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Talent Attraction and Retention

Talent Attraction and Retention

Topics Talent Attraction and Retention
Policy
  • Increasing the arrival and retention of talent
Commitment
  • Implement the caring mechanism for new employees, plan the retention mechanism for new employees and outstanding performance, so as to improve the willingness of employees to stay and exert their immediate combat power
Division
  • Human Resource Division
Resources Invested
  • HR Project Contacts
Grievance Mechanism
  • Employee suggestion box, Labor-management meeting, OSH committee, Whistleblower hotline and mailbox
2022 Targets
  • New hire: Direct Labor (DL) 2,900, Indirect Labor (IDL) 950
  • Excellent Engineers Retention Rate: 90%
Actions
  • Caring interviews for new foreign employees
  • Caring interviews for new engineers
  • Team consensus camp activities
  • Enhancement of counselor mechanism
  • Merit retention bonus
  • Signing bonus for outstanding personnel
  • Referral bonus
  • Rotation mechanism
2022 Achievements
  • New hire: Direct Labor (DL) 2,962, Indirect Labor (IDL) 951
  • Excellent Engineers Retention Rate: 90%

Human Resource Distribution

Unimicron encourages a diverse and open workplace culture and respects the uniqueness of each employee. In terms of recruitment, employment, evaluation, and promotion selection regardless of age, gender, race, religion, political beliefs, marital status, labor union affiliations, and background are treated fairly and equally, where the only considerations are finding the appropriate candidate for the appropriate position, and creating fair and diverse employment opportunities for all operation sites to promote local economic growth. By the end of 2022, the total number of formal employees at Unimicron was 28,402, the same as the previous period. The number of new employees and the deployment of dispatched manpower are adjusted on a rolling basis according to the current year's order situation, and a healthy turnover rate is maintained. As industrial production is semi-automated, some processes still rely on manual and labor-intensive work. Therefore, the proportion of male employees is higher than that of female employees. In 2022, migrant workers in Unimicron’s Taiwan Facilities are from the Philippines; as the Philippines is an English-speaking country, it is relatively easier to communicate. 78% of the employees at our plants in Mainland China are direct technical laborers.

2022 Employment Status
(Unit: People)

Category / Type / Region Taiwan Mainland China
Category Type Male Female Other* Total Ratio to the total Male Female Other* Total Ratio to the total
Employees Total 9,948 6,381 0 16,329 100% 7,305 4,768 0 12,073 100%
Non-fixed-Term Contract Direct Labor 4,811 3,064 0 7,875 48.22% 5,588 3,633 0 9,221 76.38%
Indirect Labor 3,200 1,357 0 4,557 27.91% 1,606 1,051 0 2,657 22.01%
Fixed-Term Contract Migrant Worker 1,812 1,869 0 3,681 22.54% 0 0 0 0 0%
Student Trainee 3 10 0 13 0.08% 0 0 0 0 0%
(Dispatch)Contract Worker 122 81 0 203 1.2% 111 84 0 195 1.62%
Age Under 30 2,066 1,458 0 3,524 21.58% 2,374 1,357 0 3,731 30.90%
30-50 7,371 4,537 0 11,908 72.93% 4,799 3,405 0 8,204 67.95%
Above 50 511 386 0 897 5.49% 132 6 0 138 1.14%
Note 1: * Gender as specified by the employees themselves.
Note 2: Outsourced workers include security, cleaning, and catering workers working in the plants. There are 428 workers in the Taiwan Facilities and 504 workers in the China Facilities in 2022.

2022 Job Category

Category Taiwan Mainland China Total
Male Female Other* Total Male Female Other* Total Male Female Other* Total
Manager Level People 1,113 254 0 1,367 479 255 0 734 1592 509 0 2,101
% 81.42 18.58 0 100 65.26 34.74 0 100 75.77 24.23 0 100
Technical Staff People 8,741 5,708 0 14,449 6,661 4,241 0 10,902 15,402 9,949 0 25,351
% 60.50 39.50 0 100 61.10 38.90 0 100 60.75 39.25 0 100
Others People 94 419 0 513 165 272 0 437 259 691 0 950
% 18.32 81.68 0 100 37.76 62.24 0 100 27.26 72.74 0 100

Local Employment

Type 2019 2020 2021 2022
Taiwan Mainland China Taiwan Mainland China Taiwan Mainland China Taiwan Mainland China
Local Residents as Senior Executives
(People)
128 3 140 4 115 4 115 4
Senior Executives(People) 130 41 142 40 116 33 116 36
Ratio(%) 98.46 7.32 98.59 10 99.14 12.12 99.14 11.11
Note: Senior executives refer to Sr.Director level (inclusive) or higher employees. Local resident means an employee of the same nationality as the Plant location.

