Our Focuses｜Human Rights and Social Inclusion｜Human Resources Management
Human Resources Management
Winbond continues to enhance its human resource management system and optimize its human resource integration system, including recruitment, retention, compensation, benefits and talent development. Winbond is committed to promoting a people-centric corporate culture, increasing employee engagement with Winbond, and dedicating substantial resources to talent attraction and retention. In the face of global uncertainties, Winbond strives to maintain a strong competitive edge.
Global Talent Deployment
As of 2022, the total number of employees at Winbond's Taiwan headquarters 3,630, including 2,921 executives in research and development/production, administration/sales, as well as 709 production support personnel.
Global Workforce Distribution
|Item||Head Office (Taiwan)||Asia (excluding Taiwan)||North America||Middle East||Europe|
|Fixed-term Contract||Indefinite Contract||Fixed-term Contract||Indefinite Contract||Fixed-term Contract||Indefinite Contract||Fixed-term Contract||Indefinite Contract||Fixed-term Contract||Indefinite Contract|
Note: Employees classification according to GRI corresponds to fixed-term contract employees classified as temporary staff; indefinite contract employees classified as permanent staff. Winbond does not employ staff without guaranteed working hours.
Number of Global Employees for Previous Years
Distribution of Foreign and Overseas Employees for the Taiwan Head Office
|Foreign Employees||Overseas Employees|
|Number of Employees||49||0.0|
Note: The proportion of foreign and overseas employees is calculated by dividing the number of foreign and overseas employees by the total number of employees at the Taiwan headquarters.
Diverse Recruitment Channels
Winbond values workplace diversity and actively recruits talent through various channels such as Winbond career site, campus recruitment, social media, industry-academia collaborations, and internal referrals attracting outstanding individuals from different regions and age groups, Winbond also has an internal transfer system that encourages employees to rotate and develop their skills, allowing exceptional talents to flourish in suitable positions. Additionally, in response to the demand for advanced technical expertise from different countries, we hire professionals from Japan, South Korea, India, the United States, Malaysia, Indonesia, and other nation. This fosters a diverse and interactive work environment where employees can stimulate new perspectives innovative thinking.
Since 2018, Winbond has begun implementing digitalization in various processes, such as automated recruitment and training reports, to expedite the entire talent recruitment and onboarding process. This streamlining has significantly reduced the consumption of manpower and time, allowing us to focus more on enhancing the quality of recruitment and talent alignment. Additionally, we have introduced market-competitive compensation and a diverse rewards system as part of our efforts to retain talent, serving as compelling incentives for employees to stay with Winbond. Through our commitment to digital transformation and employee-centric practices, we position Winbond as an employer of choice, attracting and retaining exceptional talents within our workforce.
|Campus recruitment||Through campus recruitment efforts, Winbond successfully recruited 63 talented individuals who have joined the company and are now contributing their skills and expertise.|
|Internal recruitment||The human resource department announces internal job vacancies based on the recruitment criteria provided by the respective hiring departments. This process facilitates talent mobility within the organization and supports employees in pursuing diverse career paths, ensuring the right fit for each position and promoting a culture of appropriate talent placement.||Through our internal recruitment system, we have successfully facilitated the transfer of 5 employees within the company, allowing them to gain experience in different roles and fostering diverse.|
|Job search websites and social media||Job vacancies at Winbond is posted on the official career site, job portals, and various social media platforms. This approach aims to reach job seekers from different regions and age groups, enabling them to access comprehensive information about job opportunities at Winbond. Additionally, candidates have the convenience of engaging in real-time job consultations with the Winbond recruitment team through fan pages and social media, providing them with immediate access to the necessary guidance and information.||By actively promoting job vacancies on recruitment websites and social media platforms, Winbond attracted 27,100 candidates who proactively submitted their resumes.|
|Employee referral||Winbond invites its employees to recommend outstanding talent to join the company. By leveraging the employees' understanding and identification with the company, they can refer individuals who are a good fit for Winbond's corporate culture and job requirements.||Through employee referrals, Winbond successfully recruited 60 outstanding talents to join the company.|
|Summer internship program||In 2022, Winbond offered 12 summer internship positions, providing recent graduates the opportunity to join the company with full-time benefits and experience the real-life work and life in the workplace.||Winbond successfully matched 9 university and graduate students, providing them with a solid starting point for their career development.|
Employee compensation is guided by the principles of internal equity and external competitiveness, comprising both fixed components (e.g., base salary, allowances) and variable components (e.g., performance-based bonuses, employee incentives). These bonuses are promptly distributed, allowing colleagues to share in the fruits of our operational achievements, thereby attracting, motivating, and retaining talented individuals. Individual compensation is determined based on job responsibilities and professional expertise, while bonuses and incentives reward a holistic evaluation of personal job performance and contributions. Our commitment to human rights serves as an objective foundation, ensuring that compensation, benefits, evaluations, promotions, and other aspects do not discriminate based on gender, race, skin color, religion, political affiliation, sexual orientation, age, marital status, pregnancy, physical or mental disabilities, blood type, zodiac sign, or labor representation status.
