible sustainability outcomes across talent development, environmental protection, safety, and social contribution, working together with society to build a better future.
47 hours
Employees participate in educational training on average per year.
13750
Cumulative number of cared households from 2018 to 2025
We believe that employees are the most important asset of the company.
The Company actively develops diversified recruitment channels to attract key talent from industry, academia, and research communities worldwide through job platforms, social media, campus recruitment events, industry-academia collaboration, internship programs, and executive search consultants. In response to the rapid development of AI and high-tech industries, the Company also actively recruits talent with relevant backgrounds and strong potential, while encouraging internal employee referrals to enhance its overall industry competitiveness. At the same time, the Company continues to cultivate talent in step with changing times, establishes comprehensive competency development mechanisms, and actively promotes talent retention.
Diversified Recruitment Channels and Results
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Job Banks Job vacancies are publicly posted through job bank platforms, providing transparent and comprehensive job descriptions and application channels to help job seekers find suitable positions based on their expertise and interests, while enhancing the transparency and accessibility of recruitment information. |
Campus Recruitment and Corporate Information Sessions By participating in campus recruitment activities and holding corporate information sessions, the Company engages with students face to face, invites supervisors to share career development experience, and provides career support resources such as resume reviews, interview coaching, and internship opportunities to promote youth employment and broaden diversified talent sources. |
Internal Employee Referrals Job vacancy information is announced internally from time to time to encourage employees to refer talent. |
Social Media Fan Pages The Company shares its corporate culture, employee benefits, and work environment through social media to attract like-minded talent to join. |
Others Employment matching events for overseas Chinese and international students in Taiwan, self-organized recruitment events, and employment matching through private vocational training institutions. |
Note: Recruitment channels and results are disclosed for Taiwan only.
Statistics on New HiresIn 2025, the Company's major operating sites hired a total of 739 new full-time employees, representing a hiring rate of 9.1%, which shows a year-by-year downward trend. This indicates that as the workforce size gradually stabilizes, overall personnel movement is becoming more stable. Approximately 43% of new hires were under the age of 30, maintaining a relatively young workforce structure and continuing to inject vitality into product diversification and innovation.
Note 1: Hiring rate = number of new employees hired during the year / number of employees on payroll at year-end. Note 2: Only full-time employees at the Company's major operating sites are included. Fixed-term contract employees and employees with less than three months of service are excluded. |
Statistics on Employee TurnoverIn 2025, the Company's overall turnover rate was 9.2%, while the turnover rate in Taiwan was 9.8%, both significantly lower than the 25% overall turnover rate for the electronics and information industry in 2024 published in the 104 Job Bank 2025 HR F.B.I. Research Report. By region, employee departures were mainly concentrated at the Company's China operating sites, while the turnover rate in Taiwan remained relatively stable.
Note 1: Turnover rate = number of employees leaving during the year / number of employees on payroll at year-end. Note 2: Only full-time employees at the Company's major operating sites are included. Fixed-term contract employees and employees with less than three months of service are excluded. |
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Retention of Key Talent
The Company fully recognizes that key talent is a core driver of sustainable development and technological innovation, and it continues to strengthen talent retention through systematic and diversified measures. In addition to promoting a happy workplace and deepening communication on corporate culture, the Company has established sound talent management mechanisms to identify and track core and key talent with development potential through performance evaluation and potential assessment, and to formulate individualized development and retention plans.
With respect to retention measures, the Company adopts flexible compensation and incentive mechanisms in response to market competition in different locations, in order to improve the stability and organizational commitment of key talent. At the same time, through internal transfer and job rotation mechanisms, employees are provided with cross-departmental and cross-regional development opportunities to strengthen professional skills and international perspective, while also expanding overall R&D and operational capacity.
In addition, the Company continues to optimize career development systems and training resources, encourages employees to enhance their professional capabilities and managerial competencies, and implements exit interviews and resignation cause analysis mechanisms to listen to employees' views and use them as a basis for improving the work environment and system design, thereby maintaining a healthy and reasonable turnover rate.