A Builder of Diversity Workplace

Talent Attraction and Retention

Talent is crucial for the sustainable development of an enterprise. HIWIN adheres to the principles of “Professional Excellence, Working Enthusiasm, Ethics & Responsibility” in its management philosophy. The Company fosters a diverse, inclusive, respectful, and growth-oriented workplace environment. This approach attracts interdisciplinary talent who resonate with HIWIN’s organizational culture and values.

HIWIN’s recruitment and retention policy is centered around “cultivating talent in the precision machinery field.” All human resources systems and work environment plans are executed in line with this principle. From the very first day of onboarding, new employees are clearly informed of HIWIN’s core philosophy. This philosophy is continuously reinforced through employee badges, monthly meetings, training newsletters, and on-the-job training. We aim for employees to internalize and align with HIWIN’s values, ensuring they feel secure in their roles while continuously learning and growing at HIWIN.

As HIWIN continues to grow its operations, workforce planning is aligned with organizational development needs. All employees are directly hired by the Company; no temporary workers are employed through dispatch arrangements. In accordance with the Company’s Human Rights Policy, HIWIN strictly prohibits child labor. To safeguard the well-being of young employees aged 16 to 18, the Company provides either free shuttle service for commuting or dormitory accommodation. All employees undergo a rigorous interview process and must submit complete onboarding documentation for verification to ensure no omissions. The Company also assigns full-time onsite nurses and schedules regular visits from occupational physicians. In addition, routine workplace inspections and audits are conducted to maintain a safe and healthy work environment, allowing employees to work with peace of mind.

HIWIN actively recruits top talent through various channels, including online job platforms, campus recruitment events, industry-academia collaboration programs, internal referrals, and social media outreach. Through R&D-focused academic partnerships, the Company cultivates early-stage talent and builds research capacity. To support global business expansion, HIWIN also recruits international professionals in business development, R&D, IT, and manufacturing through online recruitment and job-matching events for overseas and overseas Chinese students in Taiwan. These efforts foster an innovative corporate culture, ensure a stable talent pipeline for global market development, and build a diverse and inclusive workplace.

HIWIN regularly participates in campus career fairs and seminars across Taiwan, offering résumé consultations and career guidance to help students define their career paths and pursue their aspirations. The Company also collaborates with the Ministry of Labor’s Employment Flagship Program and Workforce Development Agency training programs to create job opportunities for young people.

Recruitment at HIWIN adheres to a fair, impartial, and transparent selection process, providing equal and diverse employment opportunities. To attract more women in STEM fields, the Company invites female managers to participate in campus recruitment events and interviews to share their experiences and promote a women-friendly workplace culture. Equal pay, benefits, and promotion pathways are emphasized to deliver a positive and supportive message. In 2024, the number of newly hired female employees increased by 20.3% compared to the previous year.

Due to the nature of the industry, 82% of new hires in 2024 were male and 18% were female, with the majority of male hires being under the age of 30. As the Company continues to advance smart automation technologies, it is also committed to supporting the career development of female employees at all stages by providing the necessary resources and platforms for growth.

HIWIN determines salary and benefits based on employees’ education, experience, and the position they are applying for, without any gender or ethnic disparities. Both female and male employees receive equal starting salaries and equal pay for equal work, which surpass the minimum wage mandated by law. Additionally, HIWIN offers quarterly bonuses, employee compensation, and year-end bonuses that are contingent upon HIWIN’s performance and employees’ individual accomplishments. The annual income for HIWIN employees is consistently ranked above the industry average (according to information disclosed on the Market Observation Post System), and starting salaries for new employees in Taiwan and globally exceed local minimum wages.

