Diverse Distribution of Talent Structure

In order to ensure equal employment opportunities, the appointments of WPG Holdings are in accordance with the human rights policy and related laws and regulations. Employment discrimination for reasons of race, class, language, ideology, religion, political party, place of origin, place of birth, gender, sexuality, age, marriage, appearance, facial features, physical and mental disabilities, or being a former member in labor unions is strictly prohibited.

Talent Transition

In correspondence to corporate vision of "the First Choice of Industry; the Benchmark of Distribution", WPG’s vision on Human Resources Management is to become " the first choice of the workplace; the benchmark of talents". The human resource management aims to: 1) Improve organizational capabilities: Enable best organizational performances. 2) Support employee value: Establish good talent management and development mechanisms, and achieve a win-win outcome for the organization and employees.

According to Professor Kuo-An Yang’s Y-Triangle Theory (as the figure below), organizational skills mainly focus on three aspects: employee capabilities, employee concept, and employee governance. Hence, based on these three aspects, the plans for talent development are as follows:

Talent Development Framework

• Implementation of Professional Skills Cultivation

The cultivation of employee’s competitiveness and the creation of an organizational performance is based on both general and professional training programs. Our step-by-step training programs are promoted throughout all sectors, guiding our organization to face challenges for sustainable development and growth.

• Plan of Education and Training
  

In 2021, the training cost of NT$ 10,913,840, increased the training cost by 39% compared with 2020, and the total training hours increased by 51%. At the same time, external resources are introduced to provide the colleagues with a more diverse learning environment.

Remuneration Policy

WPG has dedicated efforts in formulating the "Talent Policy" and "Remuneration Policy" under a win-win situation for the company, employees, investors and other stakeholders. These two policies are the two cornerstones for creating a "sustainable workplace" based on the company's sustainable development goals.

WPG's "Talent Policy" emphasizes that "talent attraction" and "talent cultivation and retention" are equally important, focusing on both "performance" and "growth". Thus, WPG's remuneration policy not only emphasizes fair and open "clear rewards and punishments", but also focuses on three major principles: "position-based salary", "skill-based salary adjustment", and "performance appraisal".

• Position-based Salary

WPG Holdings’ "guaranteed salary" is based on job positions and related knowledge and skills in order to maintain a certain attractiveness in the talent market.

• Skill-based Salary Adjustment

We continue to improve employees' abilities through education, training, and technological empowerment so that employees and organizations can maintain high competitiveness even in face of future changes and uncertainties.

• Performance Appraisal

Since WPG Holdings promotes the core value of “Teamwork”, our “Variable Pay” is based on the concept of “Grow Together, Strive Together, and Win Together”, with the priority of pursuing overall benefits and performance, followed by the performance of each sub-group and the individual performance. A salary bonus is allocated based on performance and achievements.

In WPG Holdings, each group’s salary system is calculated by the remuneration team consisting of HR representatives based on government policies, the economy, and the salary system of industry peers, with localized research for constructive recruitment and salary system. WPG Holdings adheres to the spirit of human rights, and there shall be no gender or sexual orientation discrimination during recruitment. The company will first consider the professionalism and relevant qualifications of personnel. The remuneration for employees is assessed after internal peer evaluation to maintain fairness. There shall be no unfair decision-making due to differences in race, color, religion, disability, nationality, gender, sexual orientation, age, and marital status. All decisions shall be made according to WPG’s remuneration policy.

• the ratio of the standard salary for junior-level employees (no difference between genders) to the minimum wage in Taiwan

 In 2020：1.09：1

 In 2021：1.13：1

Diversified Employee Welfare

WPG Holdings developed a sustainable workplace and friendly environment, providing labor protection for full-time employees in compliance with various labor laws and regulations, and conducted appropriate physical and mental care programs under available resources. The basic welfare items meet employees’ working requirements. Diversified welfare creates a good atmosphere between employees and their families to help employees recognize the company's operating philosophy, and gradually builds performance welfare items to encourage employees in their work performances.

•  Retirement System

1. Retirement reserves are allocated on a monthly basis: WPG Holdings and its sub-groups are subject to the pension provisions of the Labor Standards Act and allocate pensions on a monthly basis under the supervision of the company's Labor Pension Fund Supervisory Committee. The pension fund is deposited in the Bank of Taiwan, which is responsible for handling receipts, expenditure, custody, and utilization.
2. Individual labor pension accounts: The pension systems of WPG Holdings and its sub-groups are subject to the Labor Pension Act. The company shall deposit a labor pension of no less than 6% of the employee's monthly salary as approved by the Executive Yuan in the employee's individual labor pension account set up by the Bureau of Labor Insurance.

