Talent Recruitment and Retention

Talent Recruitment

Employees have always been the company's most valued and prized assets and are also the strongest support in promoting engineering services of CTCI internationally. With the culture of "Professionalism, Integrity, Teamwork and Innovation", CTCI is committed to providing talents with a friendly and healthy workplace where they can learn, grow, and build their dream career. CTCI does not discriminate between genders during the selection of talents. Academic ability, collaborative attitude, and suitability of the working culture are the three essential focuses in our recruitment procedure.
▼Newly recruited employees

▼CTCI Global Talent Recruitment Channels

The overall turnover rate in 2021 went down from 15.80% to 13.37%.it has been found that due to the large scale talent recruitment from the semiconductor, high-tech industry, and foreign companies, remuneration and benefits, career development, and job content are the main reasons for employees' resignation. After taking into consideration the opinions of the employees, the Human Resources Department will put forward a resignation analysis report, give recommendations in the committee meeting, and develop measures to improve correspondingly. These measure are undertaken in hopes of retaining outstanding talents and with the aim of continually improving the retention system. In these two years, in addition to the four-year retention measure, we have launched a restricted stock program to encourage our colleagues to jointly work for the brighter future of the company. Employee retention measures are differentiated through employee stock options and "A Program = four-year retention Measures." As a measure to retain talent and motivate olleagues to make all-out effort for constant innovation and growth, we also launched restricted stock awards program that offers free stocks to colleagues in 2021. Comprehensive training and retention measures are implemented through fast learning, salary differences, rotation experience, domestic EMBA, and arrangement for further studies abroad.
▼Distribution of reasons for resignation

Employee Distribution

In regards to the industrial demographics of CTCI Corporation's employees, male employees are more prevalent in number. In 2021, the total number of employees were 2,668 people (excluding other related companies in the group), of which1,954 were males and 616 were females. The ratio of female to male employees was 1: 2.95. The majority of the age group ranged from 30 to 50 years old. More than half of the total employees (70.31%) have worked at CTCI for more than five years. This is beneficial for the inheritance and expansion of engineering technology and business. In terms of their educational level, about half of the employees (46.70%) have a Master's degree or above. Clearly, CTCI prioritizes employees' ability in being professional and knowledgeable in the industrial field, their ability to gradually inherit and pass on the industrial experience, and their ability to strive for sustainable development in the engineering industry.
▼Distribution of CTCI Employees

▼Recruitment Group Type

▼Distribution of Employees' Nationality

▼Percentage of senior managers at CTCI & various overseas companies who are locally hired in 2020 (%)

Salaries and Benefits

The internal department established a fixed salary structure through the evaluation of positions and work duties suitable for every colleague with no difference in gender. After a promotion, the salary level of the new qualification and salary scale will be applied. At the same time, it links operational performance, departmental performance and personal performance, and repays colleagues' hard work in a fair and reasonable manner. In addition, it can strengthen the retention of talents in using tools. Regardless of gender, the minimum starting salary for employees in Taiwan is 1.1 times the minimum wage. Salary reviews and salary adjustments are conducted annually according to the market salary surveys, individual position, and performance. The salary structure is divided into a fixed salary and a variable salary. The former is compared with the market, and the latter is correlated with the performance of the department, team, and individual. Apart from the proposed "Four-Year Talent Retention Program-A Program", the first restricted stock unit program was rolled out thanks to the support of the board and general meeting of shareholders in 2021. CTCI offers employees a comprehensive benefit system that is better than the statutory standards and meets their employees' needs. There are unpaid leaves, group insurance, employee stock trust, language and professional training and parental leaves. In the old pension system, professional actuaries are hired to safeguard the retirement rights of employees who chose the old pension system. The provision rate for the new pension system is 6%, which is fully provided by the company and is applicable to all employees who choose the new pension system.

 CTCI Living Wage Statement 
▼A benefit system that is superior to statutory requirements

Epidemic prevention measures

In 2020, to ensure continued operations, CTCI established an epidemic prevention center to address and manage four major epidemic prevention issues related to COVID-19:information and materials, response measures, operation management, and care bulletins. Moreover, the center compiled a Business Continuity Plan (BCP). Overseas colleagues can use the company's online SOS medical service to seek consultations or assistance. In addition, CTCI also provided "employee assistance programs" for overseas colleagues and their family members who cannot return home due to the pandemic.

▼Expat Easypack