Talent Deployment

LOHAS at Acter

Talents are vital strategic resources for companies, serving as creators of value and a crucial foundation for sustaining growth. At Acter, we value our employees highly, recognizing them as our most important assets. We collaborate with our team members to harness collective wisdom, foster individual and team potentials, and nurture professional aspirations and interests. Through shaping our corporate culture and developing key talents, we acquire expertise in critical domains and cultivate an open, innovative R&D culture and creative environment that stimulates our colleagues' vitality and imagination

Talent Deployment

Acter values and cherishes employees’ unique qualities. We respect the differences among individual employees and believe that such diversity forms the foundation of corporate competitiveness. We emphasize a work environment policy of “equal opportunities” and respect and embrace the diverse cultures of our team members. We believe that a diverse employee composition brings different viewpoints and opportunities for progress, and that a workplace culture that embraces diversity and tolerance enables employees to fully utilize their skills. Moreover, Acter places importance on gender-friendly mechanisms and is committed to building a work environment characterized by diversity, inclusiveness, and equality. Through the implementation of measures and management mechanisms that exceed regulatory standards, we aim to create a gender-friendly workplace.
 

Statistics on Acter’s New and Resigned Employees in 2023

 
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 37 73.8% 38 70.4%
Female 13 26.2% 16 29.6%
Age Up to 30 years old 35 70.7% 29 53.7%
31 to 50 years old 15 29.3% 23 42.5%
51 years old and above 0 0% 2 3.8%
Total number of people 50 54
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, 2023.		 11.1% 12.3%

Workforce Distribution of Acter Group’s Employee in 2023
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 182 21.41% 394 40.4% 31 20.12% 1,988 
31 to 50 years old 321 37.76% 334 33.94% 64 41.55%
51 years old and above 43 5.05% 36 3.65% 4 2.59%
Female Up to 30 years old 84 9.88% 106 10.77% 32 20.77%
31 to 50 years old 200 23.52% 110 11.17% 23 14.93%
51 years old and above 20 2.35% 4 0.4% 0 0
Subtotal 850 100% 984 100% 154 100%
Local Employment Rate Taiwan Mainland China
Percentage of local senior management level
(above the manager level)		 100% 78.23%
Percentage of local employment 99.72% 86.66%

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

Talent Attraction

Remuneration System

Acter complies with labor regulations across our global operations sites when hiring employees. We uphold the principle of equal opportunity, conducting open selection processes and offering highly competitive remuneration and relevant welfare policies to attract talented individuals. In 2022, Acter's average salary adjustment rate was 4.22%. Our entry-level employees receive a minimum starting salary of 1.14 times the basic salary, regardless of gender. The highest annual salary within our organization amounts to 13.65 times the average salary of other employees, excluding those with the highest salary.

Besides, Acter has internalized ESG concepts as the foundation of our operations. We have fostered a strong sense of responsibility among our staff towards corporate sustainability and risk management by linking ESG performance indicators to employee turnover incentives. Aligning the Company’s interests and benefits with those of our employees, we have established corporate sustainability as our shared goal. In 2023, our Company successively met the corporate sustainability ESG promotional goals, which has resulted in potential increase and fair allocation of remuneration for our employees, allowing everyone to share in the positive outcomes of our practices.

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) 1.94 1
Non-managerial position General employees 1.13 1

Performance System

Acter's performance management and development systems aim to comprehensively enhance individual, departmental, and organizational performance. Centered on “talent development” and “compensation design”, these systems effectively align the Company's strategic goals with employees' individual key performance indicators. Together with the performance evaluation, this approach enables employees to gain insights into their competencies and establish learning goals to support their career development, addressing skill gaps and improving work performance. Moreover, Acter employs a collaborative evaluation mechanism that incorporates feedback from supervisors and peers across departments, allowing each talent to fully utilize their abilities and capabilities. In 2023, Acter achieved a 100% completion rate for its performance evaluation system.
 

Employee Care and Welfare System

 

Acter is committed to creating a "safe, secure, enjoyable, and LOHAS" workplace. Each year, we strive to optimize our employee healthcare and welfare measures, alongside offering a variety of health-promoting activities aimed at maintaining the physical and mental well-being of our employees. The goal is to foster unity among employees and their families, aiming to enhance employee well-being and fulfill the Company’s commitment to sustainability.

