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.