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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 supportive work environment that promotes employee self-improvement. This approach attracts talented individuals from various disciplines who align 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 first day of training, 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.

Talent Acquisition Strategy

Since our establishment, HIWIN has continued to grow. As such, we must consider future organizational needs when hiring new employees. All employees are hired directly, and no temporary employees are employed through dispatch agencies. We strictly prohibit the hiring of child labor and only accept applicants aged 16 and above. For workers aged 16-18, we provide free transportation to and from work or accommodations. Employees hired through a rigorous interview process must submit complete onboarding documentation to ensure nothing is overlooked. HIWIN also employs on-site nurses for factories and regularly brings in occupational physicians. In addition, we regularly inspect workplace environments and audit processes to ensure the physical and mental health and safety of our employees, allowing them to focus on their work.

HIWIN recruits top talents through online platforms and college job fairs for overseas Chinese and international students. We focus on hiring foreign professionals in areas such as sales, R&D, IT, and manufacturing to foster an innovative organizational culture and maintain a stable talent pool for global market expansion. This approach helps build a diverse and inclusive workplace. Additionally, we participate in campus recruitment events across Taiwan, offering resume reviews and career counseling to help students transition smoothly from schools to employment and realize their professional aspirations. We also collaborate with the Ministry of Labor’s Employment Ultimate Program and the Workforce Development Agency’s skill training classes to provide job opportunities for young people.

In response to the post-pandemic era, we have integrated sustainable and digital recruitment strategies, including online job fairs for recent graduates, the Line@ digital recruitment platform, online resume systems, and remote video interviews. These initiatives remove geographical and time constraints, providing job seekers with a more convenient and diverse job-hunting experience.

When screening candidates, HIWIN believes and upholds a fair, just, and transparent selection process. In 2023, 85% of new hires were male and 15% were female, with most new employees being under 30 years old. In 2023, to align with HIWIN’s goals of advancing smart automation and production technology, focusing on the digitization, predictive capabilities, and humanmachine collaboration within the global industrial supply chain, we adjusted our recruitment criteria in 2023 to attract a younger, more innovative, and diverse talent pool to support future growth.

Competitive Salary & Benefits

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. For example, engineers at HIWIN earn more than twice the minimum wage. In 2023, the hiring registration rate for R&D engineers reached 60%. 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 implements a comprehensive performance management system that includes goal management, team evaluations, multi-dimensional assessments, and agile processes to review employee performance. Employees are encouraged to set ambitious, challenging goals, and management is encouraged to provide real-time feedback and recognition to effectively enhance our organizational performance. Senior executives and department heads regularly align departmental KPIs with the company’s strategic goals. These KPIs are reviewed by senior management, ranked, and assigned ratings, which serve as the basis for bonuses, promotions, and salary adjustments. A distinctive feature of HIWIN’s rewards program is the allocation of bonuses based on employee performance. For instance, under the royalty system, 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 long-term 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. 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.

Employee Engagement Survey

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 places great importance on employee feedback, conducting regular and ad-hoc interviews with, among others, key talents and employees eligible for retirement, to better understand their thoughts and suggestions and strengthen communication between labor and management. Additionally, we work closely with department heads to support new employees in their adaptation process, helping them quickly integrate into the HIWIN family, align with our goals, and excel in their roles.

Benefits Policy

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.

Through EAP services, employees have access to professional assistance for relief from work stress, reducing workplace distractions and increasing job engagement. In 2023, sensitivity training were conducted to help HR and department representatives become more sensitive to the emotional responses of their colleagues and to report any potential crises.

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 2023, a total of 76 employees, including eight 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 US$ 5,862 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 understands the challenges of caring for young children. As such, all employees, male or female, are eligible for parental leave according to relevant regulations. In 2023, 37 employees applied for parental leave, and 42 employees were scheduled to return during the year. The actual number of employees returning was 29, which is a return rate of 69%. Among employees who returned to work after taking parental leave in 2022, 10 out of 12 were still employed at the end of 2023, reflecting a retention rate of 83%. Approximately 60% of all parental leave applications were from male employees, demonstrating a commitment to gender equality and shared family responsibilities. Our supportive welfare measures empower employees to return to the workplace and realize their own values.

Retention Rate

HIWIN is committed to providing comprehensive training resources and ensuring that employees are placed in roles that align with their talents and abilities. This approach enables employees to thrive in suitable positions and grow alongside 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, training and development opportunities, employee health management, effective communication, and family-oriented activities, HIWIN ensures that every employee can work with peace of mind, unleash their potential, and experience continuous career growth.

The HR Dept. at HIWIN follows the PDCA management approach, which involves setting goals at the beginning of the year, conducting mid-year (quarterly) reviews and adjustments, and performing yearend evaluations and feedback. This creates a positive cycle of continuous improvement. To retain talents in key positions, HIWIN holds regular interviews with these talents to identify potential reasons for resignation and take proactive measures to retain them. In 2023, the retention rate for key talents was 94.6%.

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. In 2023, we strengthened our care interviews and employee engagement surveys to monitor employee intentions, understand their thoughts, and offer assistance where needed. As a result, the turnover rate decreased to 10% in 2023, down 4% from 2022. 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.