HIWIN employs a diversified performance evaluation approach, incorporating Management by Objectives (MBO), teambased assessments, multi-dimensional evaluations, and agile processes to review employee performance. Employees are encouraged to set challenging goals, while supervisors provide timely feedback and recognition to enhance organizational performance. Department heads regularly align key performance indicators (KPIs) with the Company’s strategic objectives. Performance reviews are conducted by senior executives, who calibrate, rank, and grade employees to serve as the basis for bonuses, promotions, and salary adjustments. HIWIN’s incentive design ties bonuses and dividends to performance. For instance, under the royalty incentive program, employees whose research and development efforts yield new technologies that generate profit for the company receive regular bonus payments, akin to royalties, allowing them to share in the longterm success of their innovations.

HIWIN has a robust financial system and follows the Employee Retirement Regulations based on the Labor Standards Act and Labor Pension Act. We have established a stable retirement fund allocation system and payment plan to ensure secure retirement benefits for our employees. Certified actuaries are appointed to conduct regular actuarial calculations and provide retirement pension reports, ensuring adequate provisions and safeguarding employees’ rights to receive retirement benefits in the future.

Starting from 2023, HIWIN aims to conduct an employee feedback survey every two years to understand the importance employees place on management and work-related issues. This initiative allows us to listen to employees’ voices and opinions, using their suggestions to improve management practices and foster a harmonious work environment.

The 2023 survey was structured around our core business philosophies, covering areas such as the HIWIN brand, Professional Excellence, Working Enthusiasm, Ethics & Responsibility, continuous innovation, and sustainable development.

Optimization actions

HIWIN values employee feedback and conducts caring interviews regularly to better understand employees’ thoughts and gather suggestions, fostering open and effective communication between labor and management. Interviewees include key talent and employees approaching retirement eligibility. Department supervisors also collaborate to follow up with new employees to help them adapt quickly and integrate into the work environment.

To enhance employee experience, in 2024 HIWIN launched a “Leave Process Optimization Project” in response to frequently raised suggestions from employees. The initiative aims to address pain points in the leave application process, provide a more user-friendly experience, and improve internal operational efficiency―demonstrating the company’s commitment to addressing employee needs.

We have put great care in designing our benefits policy to ensure that employees can focus on their work without other concerns.

 Employee assistance programs (EAPs)

Since 2022, HIWIN has implemented Employee Assistance Programs (EAPs) to provide systematic professional services, plan initiatives, and offer resources aimed at preventing and resolving issues that could hinder employee productivity, ensuring that employees can maintain their mental and physical health and enabling them to fully engage in their work. To provide timely support to employees in need, HIWIN offers a direct communication channel through the 8085 hotline (which translates to “help you, help me” in Mandarin) or by emailing eap@hiwin.tw. Dedicated personnel are available through these channels and will provide immediate response to any concerns raised by employees, removing factors that may interfere with their work and allowing them to commit to their work.

EAP services continue to demonstrate genuine care for employees through concrete actions. In addition to issuing annual EAP care cards at the beginning of each year to actively promote the program, the year 2024 also reflected a swift and proactive response.

On April 3, 2024, a powerful earthquake struck Hualien, severely impacting the epicenter region. The EAP team promptly compiled a list of employees registered in Hualien and requested that supervisors actively check in with affected individuals, assess any damage to their homes, and confirm whether EAP support or leave was needed―ensuring timely care and assistance.

In addition, there have been cases in which employees suffered financial losses due to scams or improper investments, resulting in court-ordered wage garnishments. In response to the rising incidence of fraud, the EAP team released a trilingual announcement (Chinese, English, and Vietnamese) in August 2024 titled “Stay Away from Fraud, Gambling, Loans, and Risky Investments.” The announcement included real-life case examples to raise employees’ risk awareness and help them steer clear of such scams.

 One stop contact and optimizing employee care

HIWIN is committed to creating a secure and supportive work environment, actively assisting employees facing attendance issues, medical leaves, and major illnesses. Starting in 2022, HIWIN introduced the Employee Care Reporting initiative, which assembles a care team of unit supervisors, occupational health nurses, and HR personnel to thoroughly analyze employees’ work conditions, workplace environments, and past health records. Upon identifying the need of employees, the team then arranges resources such as hospital visits, occupational health consultations, return-to-work plans, and psychological counseling. They also assist employees and their families in applying for relevant welfare benefits and insurance claims to support them through difficult times. In 2024, a total of 63 employees, including 5 foreign employees, received assistance from the care team, demonstrating HIWIN’s commitment to employee well-being.

