HomeTalent attraction and retention
In fiscal 2024, a total of 34 new employees were hired, representing a new hire rate of approximately 17.80%. A total of 34 employees resigned, representing a turnover rate of approximately 17.80%. Analysis and investigation of the reasons for resignation by departing employees revealed that the main reasons cited were differences in work nature and expectations, family factors, health issues, and personal career development plans. Therefore, in the future, we will strengthen job descriptions during interviews to ensure that applicants' understanding of the job is consistent with the actual situation. We will also provide comprehensive support to employees, such as unpaid leave and further education subsidies, to enhance the retention rate of outstanding talent.
| area | gender | age | 2023 | 2024 | ||
|---|---|---|---|---|---|---|
| Number of newcomers | Newcomer rate (%) | Number of newcomers | Newcomer rate (%) | |||
| KUEN LING | female | |||||
| <30 years old | 1 | 0.52% | 1 | 0.52% | ||
| 31-50 years old | 1 | 0.52% | 4 | 2.09% | ||
| >51 years old | 0 | 0.00% | 0 | 0.00% | ||
| male | <30 years old | 7 | 3.66% | 19 | 9.95% | |
| 31-50 years old | 7 | 3.66% | 10 | 5.24% | ||
| >51 years old | 0 | 0.00% | 0 | 0.00% | ||
| Subtotal | 16 | 8.36% | 34 | 17.80% | ||
Note 1: The new hire rate is [(number of new hires by category in that year) / (total number of employees at the end of that year)] * 100%
| area | gender | age | 2023 | 2024 | ||
|---|---|---|---|---|---|---|
| Number of people leaving | Turnover rate (%) | Number of people leaving | Turnover rate (%) | |||
| KUEN LING | female | |||||
| <30 years old | 1 | 0.52% | 0 | 0.00% | ||
| 31-50 years old | 0 | 0.00% | 0 | 0.00% | ||
| >51 years old | 0 | 0.00% | 1 | 0.52% | ||
| male | <30 years old | 11 | 5.76% | 14 | 7.33% | |
| 31-50 years old | 3 | 1.57% | 17 | 8.90% | ||
| >51 years old | 1 | 0.52% | 2 | 1.05% | ||
| Subtotal | 16 | 8.37% | 34 | 17.80% | ||
Note 1: Turnover rate is [(number of new employees in each category in that year) / (total number of employees at the end of that year)] * 100%
The Company is committed to providing a transparent and fair compensation system, determining salaries based on employees' academic qualifications, professional knowledge and skills, years of experience, and individual performance. Furthermore, the Company's overall compensation policy is informed by market compensation trends and operational performance, developing a competitive compensation and benefits package that is both internally motivating and externally competitive. Compensation includes performance bonuses, year-end bonuses, and employee compensation. Employee compensation is allocated based on the Company's Articles of Association, at a rate of 3% to 7% depending on the Company's profit for the year. The current year's profit refers to the pre-tax profit before deducting employee compensation and director and supervisor compensation, and must be calculated at least 3% of the Company's profit for the year.
The KUEN LING Remuneration Policy is committed to promoting the following key points:
1. Develop and establish external fairness, internal fairness and personal fairness in compensation and benefits.
2. Plan appropriate salary and benefits packages based on the supply and demand situation in the labor market.
3. Utilize talent based on performance, leverage talent’s professional expertise to achieve work goals, and improve gender pay disparity.
4. Establish a bonus system to provide timely rewards to colleagues with outstanding performance, encourage employees to contribute, and create good operational results for the company.
All employees receive equal compensation regardless of gender, age, ethnicity, nationality, religion, political stance, or sexual orientation.
| 2023 | 2024 | |
|---|---|---|
| Women's wages: Men's wages | Women's wages: Men's wages | |
| Senior Executives | 1:1.58 | 1:1.27 |
| mid-level managers | 1:1.30 | 1:1.40 |
| grassroots supervisors | 1:1.04 | 1:1.06 |
| General staff | 1:1.03 | 1:1.02 |
Note 1: Senior manager: a position above the deputy manager level.
Note 2: Mid-level manager: a position above the deputy section chief level.
Note 3: Grassroots supervisor: the rank of team leader.
Note 4: Compensation includes: basic salary + employee stock ownership + overtime pay + food allowance + quarterly bonus + Dragon Boat Festival bonus + Mid-Autumn Festival bonus + year-end bonus + maintenance revenue bonus + project bonus + business performance bonus + senior employee bonus + work bonus.
Note 5: Data scope: Taiwan parent company 100%.
| project | content |
|---|---|
| Welfare Allowances | ■ Three-section bonus ■ Children's education scholarships ■ Childbirth subsidy ■ Birthday gift ■ Wedding gift ■ Funeral allowance ■ Training subsidies ■ Year-end bonus ■ Pension bonus ■ Employee service allowance ■ Performance bonus ■ Professional certificate subsidy ■ Proposal Improvement Bonus |
| Insurance and Health | ■ Employee insurance ■ Group insurance ■ Emergency relief ■ Hospitalization condolence money |
| Entertainment allowance | ■ Cultural and recreational activities ■ Gift Certificates ■ Travel subsidies |