2022 New Employees

Region Taiwan Mainland China
Category Gender Number of New Hires Number of Current Employees New Hire Rate Number of New Hires Number of Current Employees New Hire Rate
Under 30 Male 538 1,572 34.22% 959 2,288 41.91%
Female 271 919 29.49% 518 1,291 40.12%
Total 809 2,491 32.48% 1,477 3,579 41.27%
30-50 Male 737 5,932 12.42% 634 4,774 13.28%
Female 384 3,117 12.32% 489 3,387 14.44%
Total 1,121 9,049 12.39% 1,123 8,161 13.76%
Above 50 Male 37 507 7.30% 6 132 4.55%
Female 17 385 4.42% 0 6 0.00%
Total 54 892 6.05% 6 138 4.35%
Note: Rate = Annual new hires (non-fixed-term new hires employed for longer than three months) / Number of current employees (non-fixed-term employees) in the age category at year-end (December 31).

Female Employees
(Unit: %)

Type 2019 2020 2021 2022
Taiwan Mainland China Taiwan Mainland China Taiwan Mainland China Taiwan Mainland China
Females in All Employees 39.40 37.89 38.80 38.41 38.91 39.62 39.08 39.49
Females in Management 17.41 24.58 17.15 20.53 18.87 20.79 19.20 22.17
Females in Top Management 8.46 4.88 8.45 5.00 9.48 6.06 9.48 5.56
Females in Junior Management 18.71 30.43 18.39 24.67 19.98 23.67 20.24 25.41
Note 1: All management refers to deputy manager/manager level (inclusive) or higher. Junior management refers to the deputy manager or manager level.
Note 2: The denominator of the proportion of female management is all management; the denominator of the proportion of female top management is all top management; the denominator of the proportion of female junior management is all junior management.
Females in All Employees
Females in Junior Management
Females in Management
Females in Top Management
Taiwan
Mainland China

Disability Employment at Taiwan Facilities

We support the employment of people with physical and mental disabilities, and employed 170 people with physical and mental disabilities in 2022, achieving our planned ratio. In addition to evaluating the work duties and providing employment opportunities for people with physical and mental disabilities, care for staff health by the Physicians regularly, we also actively cooperated with the Ministry of Labor’s job redesign program; installed wheelchair ramps and handrails in toilets; and provided assistive devices to build a friendly workplace.

Talent Retention

In addition to establishing a competitive salary and compensation system and talent retention system, Unimicron offers a variety of measures and bonus systems that are better than the law requires, and provides employee protection through a comprehensive salary and benefit structure, while emphasizing gender equality. In order to enhance the recruitment and retention of female employees, the Company attaches great importance to the maternal health protection system, implements comprehensive maternal protection measures, and provides a variety of rich and complete health promotion activities. In 2022, the Company received the National Award for Healthy Workplace - Maternal Health Friendly Award and established a comprehensive sexual harassment prevention mechanism to create a friendlier workplace environment.

Main Talent Recruitment Channel

Unimicron has a comprehensive recruitment standard mechanism that combined various recruitment channels, continuously recruits talents, and injected continuous momentum to offer students good opportunities and implement corporate sustainable responsibility.

  • Job Bank
  • Campus Recruitment
  • Staff Introduction
  • Industry-Academia Collaboration Projects

Assistance and Guidance for New-Employees

For New-Employees, counselors will provide work and technical assistance, and through various methods to help New-employee adapt to the new workplace faster.

  • Regularly need to talk to New-Employees to adapt to the new workplace
  • Assist in completing professional certifications such as license identification, etc.
  • Discover new employees’ learning problems, react, and communicate with them
  • Implementation of counselor mechanism
Retention Plan
Optimize Compensation Competitiveness and Ensure the Retention of Outstanding Talents
  • Compensation Adjustment Due to Excellent Performance
  • Retention Bonus
Strengthen the Rotation Mechanism and Cultivate T-Shaped Talents
T-shaped talents represent the width of their knowledge and depth of technique and know-how. The combination of the two accounts for deeper professional understanding, a broader knowledge base, and cross-disciplinary abilities
Retention Strategies
  • Year-End Bonus
  • Annual Salary Adjustment
  • Stock-Based Compensation
  • Patent Bonus
  • Performance Retention Bonus
  • Retention Bonus for Key-Talent
  • Employee Remuneration
  • Achievement Bonus
  • Retention bonus for New Hire

2022 Excellent Engineers Retention Rate

In 2022, the retention rate of excellent engineers was 90%, effectively achieving the purpose of attracting and retaining talents, and at the same time promoting the sustainable development of the Group.

