AcBel Polytech Inc. 康舒科技
Environmental, Social and Governance
Manpower Management
Manpower Management
AcBel complies with the laws and regulations of its operational locations and supports internationally recognized human rights norms and principles, including the “Universal Declaration of Human Rights,” the “United Nations Guiding Principles on Business and Human Rights,” and the International Labour Organization’s “Declaration on Fundamental Principles and Rights at Work.” The company has established human rights and labor policies as the basis for implementing human rights protection. In cases of significant operational changes or changes in labor conditions, labor-management meetings are held for communication if necessary, and the required notice period is given in accordance with local government laws to ensure employee rights are protected.
Furthermore, in alignment with the company’s operational goals and business strategies, AcBel implements a systematic human resource planning strategy to maximize employee potential and enhance human capital, thereby supporting the achievement of the company’s strategic objectives.
Manpower Structure
In 2023, AcBel had 5,961 employees (100%). The main distribution of employees was as follows: 3,242 in China (54.3%), 1,607 in Taiwan (27.0%), and 1,112 in the Philippines (18.7%). Due to the combined effects of weak overall demand for consumer power products in the end market and customer inventory adjustments, AcBel’s revenue from its core power business was below expectations. The company made necessary organizational adjustments, resulting in a total workforce reduction of 18.8% compared to 2022, primarily affecting the number of employees in China and the Philippines.
Analyzing the gender proportion of the overall company workforce, the number of male employees is slightly higher than female employees by about 4%, indicating a relatively balanced gender difference.
Analyzing the proportion of positions among all employees, production line workers represent the highest proportion at 55.73%, while R&D personnel have the lowest proportion at 8.87%. In terms of nationality, Chinese employees make up the highest proportion at 54.10%, followed by Taiwanese employees at 24.01%, and Filipino employees at 21.22%. Other nationalities, including Indian, French, Indonesian, and Vietnamese, account for only 0.67% of the total workforce. When divided by management levels, senior and general management account for 12.62%, while the remaining 87.39% are general employees.
New Hires Overview
Analyzing the annual new hire rate, in 2023 the average rate for operational workers was 16.35%, with the highest being at the Kanghua Factory at 37.45%. The new hire rate for general staff was 0.93%, with the Philippines Factory having the highest rate at 2.88%. However, the overall annual new hire rate remained relatively stable.
In 2023, there were a total of 1,186 new hires, with the proportion of new employees to the number of employees at the end of the year being 19.90%. This decrease is attributed to the overall reduction in the total number of employees, which led to a lower proportion of new hires at the end of the year compared to the previous year. Analyzing by age, the highest proportion of new hires was among those under 30 years old, with the proportion of males slightly higher than that of females.
Employee Turnover
In 2023, the average turnover rate for operational workers was 20.32%, with the highest being at the Kanghua Factory at 65.68%. The average turnover rate for general staff was 2.40%, with the highest also at the Kanghua Factory at 4.18%. The primary reason for the high turnover at the Kanghua Factory is the challenging work environment associated with metal chemical reaction production processes.When analyzing annual turnover rates by Factory, the highest turnover rate in 2023 was in the Chinese factories. By age group, the highest turnover rate was among employees under 30 years old, followed by those aged 30-50.
Notes:
1. The turnover rate is calculated as the number of employees leaving each month / (number of employees at the end of each month + number of employees leaving each month), averaged over 12 months.
2. General staff is defined as employees other than operational workers.
Local Employee in Senior Management Positions and Employment of Ethnic Minority and Individual with Disability
To implement localization policies, support local communities, and promote local talent development and shared prosperity, the company hires local residents for senior management positions. The highest proportion is at the Dongguan Factory, where locals constitute 50% of senior management, followed by the Wuhan Factory at 45.45%. In Taiwan, although 12 local residents hold senior positions at the HQ and Tamsui Factory, the overall proportion is only 24.49% due to a higher total number of senior managers. SINO being relatively smaller and having fewer senior management positions, has a local proportion of 0%. The company will continue to cultivate local talent and promote more outstanding local individuals to senior positions in the future.