 Childcare support

Since 2013, HIWIN has been promoting the “Childcare Support” policy to enhance Taiwan’s birth rate. This policy encourages employees to have children and share the burden of childcare expenses. HIWIN provides a subsidy of NT$180,000 per child for a duration of three years. In the case of twins, the subsidy is doubled. If an employee needs to apply for parental leave without pay during the subsidy period, they are not required to return the received subsidy and can continue to receive it after resuming work. HIWIN respects labor rights and recognizes the challenges employees face in caring for young children. Regardless of gender, all employees may apply for childcare subsidies in accordance with relevant regulations. In 2024, an additional 112 “HIWIN Babies” benefited from the subsidy. By the end of 2024, a total of 1,569 instances of childcare subsidy claims had been recorded, reflecting the company’s strong support for employees’ families and its commitment to social responsibility.

In 2024, a total of 50 employees applied for parental leave, with male applicants accounting for 58%, highlighting shared family responsibilities and a commitment to gender equality. Among the 41 employees scheduled to return from parental leave during the year, 32 actually resumed work, resulting in a return-to-work rate of 78%. As for employee retention, 23 out of the 29 employees who returned from parental leave in 2023 remained employed for at least one year, reflecting a one-year retention rate of 79%. HIWIN’s supportive welfare measures provide a solid foundation that enables employees to return to the workplace with confidence and realize their full potential.

HIWIN is committed to providing comprehensive training resources and ensuring that employees are placed in roles that match their talents and strengths. This approach enables employees to thrive in suitable positions and grow together with the Company. HIWIN upholds principles of fairness and objectivity in all aspects of talent acquisition, employment, development, and retention. HIWIN offers equal opportunities and resources to all employees. Through retention policies such as competitive compensation and benefits, professional development programs, employee health management, effective communication, and family-oriented activities, HIWIN ensures that every employee can work with peace of mind, realize their potential, and experience continuous career growth.

In line with the PDCA management approach, the Human Resources Dept. sets annual goals at the beginning of the year, conducts quarterly reviews and adjustments during the year, and performs year-end evaluations and feedback to ensure a continuous cycle of improvement. To retain key talents, since 2023, department heads have been nominating key talents based on employee performance, education and experience, and future potential. An annual review of the key talent pool is conducted, including tracking job performance and conducting care interviews.

Through the use of scientific assessment tools, HIWIN evaluates employees’ strengths and weaknesses in various competencies to provide targeted coaching, unlock potential, and identify cross-functional talents. This enables employees to embrace new challenges and explore growth opportunities across diverse domains. In 2024, the retention rate of key talent reached 96.5%, demonstrating the effectiveness of these initiatives.

Organic personnel mobility

When an employee applies to resign, their supervisor and the HR department will conduct separate exit interviews to understand the true reasons behind the departure, triggering a mechanism to reassign or retain the employee when possible. HIWIN also regularly analyzes reasons for resignation to develop response measures. The Human Resource Dept. continues to conduct employee care meetings and employee engagement surveys, integrating various measures to monitor employee trends, gain insight into their perspectives, and provide timely support when needed. In 2024, the turnover rate remained at 10%, consistent with the level in 2023. HIWIN firmly believes in maintaining a continuous influx of new talent and promoting organizational renewal. Therefore, we encourage appropriate personnel mobility to continually welcome like-minded partners. HIWIN strictly adheres to the regulations of the Labor Standards Act when handling cases involving employees deemed unfit for their roles, violations of Article 12 of the Labor Standards Act, or termination of employment contracts due to organizational operational changes.