In 2022, Winbond ensured that the basic monthly salary for inexperienced employees exceeded the statutory minimum wage, ranging from 1.4 to 1.7 times the legal minimum wage. Additionally, an annual market salary survey was conducted to review and adjust salaries based on performance, rewarding and retaining valuable talent.
Ratio of Entry-Level Salary to Local Minimum Wage
|Direct Employee||1.3 times||1.4 times||1.4 times|
|Indirect Employee||1.7 times||1.8 times||1.7 times|
Note: Direct employees are paid based on the basic monthly salary for inexperienced candidates. Indirect employees, on the other hand, are paid based on the basic monthly salary for inexperienced candidates with a college degree.
2022 Ratio of Entry-level Salary between Male and Female Employees
|Ratio of entry-level salary||1.7||1.7||1|
Note: Standard salaries are not different based on gender.
Salary Statistics of Full-time Employees in Non-Management Roles
|Number of Full-time Employees in Non- Management Roles||2,831 persons||3,312 persons||16.99%|
|Total Salary of Full-time Employees in Non- Management Roles||NT$6,600,515,000||NT$ 6,377,932,000||-3.37%|
|“Average Salary” of Full-time Employees in Non-Management Roles||NT$ 2,332,000||NT$ 1,926,000||-17.41%|
|“Median Salary” of Full-time Employees in Non-Management Roles||NT$ 1,858,000||NT$1,580,000||-14.96%|
Employee Salary Ratio
|Type of Personnel||Female||Male|
Note: Management refer to employees who hold a position at the department head level or above and provide assistance and guidance to other department staff.
Talent development and learning outcomes
Winbond annually designs and implements various training and development programs based on the company's strategy, vision, business decisions, and core culture. These programs are tailored to different organizational levels, professional competencies, and specific target groups. The training initiatives are determined through surveys to assess training needs. Under the "dual-track" talent development system, employees have the flexibility to choose between enhancing their managerial skills or deepening their expertise in specific technical fields, based on their individual development goals and job requirements. Winbond provides a wealth of training resources, including both physical and online courses. In response to the COVID-19 pandemic in 2022, the company continued learning initiatives without interruption. Winbond continuously optimizes its cloud-based learning platform and increases the interactivity of live-streamed courses. By offering a diverse range of courses and learning methods, the company aims to empower employees to strengthen their competitiveness, achieve personal growth, and enhance their job performance.
Open Employer-Employee Communications
While Winbond does not have a labor union, we believe in fostering open and transparent communication channels between labor and management. We hold regular labor-management meetings every quarter, providing diverse avenues for our employees to voice their opinions and concerns. These channels include physical suggestion boxes, a dedicated hotline (75234 - "I want to complain"), a Care Complaints mailbox, and a Sexual Harassment Employee Complaint Committee. Additionally, we conduct various functional meetings on a regular basis, such as labor-management meetings, supervisor management discussions, employee welfare committees, environmental and safety committees, production management meetings, and quality retraining meetings.
At Winbond, employees have access to various communication channels to express their opinions or provide suggestions, whether anonymously or with their names. We actively respond to feedback received, promote communication, and make the response content publicly available on the company's intranet homepage. Additionally, we collect employee opinions regularly or irregularly through focus groups and individual interviews, using them as a basis for improving management policies and service quality. We also provide training courses for all new employees to ensure that they are well-informed about these communication channels. Winbond strictly prohibits bullying, and if any related complaints are received, we follow workplace misconduct handling procedures and internal complaint policies. This includes initiating investigations, gathering information, and conducting interviews. We also hold misconduct review meetings to address the issue. After the resolution of the complaint case, we provide regular follow-up care to employees to prevent any retaliatory actions.