In 2023, the company employed 210 minority employees, accounting for 3.52% of the total workforce, a decrease of 190 from the previous year. The employment status of persons with disabilities in 2023 remained the same as in 2022, representing 0.81% of the total workforce. In Taiwan, AcBel employed two additional persons with disabilities, exceeding the required number by 13%, demonstrating the company’s commitment to providing greater care for individuals with disabilities.
Performance Assessment and Retirement System
Employee Performance Assessment, Promotion, and Job Rotation
AcBel has established a comprehensive job grading system, including technical staff, professional roles, project roles, and managerial positions. Employees can choose to develop their careers either in professional roles or managerial positions according to their career plans or be promoted to managerial roles after gaining experience in project roles. Currently, 70% of the company’s managers are internally developed, ensuring that the leaders who guide the company have a deep understanding and recognition of its organizational culture and values, steering the company toward a consistent development direction.
The company has also designed an internal job rotation system, allowing employees to apply for job transfers based on the operational needs of various departments and their personal development goals. This provides employees with different work content and challenges, helping them broaden their organizational experience and enrich their job roles. Additionally, this system aids the company in enhancing organizational flexibility and competitiveness during the process of transformation and change.
The company uses performance management tools to evaluate the effectiveness of departments and individuals, conducting annual employee performance appraisals. By leveraging digital assistance tools, the company aims to more effectively collect performance data, providing an objective basis for evaluations. This helps employees understand their job performance and allows for timely adjustments and improvements in their work methods.
The company encourages timely feedback, alignment, and tracking of work goals. Assistance tools are provided to help supervisors and colleagues record feedback promptly. Through performance variance analysis, early guidance and intervention are conducted. Employees whose performance needs improvement are identified for counseling and improvement plans. Supervisors can discuss and formulate improvement plans with these employees at any time during the process to help them enhance their performance and promote smooth communication and interaction. If employees still fail to meet improvement standards, the company will handle terminations or retirements according to local labor laws, ensuring appropriate protection of employees’ rights.
In 2023, 53.93% of employees at operational sites completed their annual performance appraisals. After self-evaluation, supervisors conducted reviews, and the general manager made the final decision. Performance appraisals were linked to rewards and promotions to motivate employees and retain talent for the company’s sustainable development. In 2023, 192 employees were successfully promoted based on their performance evaluations, accounting for 3.22% of the total workforce.
Retirement System and Social Insurance
The company values the rights of every employee. From the day they start, we follow local regulations to enroll them in social insurance and contribute to their pension funds. This ensures that employees receive reasonable protection and retirement benefits when needed or after they retire. In 2023, the pension contributions made to the Bureau of Labor Insurance amounted to NTD 69,876,000. Other pension and basic old-age insurance expenses recognized by subsidiaries included in the consolidated financial statements totaled NTD 171,597,000.
Smooth Communication Channels
AcBel has established various communication channels and platforms to promote effective two-way communication. When necessary, employee feedback is incorporated into the company’s policy formulation, promotion, and modification processes, building trust and consensus between labor and management and fostering a friendly working environment. To ensure that employees are fully respected and protected when expressing their opinions, a “Consultation and Communication Procedure” has been established with corresponding measures and mechanisms to better understand employee needs and provide feedback.
In 2023, 22 pieces of feedback were received from employees regarding company management. The main concerns were related to environmental facilities or equipment optimization, employee welfare, and issues with external system processes. These were continuously addressed through hardware improvements and enhanced supervisor education and training. There were no complaints related to labor relations or business ethics issues.
Care and Assistance for Foreign Employees
AcBel cares for foreign employees through three main aspects: “labor rights protection, safe livingenvironment, and health promotion activities.” The company is dedicated to providing an equal, respectful, friendly, and safe working environment, ensuring that every employee has the opportunity to fully integrate and develop within the company.
