Talent Attraction and Retention


Talent Recruitment

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

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.


Talent Retention

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.

bg-talent-attraction-1 Flexible Work Arrangements
bg-talent-attraction-2 Pregnancy-friendly Workplace
bg-talent-attraction-3 Childcare Facilities
bg-talent-attraction-4 Retirement Scheme
bg-talent-attraction-5 Insurance Program
bg-talent-attraction-6 Others Benefit

Taking care of employees’ health and well-being is critical to ensure high job satisfaction, productivity and retention rates. A flexible work scheme that allows employees to adjust their work schedules according to personal needs and commitments can drive improvements in morale and productivity, and lower absenteeism. It can also augment our human resource programs to attract and retain top talents, and reduce employee turnover. Flexible work schemes at ASEH and its subsidiary companies include flexible working hours, work from home arrangements and part-time positions.

  • Flexible Work Hours
    Providing flexible working hours based on the nature of work and personal needs (including family care or on-the-job training) to meet the requirements of different work hours or time zones. Our employees may apply for work hour adjustments with their supervisor's approval. Flexible work hour schemes have been implemented at ASE facilities in Chungli, Japan and Singapore, as well as USI facilities.
    1. Employees are allowed to apply for flexible work arrangements due to health or other personal reasons.
    2. Attend to work duties during scheduled hours, while allowing work flexibility beyond that.
    3. Maintain flexibility to adjust working hours. Employees are allowed to end their work day whenever they have completed the day’s task.
  • Work from Home
    ASE Japan, ISE Labs and USI : Designed a set of policies/guidelines to allow eligible employees to apply for work from home (remote) on a short or long-term basis.
  • Part-time Working
    ISE Labs has officially implemented a part-time employee policy which provides company benefits to part-timers who work a minimum of 30 hours per week.

To alleviate the burden on employees, ASEH has built a comprehensive leave management system in alignment with the various local government policies on parental leave. We proactively provide employees with information on labor insurance and subsidies, and assist them with the leave application procedure.

A total of 5,568 ASEH employees were on parental leave in 2022, including 954 on unpaid leave. Among the 816 workers expected to return to work, 650 actually returned, equivalent to an 80 percent return rate and an 83 percent retention rate. The number of newborn children at all facilities in 2022 was 1,684. Of the total number, 1,207 were from the Taiwan sites, accounting for 0.87 percent of all newborns in Taiwan. The data demonstrated the success of the company's comprehensive parental care and benefits allowing our employees mind plan a for a family and the peace of mind to raise children.


To encourage child birth, foster future generations, and address an aging population, subsidiaries of ASEH established additional policies on top of the mandated 7 days paternity leave and prenatal care leave, to encourage child birth while supporting the career and family needs of our employees. We are proud that much of our policies and incentives surpass those regulated by the government.

  1. Maternity Benefits
    Paid Maternity Leave
    • ASE: ASE Kaohsiung and ASE Chungli extended paid maternity leave, from 8 weeks to 10 weeks.
    Childbirth Subsidies
    • ASE: ASE Kaohsiung and ASE Chungli offer a child birth subsidy of NT$10,000 per child; ASE Malaysia offers a one-day congratulatory paid leave a day after an employee’s new born child.
    • SPIL: SPIL plans to offer a child birth subsidy of NT$3,600 per child.
    • USI: USI offers a child birth subsidy of NT$6,000 per child.
  2. Childcare Allowance
    • ASE: Childcare facilities established in ASE Chungli and ASE Kaohsiung in Taiwan, and ASE Korea.
    • SPIL: SPIL offers a monthly subsidy of NT$5,000 per child (NT10,000 if both husband and wife work at SPIL) aged 0–6 years-old.
  3. Breastfeeding and Maternal Health
    • Our facilities have dedicated on-site breastfeeding rooms that provide a private, comfortable and safe environment for breastfeeding employees, with unrestricted access during normal working hours.
    • A special maternity program was designed to monitor the health and provide support for employees who are pregnant, one year postpartum or are breastfeeding. Other pregnancy friendly workplace programs include conducting health hazard assessments, adjusting work duties during pregnancy, and providing maternity benefits and reinstatement after giving birth.

ASEH has 3 facilities worldwide that have set up childcare facilities within their premises – ASE Chungli and ASE Kaohsiung in Taiwan, and ASE Korea.

With proximity to nature and lush greenery in the surrounding areas, ASE was able to integrate food and farming education, green building design, art and aesthetic experiences, multi-learning areas, a library and high quality teaching equipment into the teaching curriculum. Our aim is to provide an innovative educational environment to let children develop their abilities through real life experiences and achieve a balanced physical and psychological development.

  • Defined Benefit Plans
    The Company and its subsidiaries in Taiwan joined the defined benefit pension plan under the ROC Labor Standards Law operated by the government. Pension benefits are calculated on the basis of the length of service and average monthly salaries of the last six months before retirement. The Company and its subsidiaries in Taiwan make contributions based on a certain percentage of their domestic employees monthly salaries to a pension fund administered by the pension fund monitoring committee.
  • Defined Contribution Plans
    The pension plan under the ROC Labor Pension Act (“LPA”) for the Group’s ROC resident employees is a government-managed defined contribution plan. Based on the LPA, the Company and its subsidiaries in Taiwan makes monthly contributions to employees’ individual pension accounts at 6% of their monthly salaries. The subsidiaries located in China, U.S.A., Malaysia, Singapore and Mexico also make contributions at various ranges according to relevant local regulations.

All ASEH’s employees are covered by the national labor insurance and group insurance, including life insurance, accidental injury insurance, medical insurance, cancer insurance, and more. We also provide travel insurance for employees going on business trips. We also offer free group insurance to our employees' spouses and children.

Health Examination/Health Facilities

We care about employees' health and provides free physical health examinations to our employees at the clinics. There are also well equipped gyms at many of our facilities that are free of charge. Additionally, employees have access to massage centers for fatigue and stress relief.

Performance Management

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.

Employee Communication

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.