Item Jan. Feb. Mar. Apr. May. Jun. Jul. Aug. Sept. Oct. Nov. Dec.
Excellent Engineers Retention Rate 100 99 98 96 94 93 92 92 91 91 91 90
Note: Excellent Engineers Retention Rate=the number of employees with "excellent" or above performance in the second half of the previous year who were still on board at the end of the month/the total number of employees with "excellent" or above performance in the second half of the previous year * 100%.

Employee Turnover Management

In terms of employee turnover management, the turnover rate fluctuates slightly, but remains at a fixed level. Unimicron will continue to invest in employee retention planning to provide better benefits and salaries to retain talent. When the employee requests to resign, the relevant supervisor will immediately interview, and the HR Division will conduct a one-on-one interview to concern the reasons, and make work adjustments or care as needed. In 2022, 41 staff were successfully Internal Transfer.

Employee Turnover Rate
(Unit: %)

Item 2019 2020 2021 2022
Taiwan Mainland China Taiwan Mainland China Taiwan Mainland China Taiwan Mainland China
Overall Turnover Rate 10.35 32.92 11.31 26.48 20.27 35.10 17.06 31.57
Voluntary Turnover Rate 9.61 32.78 10.11 26.47 19.36 34.90 15.80 31.57
Note: Voluntary Turnover Rate= Annual total number of turnovers (irregular employees who leave the Company after working for more than 3 months)- involuntary turnover (irregular employees who leave the Company after working for more than 3 months)/ year-end (Dec. 31) number of employees (non-fixed-term employees).

2022 Turnover Statistics

Type Taiwan Mainland China
Age Gender Number of Departures Number of Current Employees Turnover Rate (%) Number of Departures Number of Current Employees Turnover Rate (%)
Under 30 Male 487 1,572 30.98% 1,145 2,288 50.04%
Female 270 919 29.38% 625 1,291 48.41%
Total 757 2,491 30.39% 1,770 3,579 49.46%
30-50 Male 832 5,932 14.03% 1,115 4,774 23.36%
Female 450 3,117 14.44% 854 3,387 25.21%
Total 1,282 9,049 14.17% 1,969 8,161 24.13%
Above 50 Male 49 507 9.66% 6 132 4.55%
Female 33 385 8.57% 5 6 83.33%
Total 82 892 9.19% 11 138 7.97%
Note: Turnover Rate= Annual number of departures (non-fixed-term resigning employees employed for longer than three months) / year-end (Dec. 31) number of current employees of category by age (non-fixed-term employees).

Parental Leave

In 2022, a total of 162 employees in the Taiwan Facilities applied for nursery leave without pay, and the expected number of nursery leave reinstatement for the whole year was 163, of which 140 were reinstated as scheduled or ahead of schedule, with a return rate of 85.89%; in terms of retention rate for reinstated employees, of the 101 employees who were reinstated in 2021, 77 were still working at the end of 2022, with a retention rate of 76.24%. Compared with the previous period, the retention rate has decreased by 14.17%. 80% of the employees who left after one year of reinstatement were female employees, and the reasons for leaving were mainly family factors.

Parental Leave in Taiwan

Item Gender 2019 2020 2021 2022
Total Eligible Number for Parental Leave
(A)
Male 464 508 641 724
Female 333 378 477 544
Total 797 886 1,118 1,268
Actual Number of Applicants
(B)
Male 48 21 49 61
Female 108 93 132 101
Total 156 114 181 162
Application Rate
(B/A)
Male 10.34% 4.13% 7.64% 8.43%
Female 32.43% 24.60% 27.67% 18.57%
Total 19.57% 12.87% 16.19% 12.78%
Number of Applicants Qualified for Reinstatement
(C)
Male 44 19 38 48
Female 100 87 87 115
Total 144 106 125 163
Actual Number of Reinstatements
(D)
Male 23 14 30 48
Female 69 59 71 92
Total 92 73 101 140
Reinstatement Rate
(D/C)
Male 52.27% 73.68% 78.95% 100.00%
Female 69.00% 67.82% 81.61% 80.00%
Total 63.89% 68.87% 82.40% 85.89%
Number of Reinstatements in the Previous Year
(E)
Male 24 23 14 30
Female 85 69 59 71
Total 109 92 73 101
Number of People Reinstated for One Year in the Previous Year
(F)
Male 18 18 14 23
Female 71 61 52 54
Total 89 79 66 77
Retention Rate
(F/E)
Male 75.00% 78.26% 100.00% 76.67%
Female 83.53% 88.41% 88.14% 76.06%
Total 81.65% 85.87% 90.41% 76.24%
Note 1: Mainland China does not implement the system of parental leave without pay, so it is not included in the statistics.
Note 2: Calculated based on the employees who have applied for maternity leave and paternity leave from 1/1/2019 to 12/31/2022.


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