LOHAS at Acter

LOHAS at Acter

Amid the global trends of sustainable development and digital transformation, businesses are facing increasing challenges in talent acquisition and internal talent cultivation. Acter is committed to developing interdisciplinary professionals while offering market-competitive compensation and benefits, along with comprehensive career development frameworks, to ensure the organization is equipped with a stable and high-quality workforce. Beyond supporting individual employee growth, we adopt innovative learning models and diverse talent development strategies to collaborate with our people on the path to sustainability, striving to realize a shared vision of prosperity and mutual success.

Talent Deployment

Acter proactively allocates human resources both domestically and internationally to maintain corporate competitiveness and support sustainable operations. We formulate talent development strategies to enhance the professional capabilities of local teams, thereby meeting market expectations and ensuring operational efficiency.

We have established robust internal promotion systems and talent development mechanisms, providing career planning opportunities for professionals across various disciplines. We actively recruit technical specialists and continue to collaborate with academic institutions to build a rich and sustainable talent pipeline for the industry.

Statistics on Acter’s New and Resigned Employees in 2024

 
New employment and resignation rates Acter
No. of people In proportion to the total of new employees No. of people In proportion to the total of resigned employees
Gender Male 47 62.6% 40 69%
Female 28 37.3% 18 31%
Age Up to 30 years old 51 68% 25 43.1%
31 to 50 years old 24 32% 30 51.8%
51 years old and above 0 0% 3 5.1%
Total number of people 75 58
Percentage of new / resigned employees
Note: The new hire and turnover ratio is obtained by dividing the number of new hires or departing employees by the total headcount as of December 31, 2024.		 18.29% 14.14%

Workforce Distribution of Acter Group’s Employee in 2024
Region Taiwan Mainland China South-East Asia total
Gender Age No. of people % No. of people % No. of people %
Male Up to 30 years old 191 21.08% 360 35.46% 74 30.08% 2,167
31 to 50 years old 332 36.64% 381 37.53% 67 27.23%
51 years old and above 53 5.85% 39 3.84% 12 4.87%
Female Up to 30 years old 82 9.05% 102 10.04% 63 25.60%
31 to 50 years old 222 24.50% 129 12.74% 28 11.38%
51 years old and above 26 2.88% 4 0.39% 2 0.84%
Subtotal 906 100% 1,015 100% 246 100%
Local Employment Rate Taiwan Mainland China
Percentage of local senior management level
(above the manager level)		 100% 66.71%
Percentage of local employment 100% 96.4%

Note: Major operations sites refer to sites that account for a certain percentage of the Group’s total annual revenue.

Talent Attraction

Remuneration System

In response to global expansion and the vigorous development of diversified business operations, Acter continues to attract and cultivate a diverse talent pool. Our starting salaries and compensation packages are determined based on job responsibilities, competencies, educational background, work experience, and professional expertise, without discrimination on the basis of gender, religion, political affiliation, or marital status. The remuneration system comprises both fixed and variable components, supplemented by a variety of long-term incentive programs aimed at enhancing motivation and talent retention. Regular market benchmarking is conducted, and compensation structures are adjusted as needed to ensure competitive salary levels across different regions and within the industry. In 2024, the annual total compensation of the highest-paid individual at Acter was 14.08 times the median annual total compensation of all other employees. The annual increase in total compensation for the highest-paid individual was 1.86 times the median annual increase in total compensation of all other employees.

Ratio of standard salary in important operating bases to local basic salary
Employee type/ Gender Male Female
Managerial position Senior managers (above the deputy general manager level) 1 -
Middle-level managers (above the manager level) 0.88 1
Junior managers (above the section chief level) 1.2 1
Non-managerial position General employees 1.2 1

Performance System

Acter has established a comprehensive performance management and development system centered on talent development and compensation design, aiming to enhance individual, departmental, and organizational performance. Through regular evaluation mechanisms and the formulation of career development goals, employees are supported in monitoring their work progress and goal achievement, ensuring strong alignment between corporate strategic objectives and individual key performance indicators (KPIs). To uphold the principles of fairness, impartiality, and reasonableness in performance management, a collaborative evaluation mechanism is in place. This includes multi-source feedback from cross-functional supervisors and peers, enabling each employee to fully leverage their expertise and maximize their potential. Moreover, performance outcomes are closely linked to salary adjustments and bonus schemes, motivating employees to continuously improve and collectively drive organizational growth. In 2024, the performance appraisal coverage rate reached 100%, with a total of eight employees promoted to managerial positions.
 

