Talent
An Attractive Employer for Professional Talents
In order to create momentum for growth even amid continuous changes in the external environment, Nanya uses talent retention and cultivation to preserve competitive advantages. We also accept employee opinions to create a safe, human rights-based, and harmonious workplace and fulfill our business targets.
Statistics
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84.5 %
Internal employee substitution rate for job openings ≧ 84.5%
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72 %
The average level of approval indicated by employee survey responses reached 72%
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0
Disabling frequency rate and disabling severity rate were both 0
Strategy and Performance
Attracting and Retaining Talent
Employees are not only the most important capital to Nanya, but also the key to supporting sustainable operations and innovative R&D within the Company. We strive to create a humane and comfortable office environment where new employees are subjected to systematic training and have access to diverse learning resources to help them quickly accumulate professional knowledge and skills for the semiconductor industry, and receive reasonable compensations in return. The Company also has an Employee Welfare Committee that organizes exciting and interesting recreation activities on a yearly basis to maintain employees' work-life balance as well as physical and mental well-being, and create a sustainably healthy workplace. We believe a competitive and stable workforce to be essential for improving the productivity and competitive advantage of the Company. We continue to design and provide an environment where talents may thrive. Through talent cultivation, we strive to become the best employer that looks after talents.
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Diversified recruitment policy
Since Nanya has business operations based in Taiwan and overseas, the nationalities of the Company's employees are quite diverse. In addition to Taiwanese staff, employees of the following 14 nationalities were also hired in 2021. Our employees form an internationally diversified workplace. In descending order, the top five nationalities of foreign managers were American, Japanese, German, Chinese, and Indonesian.
Nanya also supports the government's policies of hiring people with disabilities as part of its workplace friendly diversity initiative. As of December 2021, Nanya hired a total of 36 employees with disabilities into Taiwan operations, which represented 1.05% of total employees. We continue to work towards hiring more people with disabilities and provide appropriate job positions. Through increasing job opportunities for people with disabilities, we intend to build a diversity-friendly workplace.
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Stable workforce
The semiconductor industry is both capital and technology intensive. It not only involves multi-billion dollar plants and manufacturing equipment, but also requires a substantial number of outstanding engineering talents to join the production team of Nanya. Nanya has a very stable workforce structure. In 2021, the Company has a total of 3,554 permanent employees in Taiwan and in overseas subsidiaries (including 77 interns), in which 86.52% are specialists. Formal male employees totaled 2,572 (accounting for 72.4%), whereas formal female employees totaled 982 (accounting for 27.6%), representing a gender ratio of 2.64 (male) : 1 (female).
The average age of the Company's employees was 37.61 years old. The 30-50 age group was the most dominant of all, representing 69.70% of total employee size. Most employees had a bachelor or master's degree. All formal and informal employees are directly hired by the Company. The Company did not hire any part-time staff in 2021 and 100% of its employees worked on a full-time basis.
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Attracting top talents
In 2021, 243 engineers were recruited into Taiwan operations to support organizational transformation and transition into advanced production processes. The Company recruits entry-level engineering talents through factory sites and campus recruitment programs. The Company approaches renowned local colleges each year to recruit engineering talents with various skill levels and matches them to open positions on-site. In order to promote the development of the semiconductor industry and company operations, Nanya proactively recruits new employees into the Nanya big family and expects to work cooperatively to move forward together. New recruits accounted for approximately 7.6% of the Company's total employees in 2021. Gender distribution of new recruits was approximately 4.19 (male) : 1 (female).
Talent retention
Nanya not only offers salary packages that are competitive for the semiconductor industry, but also introduces a full range of welfare measures and training systems that address employees' needs on all aspects from work, life to health. It is the goal of the Company to create a work environment where employees may realize their full potentials with a peace of mind, and for which we have implemented an employee assistance program as part of our corporate social responsibilities.
Attractive compensations
The Company's compensation and welfare systems have been developed through local salary surveys and discussions with regional salary associations, after taking into account factors such as industry competitiveness, macroeconomics, corporate culture and business sustainability. This process ensures the competitiveness of our overall salary package and made Nanya include in the Taiwan High Compensation 100 Index for the 6 consecutive years.