Apart from providing a “safe and healthy” workplace, Acter has also created a LOHAS (Lifestyles of Health and Sustainability) workplace tailored to our employees' preferences. Upholding the spirit of integrating employee welfare, vitality, and public welfare, Acter organizes various activities to foster creativity and vitality during both work and leisure time.
 

 


Statistics on Acter’s Employee Welfare Expenditure (Unit: NTD)
 
Content 2021 2022 2023
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 4,854,285 All employees 5,802,022 All employees 6,925,853
Acter Scholarships for employees’ children with
extraordinary academic performance		 14 50,000 6 25,000 6 27,000
Bonus/ cash gifts for birth-giving 9 45,000 9 42,000 17 82,000
Bonus/ cash gifts for marriage 2 39,300 9 182,900 15 325,300
Bonus/ cash gifts for funeral 6 165,700 5 139,300 7 182,300
Emergency benefit 0 0 1 100,000 0 0
Hospital benefit 2 10,000 2 15,000 1 10,000
Free health check 85 305,000 144 537,000 242 1,464,000
Total 3,959,217 5,469,285 9,016,453


 

 

 Parental Leave Measures and Maternity Care Plan

 

Acter values the health of female staff. When they have childcare needs, they can apply for unpaid leave and, upon completion of the leave period, apply to return to work. This helps them to balance personal and family caregiving responsibilities. Acter has also established a "Code of Conduct for Employees" in compliance with the "Labor Standard Act" and the "Act of Gender Equality in Employment" to ensure gender equality and protect employees' rights to parental leaves, including prenatal checkup leave, maternity leave, family care leave, paternity leave, and parental leave. Additionally, we offer a childbirth grant and discounts for contracted excellent childcare centers to encourage our employees to have children. Simultaneously, we have introduced a series of measures including occupational health and hazard assessments, controls, and graded management protocols exclusively designed for the well-being of our female workforce. We also conduct health evaluations for female employees who are either pregnant or have given birth within the past year. To ensure the fulfillment of our commitment to safeguarding our female employees, our dedicated Human Resource unit within the General Administration Division collaborates closely with the Q&A and Safety Department, offering vital support. Notably, in 2023, Acter achieved an exemplary 100% return-to-work rate for employees who had taken parental leave.

 
Statistics of Acter’s Parental Leave / Employee Reinstatement in 2023
 
content 2021 2022 2023
Male Female Male Female Male Female
Number of people who are qualified to apply for parental leave. 39 10 36 10 37 13
Number of people who have applied for parental leave in the year. 0 0 1 1 0 2
Number of people who are expected to apply for reinstatement in the year 0 1 1 1 0 2
Number of people who are reinstated after the parental leave 0 0 1 0 0 2
Number of people who were reinstated in the previous year
and continued to work for more than one year.		 1 0 0 0 0 0
Application rate of parental leave (%) 0.00％ 7.69％ 2.78％ 10.00％ 0％ 15.38％
Application rate of reinstatement (%) 0.00％ 0.00％ 100.00％ 0.00％ 0.00％ 100.00％
Retention rate after parental leave (%) 100.00％ - - - - -
 


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 have the flexibility to allocate up to 6% of their pension to a designated account for tax exemption purposes. Furthermore, under the Middle-aged and Elderly Employment Promotion Act, Acter recruits retired senior supervisors as company advisors, enabling them to pass on their expertise to new employees. In 2023, the company allocated 6% of the pension, totaling NT$15,333,644 annually. Employees who retire and terminate their employment relationship are rehired by the company as consultants based on their professional skills, continuing to provide relevant advice and assistance.


Company Trips and Club Activities

 

Our company established the “Employee Welfare Committee” in 2005, jointly organized by the General Administration Unit and the Employee Welfare Committee. This committee oversees various employee welfare activities, including domestic and overseas trips, Family Day events, club activities, department gatherings, and festival gift vouchers. Acter is committed to fostering a happy workplace that promotes employee well-being by creating an environment where employees can engage positively while maintaining a balanced body, mind, and spirit alongside their work. We also regularly communicate welfare-related matters through meetings to comprehensively address the needs of our employees and promote effective two-way communication. In 2023, we convened 3 Employee Welfare Committee meetings and organized a total of 62 domestic and international activities.

Acter’s Family Day

 

Acter’s Company Trip to Tokyo