Recruitment and Employment

The Human Resources Administration Divisions across all WNC sites work closely with hiring business units to locate outstanding talent. For colleagues with different qualifications at different levels of the organization, we offer orientation, bonuses for long service and outstanding performance, internal transfers, promotions, salary-structure adjustments, and other incentive measures, in order to create a sound work environment.

Remuneration Structure

WNC regularly adjusts employees’ salaries to ensure reasonable compensation for colleagues as well as to attract and retain talent. Taking into consideration other factors including stockholder rights and interests, employee quality of life, and sustainable development of WNC, employee wages are also regularly adjusted according to current price levels, market supply/demand, average salary levels in the industry, and local laws/regulations. With annual salary adjustment and promotion systems in place, permanent employees and departments with good performance are eligible for various bonuses and rewards.

Percentage of WNC Employees Receiving Career Development Review

Country

Position

Male

Female

Taiwan

DL Employees

1.00

1.00

IDL Employees

1.22

1.22

China

DL Employees

1.14

1.14

IDL Employees

1.14

1.14

Vietnam

DL Employees

1.17

1.17

IDL Employees

1.59

1.59

To help employees formulate long-term savings and retirement fund strategies, an Employee Stock Ownership Trust (ESOT) program has been set up so that employees can obtain and manage company stock, share in the company’s financial performance, and create profits. As of the end of 2020, a total of 834 employees have participated in the ESOT program. The participants make up around 34% of total eligible employees.

Career Development

Competence Development

Perform competence analysis twice a year and collate supervisors’ successful cases as a benchmark for evaluating employees’ development.

Talent
Development

Uncover employees showing potential through the performance management process, provide them with training plans, and track results on a regular basis。

Career
Development

WNC provides training plans for both professional specialization and management skills. Plans are provided according to employee potential and their desired career path.

In accordance with management guidelines for employee promotion, IDL employees who have been in their positions for a requisite number of years, and who are regarded as capable of taking on greater responsibilities, are eligible for promotions in job position or level based on their performance, professional skills demonstrated and competency, as recognized by their supervisors. Regarding promotions for DL employees, after production line supervisors have considered work performance and taken organizational needs into consideration, DL employees may be promoted to production line leaders and be given a raise after they pass evaluation. Alternatively, they may be transferred to positions with specialized work duties and be given work allowances. In addition, in accordance with hiring procedures for IDL employees, DL employees with distinguished performance may become IDL employees and serve as assistant engineers, engineers, or function team directors. In 2020, the ratio of male and female employees receiving career development reviews were 17.2% and 15.3%, respectively.