Non-managerial Full-time Employees’ Salary
Terms of compensation that enhance talent retention
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Nanya is a composition of Taiwan High Compensation 100 Index, indicating the strong competitiveness of the Company's compensations.
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Year-end bonus, festive bonus, Dragon Boat Festival/Mid-autumn diligence bonus, grade bonus
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Long-term incentives: Include employee remuneration, employee stock option certificates, incentive bonus and annual salary adjustments
Enhanced work security
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Analysis of turnover rate in Taiwan and overseas in 2018-2021
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With a favorable working environment and lifestyle security, Nanya has won the trust and recognition of employees. The Company continues to promote various retention and incentive measures—including employee stock warrants, employee bonuses, incentive bonuses—to manage employee turnover risks and effectively retain talents. Even if external pull strengthens, the Company adjusted the starting salary of unexperienced new recruits, made an annual salary adjustment for all managers and employees, and made structural adjustments to the salaries of special departments and specialists in July 2021. The margin of adjustments was higher than competitors, and epidemic prevention measures implemented during the outbreak allowed employees to work in a happy and safe environment. Hence, even though the Company's turnover rate increased, it was still lower than competitors.
Note1: Calculating formula for turnover rate = (number of resignations in January/total number of employees at the end of January) x 100% + (number of resignations in February/total number of employees at the end of February) x 100% +...+(number of resignations in December/total number of employees at the end of December) x 100%
Note2: Voluntary separation refers to resignation initiated by the employee. The Company calculates turnover rate mainly based on voluntary separation. Total turnover rate includes voluntary (including retirement) and involuntary separation (including dismissal, redundancy, death etc.)
Note3: In 2019, the calculation of turnover rate began excluding direct interns (personnel turnover due to expiration of internship contracts).
Note4: Voluntary turnover rate began excluding those who went on unpaid leaves starting in 2020. Based on the calculation that excluded those who went on unpaid leaves, the adjusted voluntary turnover rate of 2019 was 5.55%, and the adjusted overall turnover rate was 5.89%.
Employee Engagement Survey
Nanya conducts an organization-wide Employee Engagement Survey annually to gain insight into employees' level of approval towards the Company on several aspects, including work, management, and organizational vision. This survey used 29 questions to collect employees' opinions on 6 aspects. It received a response rate of 93%, which was the same as 2020. The results revealed that the average level of approval from all employees was 72%, a slight increase of 1% compared to the 71% in the previous year.
Improvement and reinforcement measures for employee approval rate in 2021
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When the epidemic situation was the most severe, we implemented the two shifts two rotations mechanism for employees with school age children to flexibly arrange their work schedule and take care of their children.
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The outbreak caused internal and external events to be suspended, so the Employee Welfare Committee distributed gift certificates to thank employees for their cooperation.
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Planned two circular routes between Danfeng Station and A8 Station to provide employees living in Taoyuan Linkou and Taipei Xinzhuang and Taishan with a more convenient option for commuting to work.
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Communication group trainings for mid-level managers: Set up group trainings for mid-level managers to help them strengthen leadership and communication skills.
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We continued to improve promotion and compensation measures in hopes of increasing employee approval in the aspects.
Talent cultivation
Comprehensive Talent Cultivation and Development
Talent and Talent Development Guidelines
Co-learning Gathering –We Together, We Learn, We Grow
The Company continued to provide employees with better and more effective talent development programs during the COVID-19 pandemic, and constantly upgraded and improved the Company's overall talent development and training system. We strengthened functions of the Talent Development Committee, linked together training, promotion, performance, penalty and rewards management systems. In 2021, we used the theme [Co-learning Gathering – We Together, We Learn, We Grow] for talent cultivation. In the learning cycle, that convers:
Diverse learning paths and environment
The Company has planned diverse learning channels and a complete environment for talent cultivation, life-long learning, and employees' individual development plans, in order to satisfy employees' needs for diversified learning.
W.A.K.E - A Friendly Workplace with an Energized Workforce
In addition to providing salaries that are competitive for the industry, Nanya also promotes the Employee Assistance Program. It is combined with WAKE Up actions—a full range of employee benefit measures based on the themes of "wellness", "assistance", "kindness", "exercise". We hope to achieve the goal of creating a group of joyful technology talents through building a happy workplace.