Employee Care and Welfare System

 

Acter prioritizes employee well-being and is committed to supporting both the physical and mental health of its workforce. We have established a range of benefits and financial reward systems that exceed legal requirements, with the goal of enhancing long-term talent retention. In addition, various employee clubs and recreational activities are organized on a regular basis to encourage interpersonal interaction, strengthen team cohesion, and foster a collaborative and vibrant corporate culture.
 

 


Statistics on Acter’s Employee Welfare Expenditure (Unit: NTD)
 
Content 2022 2023 2024
No. of applicant Applied amount No. of applicant Applied amount No. of applicant Applied amount
Employee Welfare Committee Trips, birthday parties, sports/
entertainment facilities and activities		 All employees 5,802,022 All employees 6,925,853 All employees 5,003,934
Acter Scholarships for employees’ children with
extraordinary academic performance		 6 25,000 6 27,000 19 69,000
Bonus/ cash gifts for birth-giving 9 42,000 17 82,000 8 40,000
Bonus/ cash gifts for marriage 9 182,900 15 325,300 8 163,100
Bonus/ cash gifts for funeral 5 139,300 7 182,300 9 346,300
Emergency benefit 1 100,000 0 0 0 50,000
Hospital benefit 2 15,000 1 10,000 1 5,000
Free health check 144 537,000 242 1,464,000 178 1,045,600
Total 3,959,217 5,469,285 6,722,934


 

 

 Parental Leave Measures and Maternity Care Plan

 

To promote childbirth and support female employees in balancing work and family life, Acter has established a comprehensive parental leave policy. This initiative enables employees to manage both personal and caregiving responsibilities effectively. In alignment with the Labor Standards Act and the Act of Gender Equality in Employment, Acter has implemented an internal “Code of Conduct for Employees” to uphold gender equality and safeguard employees’ rights to various types of parental leave, including prenatal checkup leave, maternity leave, family care leave, paternity leave, and parental leave. Furthermore, Acter conducts occupational health risk assessments and adopts control and tiered management measures specifically for maternal workers. For employees who are pregnant or within one year postpartum, the Company performs health assessments and provides necessary support through collaboration between the Human Resources Department under the General Administration Office and the Occupational Safety and Health Department, thereby reinforcing maternal health protection in the workplace.

 
Statistics of Acter’s Parental Leave / Employee Reinstatement in 2024
 
content 2022 2023 2024
Male Female Male Female Male Female
Number of people who are qualified to apply for parental leave. 36 10 37 13 33 10
Number of people who have applied for parental leave in the year. 1 1 0 2 1 0
Number of people who are expected to apply for reinstatement in the year 1 1 0 2 1 0
Number of people who are reinstated after the parental leave 1 0 0 2 1 0
Number of people who were reinstated in the previous year
and continued to work for more than one year.		 0 0 0 0 0 0
Application rate of parental leave (%) 2.78％ 10.00％ 0％ 15.38％ 3.03％ 0％
Application rate of reinstatement (%) 100.00％ 0.00％ 0.00％ 100.00％ 100％ 0.00％
Retention rate after parental leave (%) - - - - - -
 


A Sound and Secure Retirement System

 

Acter safeguards employees' retirement rights and interests in accordance with local retirement regulations and systems. All our employees receive their rightful pension allocations, and we ensure adequate provisions through professional accounting consultants who conduct retirement fund actuarial assessments. This guarantees sufficient allocations to protect employee benefits. In addition to the standard company contributions, employees may voluntarily contribute up to 6% of their monthly salary to individual pension accounts, benefiting from tax exemptions. Furthermore, in accordance with the Middle-aged and Elderly Employment Promotion Act, Acter engages retired senior supervisors as corporate advisors, enabling the transfer of professional knowledge and experience to younger employees while continuing to offer strategic consultation and support.


Company Trips and Club Activities

 

To foster a positive and vibrant corporate culture, Acter’s Employee Welfare Committee regularly organizes a diverse range of welfare activities, including domestic and overseas trips, Family Day events, interest group activities, and holiday gift vouchers. These initiatives are designed to help employees relax and promote positive interaction across departments. The Committee also convenes regularly to review and enhance welfare programs, ensuring comprehensive support for employees’ needs and establishing effective two-way communication channels. In 2024, a total of four Employee Welfare Committee meetings were held, and more than 75 domestic and overseas activities were organized.