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Human Resources Management
Talents are the core asset of the IC industry, thus RichWave actively invests resources in recruiting outstanding talents and establishing diverse talent recruitment channels, offering competitive remuneration to attract and retain suitable talents. Furthermore, we have established a comprehensive training system that caters to our employees’ needs in a bid to enhance the company’s competitive edge.

 

Talent Structure and Talent Recruitment

RichWave had 303 employees in 2022, consisting of 71.6% male and 28.4% female workers, with women accounting for 18.3% of the company’s executive positions. During recruitment, RichWave offers everyone a fair employment opportunity based on their advantages and work experiences, regardless of their race, religion, nationality, and gender. However, since the industry requires more engineering and science-related talents, the ratio of male employees tends to be higher. RichWave continues to support workplace diversity and inclusiveness. In 2022, we have a total of 4 employees with disabilities, which is higher than the ratio stipulated by the government.

 

 

 

To generate momentum for growth, RichWave vigorously recruits and retains key talents, searching for outstanding employees through 104 Job Bank and LinkedIn. Since the company values the cultivation of professional talents, we have forged a long-term and close partnership with schools to engage in industry-academe collaboration in higher technical education. We have developed a wide range of cutting-edge technologies in different technological fields with various schools for the sake of keeping abreast of the latest international trends and recruiting key talents.

In 2022, RichWave hired 58 new full-time employees (40 men and 18 women), accounting for 19% of the workforce. In the same year, 73 full-time employees (48 men and 25 women) resigned from RichWave, accounting for 24.1% of the workforce. The company strives to create a positive working environment for its employees by conducting exit interviews with employees before they leave the company. Through these interviews, the company actually understands the reasons why employees choose to leave the company, so that the company may find ways to keep them by transferring them to other roles or improving the working environment in order to eliminate the motivation to leave the company.

 

 

Employee Remuneration and Appraisal

Performance Appraisal

RichWave’s performance management system and development system help our employees to attain optimum work performance and showcase their core values through ongoing target focus, two-way dialogue, real-time feedback and performance evaluation, thereby realizing the best organizational and individual performance.

RichWave’s employee performance evaluation takes place over different stages, assessing our employees’ annual work performance and setting their future career development goals through target setting, mid-term appraisal and year-end appraisal. The performance appraisal outcome is used as a reference for making human resources- related decisions such as employee performance bonuses, promotion, as well as talent development. In 2022, 100% of RichWave’s employees regularly received performance appraisals and career development reviews, regardless of their gender or rank within the company.

 

Remuneration Policy

RichWave sees employees as important assets of the company and values their benefits and welfare. We provide a competitive remuneration system that adjusts our employees’ salaries based on the overall performance of the company and personal performance. If the company has earned a profit for the year, we will set aside at least 8% of the profit as employee remuneration, which will be awarded to our employees in the form of stocks or cash dividends (to be decided by the Board of Directors) based on their performance. Per information from the MOPS, RichWave’s full-time, non- management employees’ “average salary” in 2022 was NT$1,453 thousand and the “median salary” was NT$1,202 thousand. If broken down according to industry category, thousand average salary(note) is considerably higher than employees in other similar companies in the “Electronics Components Manufacturing Industry” based on the information from the Earnings Exploration and Information System by the Director-General of Budget, Accounting, and Statistics, Executive Yuan.

Note: According to the Earnings Exploration and Information System by the Director-General of Budget, Accounting and Statistics of the Executive Yuan, the average monthly salary of employees in the Electronics Components Manufacturing Industry in 2022 was NT$90,320 (averaging NT$1,084,000 per annum)

Note: full-time, non-management employees refer to an employee who has satisfied the company’s regulations in terms of normal work hours and who are not managers as defined by Tai-Cai-Zheng- San-ZI No. 920001301.

 

Training and Education

RichWave continues to provide a comprehensive training structure including new employee orientation training, management skill training, professional skill training and general education. Diverse learning and development opportunities are provided to our employees during various stages of their careers to ensure that the talent training program meets the expectations of the company, the environment, and employees. In 2022, RichWave organized various professional and general education courses, including technical courses such as thermal management of power components, coupler and transformer, RF and microwave filters, negotiation skills, precise recruiting interviewing skills, and the importance of mind power from the perspective of technological development, training a total of 1,135 persons and accumulating 1,969 hours of training. In the past three years, the number of training hours for employees increased continuously. In the future, we will continue to plan more diversified and rich courses to help employees realize their potential and strengths and to enhance the competitiveness of our human resources.

 

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