Sustainability
Sustainability
Talent Attraction and Retention
TSC deeply understands that talent is the key foundation for sustainable development. We continuously strive to establish a diverse, equal, and harmonious workplace that respects the uniqueness and differences of all employees. To achieve this goal, we recruit not only local talent, but also international talent while ensuring that all relevant processes strictly comply to legal regulations. In the context of globalization, TSC offers various employment opportunities through online and offline recruitment channels. We have a diverse and inclusive recruitment policy that does not discriminate on the basis of gender, age, race, nationality, religion, political opinion or sexual orientation. Therefore, our employees come from all over the world, including Asia (Taiwan, Singapore, Japan, the Philippines, Malaysia, etc.), and work in the headquarters as well as factories.
Furthermore, to enhance the professionalism and fairness of recruitment and selection in Taiwan, work abilities will also be integrated into talent evaluation. A comprehensive assessment is conducted from perspectives such as development potential and fit, ensuring
that the most suitable talents are found while promoting the organization’s long-term development. After implementing talent selection, TSC’s overall employee retention rate further increased from 84.8% (2023) to 86.6% (2024), indicating its impact on organizational talent stability and development.
In 2024, various regions will respond to the company’s long-term development plans and organizational adjustments by establishing a variety of specialized departments and conducting more detailed division of duties within existing departments. This aims to enhance operational efficiency and strengthen long-term competitiveness. The total number of full-time employees at all locations in Taiwan and China combined is 1,462.
2024 Employee Distribution
Remuneration Policies
TSC establishes employee compensation and benefits in line with the Labor Standards Act, local labor laws, and market trends, following its articles of incorporation and related
regulations. A clear performance evaluation system is reviewed annually to reward outstanding talent. In Taiwan, bonuses are based on job performance, responsibilities, and special contributions, in line with the Employee Bonus and Stock Option Scheme.
Human Resource Development
Talent Retention
To attract and retain top talent, TSC continuously enhances its compensation and talent development mechanisms, enabling employees to thrive in a stable, growth-oriented environment. We monitor market salary trends, review pay and benefits annually, and optimize base salary, allowances, and bonuses to maintain competitiveness and support long-term growth. TSC also advances human resource management through measures that enhance employee experience and strengthen corporate competitiveness, including:
- Strengthening Real-Time Communication with Digital Platforms
- Enhancing Internal Talent Development to Foster Career Growth
- Strengthening Recruitment and Onboarding Mechanisms to Improve Retention
These strategies aim to build a stable, growth-oriented workplace that fosters employee and company growth, enhancing overall competitiveness.
Talent Development and Cultivation
In 2024, TSC adopted streamlined training as the core strategy, emphasizing four pillars: focused training, effective implementation, learner development, and instructor insights. Training hours were streamlined from 40,000 in 2023 to 28,000 by optimizing course content and schedules.
To ensure training quality, TSC launched a comprehensive review of mandatory training courses, along with training materials and exams to align with practical needs. A follow-up mechanism was also introduced to track post-training behavioral changes. In addition, TSC initiated the development of an internal trainer training and management system to strengthen the linkage between training quality and practical application.
Around 80% of total training hours targeted professional skills and quality management, strengthening technical expertise and quality control. Functional development in teamwork and leadership was also reinforced to build talent with both technical and managerial capabilities, supporting efficient team operations and long-term growth.
TSC’s talent cultivation plan is aligned with corporate strategy and operational goals. An annual company-wide survey identifies training needs in technical skills, professional knowledge, and leadership. Based on the results, targeted courses are developed to support organizational growth.
Performance Management and Development
To effectively achieve annual business objectives and ensure fair performance evaluation, TSC has established a clear performance appraisal system. All managers and employees are assessed annually, serving as the basis for job rotation, salary adjustments, and bonus distribution. The evaluation focuses on individual mid- to long-term objectives (OBJ), key performance indicators (KPI), and development goals. Through structured goal-setting, managers can align company, departmental, and individual objectives, closely linking talent development with business growth.
Since 2023, TSC has implemented a competency framework and applied it to training and performance management, encouraging employees to continuously improve and demonstrate key competencies. In 2024, managers practiced competency-based evaluations during performance appraisals, while outstanding employees were recognized quarterly and best practices were shared to enhance practical understanding. In mainland China, diversified evaluation mechanisms were adopted based on job level and function.
Looking ahead, TSC will formally integrate competency performance into the appraisal system in 2025, starting with managers at Level 7 and above, making it a key component of performance reviews. Through these measures, TSC aims to strengthen performance management, enhance organizational effectiveness, and support continuous employee growth and development.
Employee Health and Benefits
Through comprehensive benefits, flexible policies, and diverse health initiatives, TSC seeks to retain top talent, enhance satisfaction and efficiency, and foster a healthy, stable workplace.
Employee Well-being
- Employee Group Insurance: TSC provides comprehensive group insurance at major operational locations. In Taiwan, coverage includes life, accident, medical, hospitalization, and cancer insurance, with dependents eligible for participation. In China, TSC contributes to social insurance and the housing provident fund, ensuring protection in medical care,
retirement, and unemployment while enhancing quality of life. These measures reflect TSC’s commitment to employee well-being, fostering loyalty and long-term stability. - Employee Stock Ownership Trust: In Taiwan, TSC grants employees a 30% subsidy on actual deposits per shareholder meeting agreements, encouraging participation in operations and the joint pursuit of excellence.
- Childcare Policy: TSC supports work-life balance by offering unpaid parental leave, maternity, prenatal, and paternity leave in line with the Gender Equality in Employment Act. Employees may also adjust working hours. Benefits include childcare subsidies, education incentives, and birth allowances. In Mainland China, childcare, maternity, breastfeeding, and nursing leave are provided per local laws to ensure support during childbirth and childcare.
Health Promotion Resources and Activities
TSC collaborates with professional medical teams to conduct regular health checks for employees according to local regulations. In Taiwan, we provide health checks that exceed legal requirements in terms of frequency and surrounding resources, ensuring continuous care for employee health management.
Occupational Health Services
- Regular on-site services are provided in each district, including health advice, counseling and care, workload and psychological stress management, prevention of work-related muscle soreness, maternity protection advice for pregnant women etc.
- Health seminars
Health Promotion Plan
- Health Protection Plan Prevention of diseases caused by overwork
- Prevention of Repetitive Strain Injuries
- Maternal health protection
- Regular monitoring and management of employees physical and mental health conditions are conducted by on-site medical personnel in various regions.
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