• Employee Stock Ownership Trust

In order to make up for the lack of social insurance coverage for employee retirement in Taiwan, WPG Holdings encourages employees to plan for retirement in advance. Employee Stock Ownership Trust was officially launched in 2021. All WPG Holdings’ employees who work over one year may enroll as committee members and deposit a fixed amount (maximum 8% of the fixed salary for options according to the employee's wishes) every month, whereas WPG Holdings and its subsidiaries in Taiwan offer a matching amount as an additional benefit. This provides better retirement life for employees and provides a diversified profit-sharing mechanism to attract and retain talents, encouraging employees to Grow Together, Strive Together, and Win Together.

By the end of 2021

Human Rights

WPG Holdings attaches great importance to employee rights and interests and has formulated the “WPG Human Rights Policy” with reference to relevant regulations of "The United Nations Universal Declaration of Human Rights", "The United Nations Global Compact", “The United Nations Guiding Principles on Business and Human Rights”, "International Labor Organization Convention", and “OECD Guidelines for Multinational Enterprises”. WPG Holdings has dedicated efforts to safeguarding the basic human rights of employees, supply chain partners, and stakeholders, with strict compliance with local laws and regulations, and continued to improve the management of human rights topics in cooperation with its partners, while conducting human rights education and training courses to establish a more favorable, free, fair and respectful work environment.

WPG Human Rights Policy includes Zero tolerance for child labor, prohibiting forced labor and human trafficking, respecting diversity and ensuring equality, eliminating discrimination and promoting a zero-harassment environment, implementing health and safety in the workplace, respecting collective negotiation and free association rights, and protecting personal information privacy, commitment to responsible procurement, etc. In order to promote and implement various policies, we conducted various aspects of advocacy and training programs.

• Training Courses

• Sexual Harassment Prevention

Safety Management in Workplace

WPG Holdings’ industry is classified as low occupational health and safety risk industry, so we implement safety and health measures for workers, activities, and scope of work in accordance with the Regulations Governing Occupational Health and Safety of the Ministry of Labor. Inter-departmental units are responsible to maintain employees’ health and safety in the workplace. The Occupational Health and Safety Management System would be introduced together with the Occupational Health and Safety Committee and other mechanisms in the future to provide the employees with a safer work environment.

By identifying the potential risks in the workplace, WPG Holdings actively prevents or compensates for the adverse effects of related risks on the employees, and provides sufficient training to establish an occupational safety awareness to ensure safety and health of all employees. In addition, to ensure work safety, occupational safety management measures are stipulated in the Company's Work Rules. If employees encounter commuting or occupational accidents, they can also request leaves in accordance with the Work Rules. The full-time employees could also use free group insurance, including accident insurance, hospitalization medicate insurance, and other related claims and subsidies.

• Workplace Health and Safety and training

WPG Holdings regularly conducted emergency response drills and related training every year. The training course includes emergency response procedures, fire safety knowledge and facilities, Call Tree instructions, and fire prevention group training.

• Occupational Accidents Statistics

COVID-19 Pandemic Prevention Deployment and Implementation

Since the spread of the COVID-19 pandemic at the beginning of 2020, WPG emergency response team discussed the COVID-19 pandemic prevention and response measures. Immediate pandemic prevention goods inventory count (such as masks, alcohol, and forehead thermometers) was conducted in each ofce for resource allocation followed by required procurement on necessary needs including infrared body temperature detectors, ultraviolet sterilization sticks, and forehead thermometers. In addition, COVID-19 pandemic prevention notice is announced at the entrances and exits, with the latest update of the COVID-19 pandemic.

Several COVID-19 pandemic prevention and control took place during the pandemic. For example, body temperature measurement is required upon entrance (including visitors). Those exceeding 37.5°C are prohibited from entering. All employees are required to see the doctor for treatment or conduct self-health management at home if they don't feel well. Meanwhile, the company's relevant units would keep track on employees' health symptoms. Unless necessary, conferences with external visitors shall be replaced by online meetings. Real-name registration is required for visitors to enter ofce building, and pandemic prevention questionnaire is required to ll out. Visitors are also prohibited from entering the ofce area but only to designated areas to reduce workplace risk exposure.