Talent Attraction and Retention
ASEH and its subsidiaries employ a diverse, equality and inclusive recruitment policy that prohibits discrimination against any employee or job applicant on the basis of gender, age, race, nationality, religion, political affiliation or sexual orientation. The company is committed to complying with local laws and regulations, upholding its Code of Business Conduct and Ethics, protecting and respecting human rights and adhering to the Responsible Business Alliance (“RBA”) Code of Conduct. ASEH forbids the use of child or forced labor and discourages recruitment agencies from collecting agency fees from foreign employees.
In 2022, ASEH recruited over 20,000 employees, of which 23.4% are engineering positions, and 14% of female engineering employees, 70.1% are skilled technical positions on the production lines. ASEH has also hired 160 persons with disabilities. As a global enterprise, we recruit a diverse pool of high-quality talents from all over the world. Helping foreign employees adapt and retaining talent at the workplace are our top priorities. In 2022, we hired over 3,500 new foreign employees. Our subsidiaries provide new hires with interpreter service and also assign them with senior foreign employees from the same country so as to help them adjust to their new work environment and familiarize themselves with the local culture. Foreign employees are also provided educational training programs in languages they understand, and they are accorded the same benefits as local employees. Our global and diverse talent recruitment policy has helped us improve the company’s global advantage and competitive capabilities, thus allowing us to meet the market needs of an increasingly diverse customer base. We believe that a workplace culture defined by diversity and inclusion, will allow employees to grow and develop mutual respect, resulting in a genuinely inclusive work environment.
In 2022, our recruitment costs increased significantly due to the COVID-19 pandemic. The associated costs include self-health management accommodation fees and PCR (Polymerase Chain Reaction) testing fees. The average cost of recruiting an employee increased by 54% to US$1283 compared with US$645 in 2021.
Employee turnover at ASEH was 15.8 % in 2022, a 3.2 % decrease from the previous year. The turnover at our facilities in Taiwan was lower than 10%. The employee turnover rate at ASEH broken down into 54% male vs 46% female. In terms of job types, production line skill job position forms the majority with 66.8%, while management, engineering and administrative positions formed the remaining 33.2%. On a biannual basis, ASEH subsidiaries conduct employee engagement surveys to encourage feedback and opinion sharing from employees. ASEH also perform annual analyses on the causes of attrition for different job types, the turnover was mainly attributed to factors such as remuneration, career growth and personal reasons, so as to make corresponding improvements for increasing employee job satisfaction and talent retention rates. As a technology company, we apply big data analytics to identify underlying and correlating factors that affect turnover and extrapolate behavioral factors that contribute to talent attrition. The analysis combines other factors such as regional attributes and challenges, to identify talent retention risks and project potential employee turnover rates. A deeper understanding of the dynamics affecting turnover will help the company to formulate strategies to manage the risks for retaining talent. Meanwhile, for facilities with high turnover among new hires, various actions will be adopted to help employees adapt to their work environment and prevent the depletion of human capital.
ASEH provides a conducive environment for employees to unleash their full potential to create innovative technologies or to demonstrate effective management skills.
The growth of the company is strongly dependent on attracting and retaining talent.
Key Retention Strategy
- Highly Competitive Compensation and Benefits
- Fair and Comprehensive Performance Review
- Open Communication and a Grievance Mechanism
- A Multi-faceted Employee Engagement Survey
Compensation and Benefit Policy
ASEH provides competitive remuneration packages that consist of base salary, subsidies, employee cash bonuses and other compensation based on a combination of the company’s achievements of business objectives and profitability, as well as the employees’ job responsibilities, professional qualifications and job performance etc. Employee remuneration is not determined based on factors such as gender, age, race, nationality, religion, political stance or gender orientation. Every year, our facilities benchmark employee base salaries with the local market rates to ensure a competitive compensation structure. In order to attract and retain talent, and reward performing employees, the company has established monthly incentive and annual profit-sharing bonuses. Monthly cash incentive bonuses are provided to employees with outstanding performance based on the company's operating goals and profitability, while annual profit-sharing bonuses vary according to the employee’s individual contribution levels and performance. In 2022, ASEH’s employee bonuses amounted to US$665 million (including monthly incentive and annual profit-sharing bonuses), with the accumulated total from 2017 to the end of 2022 reaching US$2,281 million. In addition, employees with outstanding performance are awarded company stock options. The employee stock option program, which has a ten-year validity period from the date of issue, is aimed at retaining outstanding employees.
The accumulated total of employee bonuses for the period amounted to US$1,616 million. In addition, employees with outstanding performance are awarded company stock options. The employee stock option program, which has a ten-year validity period from the date of issue, is aimed at retaining outstanding employees.
We consider performance management a means to improve the performance outcome and value of individuals, organizations, and the company as a whole. ASEH’s subsidiaries adopt a multi-dimensional performance management system to evaluate employee job performance which is conducted twice a year for all employees. In addition to receiving timely feedback from their immediate supervisors based on the evaluation, employees can also obtain cross-departmental suggestions from senior management or colleagues. The performance evaluation focuses on individual achievements and goals, and team goals. These assessments serve as the basis for employee promotion, training and development, and compensation. Our evaluation incorporates various approaches which include management by objectives, multi-dimensional performance appraisal, team-based performance appraisal, and agile assessments. Development plans are formulated accordingly after the employees and their supervisors identify areas for improvement in their current roles or future career plans. For employees experiencing performance gaps, supervisors will provide immediate feedback and targeted coaching. Supervisors will be focused on assisting the affected employees to maximize their efficiency in their job roles and responsibilities.
ASEH values and respects the opinions and rights of its employees. In an effort to promote open and transparent communication, the company has established comprehensive communication channels including unidirectional and bidirectional communication modes. Employees are able to receive the latest news about the company and express any opinions or concerns they may have about the workplace. To protect and ensure employees’ rights, employee opinions may be submitted anonymously.
ASEH recognizes employees’ right to freedom of assembly and association. As of the end of 2022, the total number of union members was 30,598, accounting for around 35.9% of all ASEH regular employees.
Employee Sustainability Engagement Surveys
Maximizing the potential of our human capital to create value forms a key pillar of ASEH’s sustainable development strategy. We began conducting the Employee Engagement Survey every two years since 2017, in 2021, we introduced a new survey framework that extended our focus to employee sustainability engagement. The engagement survey is now based on a 5-point scale, and we will aggregate the results of the total number of responses selected under ‘agree’ and ‘agree strongly’ on the scale. The content of the 2021 survey includes employee experience indicators and employee engagement indicators, and the survey is conducted amongst direct and indirect employees across different job scopes.
Overall, the 2021 sustainability engagement survey recorded a score of 79%, exceeding the company’s target of >75%. The next Employee Sustainability Engagement Survey will be administered in 2023.