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Wellness
The Company collaborates with professional medical team from Chang Gung Hospital to provide annual health check service for employees. A total of 1,311 employees had completed their health checks in 2021, for which the Company incurred total expenses of NT$2,016,504 in expenses. Employees who exhibit abnormal health check results are tracked on an ongoing basis and subjected to health management. All of our factories have a medical room with a physician stationed on site to provide employees with professional medical and consultation services. Seminars on spirituality and health and healthcare courses are arranged each quarter to meet employees’ need for knowledge on physical and mental health.
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Assistance
The Company offers a wide range of benefits from dining, accommodation, shuttle bus to parking to improve the friendliness and convenience of the work environment for employees. The Company also has an Employee Welfare Committee available to arrange diverse benefits and activities for employees. The Employee Welfare Committee received approximately NT$55 million in funding in 2021; the majority of which was spent on incentive trips, festive gifts, birthday vouchers, children's scholarship, group insurance, entertainment, and childbirth and hospitalization subsidies.
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Kindness
In order to help new recruits adapt to the new workplace as quickly as possible, a counselor is made available to offer regular assistance, counseling, and guidance services to new employees who have joined the Company for less than two years, those who have taken the initiative to ask for help, referrals from supervisors, and employees who have taken long sick leaves. The goal is to reduce employees' feeling of insecurity caused by being in a new environment, and help them integrate into the Company as quickly as possible. In addition, an external professional psychological counseling organization, Teacher Chang Foundation, was introduced to the Company in 2019. Using scientific methods, employees who are facing difficulties are helped to "clarify the nature of the problem", "face difficulties", and then "find solutions". The service is available to employees 6 times a month free of cost; each session is one hour-long; and employees may utilize it for unlimited number of times.
Number of times a new recruit received counseling service for adapting to new workplace:
Results of Teacher Chang Foundation's Counseling Service- Used 69 times
- Usage rate: 88.5%
- Satisfaction with counseling: 4.8 (5-point scale)
- Solving problems: 8.73 (10-point scale)
- 3 Mental Health Seminar were held
- 95 people participated
- Satisfaction: 4.3
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Exercise
The Company organizes sport and entertainment activities from time to time to advocate work-life balance. By encouraging the creation of sport clubs and exercise space, we aim to promote sport habit and employees' physical as well as mental health.
Encouragement of sport activities:To help employees maintain sound physical and mental health, Nanya holds various events to promote the value of exercising. Fundings are also provided to sports clubs such as the jogging club, basketball club, table tennis club, badminton club, and slow pitch club. In 2019, a series of "Sports Festival" activities were launched. Through the combination of creative proposals from various departments and clubs, as well as the sports venues and facilities, we successfully promoted sports, creative thinking, and vitalized the Company's organizational atmosphere.
The multi-purpose sports and recreation center includes air track, basketball court, badminton court, KTV, pool table, table tennis, aerobics room, massage chair, and fitness equipment.
- 74,895 participants. Number of visits to the sports and recreation center in 2021
- 700 participants grouped from 8 department In The 2021 Sports Festival Event
Diverse club activities
The Company has a total of 24 clubs with diverse themes, including parenting, jogging, basketball, table tennis, badminton, slow pitch and hiking. More than 1,065 employees participated in the above club activities in 2021. The Company also encourages the clubs to hold annual recruitment events to increase staff participation and work-life balance.
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The slow pitch club competes with other companies in a tournament every year -
The bicycle club took on the challenge of riding 210 km through the East Rift Valley -
After the pandemic subsided, the table tennis club used the Company's LOHAS building for group practices to achieve physical and mental balance
Employee Protection and Communication
Labor-management relations and communication
The Company has diverse, open and transparent communication channels in place to maintain harmonic employment relation, facilitate labor-management collaboration and improve workers' benefits. These communication channels not only enable employees to express opinions on various issues concerning health, safety, benefits and basic work conditions, but also allow the Company to take initiative in learning employees' thoughts and address problems in a timely manner. The Company also has complaint mailbox, whistleblower hotline and sexual harassment prevention hotline available for reporting illegal matters, and any opinions concerning corporate policies may be raised using the "Management System Improvement Opinion Form". Employees are entitled to communicate openly and thoroughly with the management about work-related or personal affairs, terms of employment, salary, benefits and personal opinions through the following channels:
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Meetings- Regular convention of employee meetings
- Administration contact window forum
- Production line workers' quarterly meetings
- Unscheduled department meetings
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Two-way communication platforms- Life Space
- Feedbacks and opinions
- Epidemic prevention mailbox
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Electronic survey- Satisfaction with catering service
- Satisfaction with activities
- Employee Engagement Survey
Employee Human Rights Protection
Nanya places great emphasis on employees rights and has established “Labor and Ethics Policy”. The Company complies with relevant international human rights standards, including the behavioral guidelines of Responsible Business Alliance (RBA), Social Accountability 8000 Standard (SA8000), International Labour Organization (ILO),The Universal Declaration of Human Rights, The UN Guiding Principles on Business and Human Rights, General Data Protection Regulation (GDPR) and local government regulations. By implementing human rights risk assessment and management, the Company hopes to create an inclusive and diversity-friendly workplace. Read More
All employees have been hired with employment terms established under the free will, consent and consensus of both parties; no employee was forced or coerced to perform work activities unwillingly. In addition, there were no anti-discrimination incidents in 2021. "2021 Policy and Code of Conduct Training" and "2021 Unsafe Workplace Behavior and Prevention Training" are some of the training courses related to human rights policies and procedures in 2021, and the trainings mentioned are compulsory for all employees. The percentage of employees who have received the trainings is 100%, and the total person-hours of training is 7,228 hours.
Statistics on human rights policies and procedures training hours from 2018 to 2021
Human Rights Risk Management
Nanya assesses human rights risks using RBA and workplace health principles. The Company has an internal audit system in place to regularly assess employees' risk exposure and devise mitigation measures accordingly. We constantly identify human rights issues, susceptible parties and departments, and perform human rights risk assessments on a regular basis. Risk values are calculated to reflect the percentage of people at risk relative to total employees; based on the assessment results, the Company is able to devise annual improvements and set mitigation targets for human rights risks in the future.
Occupational Health and Safety
Safe, Healthy, and High Quality Work Environment
The president of Nanya has signed a safety and health policy declaration, the Taiwan plant obtained ISO 45001 Management System certification, and the ”NDAZ-0002 EHS Management Manual” was established to provide a safe, healthy, and excellent work environment to all workers at Nanya (the average of employees was 87% and other workers who are not employees was 13% in 2021). The Company is committed to ensuring that all workers of the Company have the ability to recognize hazards when conducting business activities so that occupational injuries can be prevented. Read More
Nanya occupational accident prevention goals
Achievement in 2021
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9,962 enrollments, 35 safety and health training courses were completed
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48 emergency response drills to strengthen the training and response ability
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36 themes Monthly on-site SWATs at the workplace of various teams based on
Statistical Analysis of Safety and Health Organization, Accident Investigation, and Disabling Injuries
Nanya places great importance on occupational safety and health. Occupational safety and health committee meetings are held every month at a regularity higher than what is required by the law. Each meeting is directed by the executive vice president, while the whole process is participated by senior managers, department heads, and committee members. Labor representatives make up 39.7% of the committee members. They jointly review the achievement statuses of various safety and health management goals, accident investigations, and the performance of safety and health projects. To strengthen communication on health and safety issues, in addition to existing channels of the Company (e.g. opinion box on the homepage), each department has appointed dedicated personnel to collect inquiries from employees, matters requiring participation, and proposals through department meetings, SWAT, and the Safety &Environment Event Tracking System (SETS). The personnel directly contact, receive information from, respond to, and consult the Safety and Health Division, establishing smooth channels for safety and health management and communication.
Disabling injury frequency rate (No. of disabling injuries/Million work hours) and severe disabling injuries rate (No. of lost work days/Million work hours) were both 0 in 2021. However, there was 1 case of contractor personnel injured in the machinery installation and construction process in 2021, in which personnel stepped into a hole in the elevated floor and bruised his right calf. After investigating the incident, Nanya provided the contractor with a load-bearing acrylic plate to cover the hole in the elevated floor, and conducted a job safety analysis to reassess the risk of operating procedures as an enhanced improvement measure.