Acer 2008 Annual Report Download - page 23

Acer Incorporated 2008 Annual Report42
Acer’s Winning Formula
Acer Incorporated 2008 Annual Report 43
Summary of Acer’s Workforce (Figures in 2007 excludes 787 employees from Gateway):
-By Manpower, Age and Years of Service
Date
Category December 2007 December 2008 February 2009
Manpower 5,251 6,727 6,877
Average Age 37.3 37.5 37.6
Average Years of Employment 6.6 7.1 7.1
-By Job Function
Date
Job Function December 2007 December 2008 February 2009
General Management 136 157 157
Sales & Product Marketing 1,423 1,857 1,927
Customer Service 2,287 2,710 2,761
Research & Development 198 510 527
Sales Support 707 872 883
Administrations 500 621 622
Total 5,251 6,727 6,877
- By Education Level
Date
Education Level December 2007 December 2008 February 2009
Doctor of Philosophy 0.3% 0.2% 0.2%
Master’s Degree 18.5% 19.0% 19.2%
Bachelor’s Degree 42.2% 43.7% 43.7%
Vocational Study 33.2% 31.7% 31.6%
Senior High School Below 5.8% 5.4% 5.3%
Total 100% 100% 100%
5.3.2 Recruitment
The Company abides to each country’s labor laws and customs. We are committed to providing equal opportunities
and prohibit discrimination against candidates in regards to their ethnic origin, gender, age, religion or nationality.
Acer seeks high-potential candidates with multi-disciplinary backgrounds in order to build a strong global workforce.
5.3.3 Acer Employee Management
To assure business growth on a healthy and comprehensive management system, the mutual rights and obligations
between the Company and employees are explicitly specied as follows:
‧ Authority Management
According to the levels of management responsibilities, “The Table of Authority Approval,” “Regulations on
Delegated Deputy”, and the “Scheme of Job Categories and Titles” are regulated to assure well-functioning in
all layers of directive operations, and furthermore, to provide staff with a sound blueprint for career development
paths.
‧ Acer Employee Code of Conduct
1. Emphasize on both customer rights and Company interests, and put pragmatic consideration of economic
factors during policy making.
2. Do not argue with customers and attentively work to resolve customer complaints.
3. Do not reveal customer or Company secrets.
4. Strive to protect the company’s physical and intangible assets.
5. Actively work to uphold the Company’s reputation and refrain from deleterious behavior.
6. Clearly understand and respect the scope of authority given, and do not autonomously override these
parameters.
7. Avoid involvement in any behavior or act that could pose a conict of interest with your personal affairs and
the Company’s interests; if this occurs then these matters should be disclosed accordingly.
8. Do not utilize your professional authority to accept personal bribes or kickbacks.
9. Do not utilize the Company’s computer network system to carry out inappropriate acts.
10. Do not engage in illegal or inappropriate activities.
‧ Sexual Harassment Prevention Measures
The Company is dedicated to ensuring sex equality and human dignity in workplace, securing working
environment free from sexual harassment and discrimination. With the promise, the Prevention Measures
and Disciplinary Actions on Sexual Harassment were enacted, which specify the reporting channels, dealing
procedures, and disciplines.
‧ Declaration of Secrecy and Intellectual Property Rights
The Company places extreme importance on the protection of intellectual properties rights. All staff are required
to sign the Declaration on Non-Disclosure Agreement on joining the Company, which declares the obligations to
protect condential information and the restrictions on use of the condential information during the employment
period and employment termination.
5.3.4 Training and Development
Acer has created an employee training system that encourages people development and assists with career
planning. People from diversied elds of profession are developed by means of on-the-job training, job rotation
and overseas assignments, and comprehensive training modules, with an aim to aligning mindset and strengthening
core competencies as well as managerial skills.
1. Managerial Training: Managers are trained to think strategically, to strictly enforce rules, be proficient in
problem analysis and solving – creatively and efciently.
2. Professional Training: The specialized function staff is advanced to have cutting-edged knowledge, with
emphasis on branding management, marketing, supply chain management, and process leveraged.
3. General Education: Guided by Acer’s Core Values, the design of training calls attention to the fast, efcient,
and innovative actions, and value-creating, customer-centric, caring, and ethical pillars of belief.
5.3.5 Welfare
The Company abides to each country’s labor laws and customs, and aims to provide a comfortable working
environment along with competitive fringe benets to enhance productivity and creativity. Taking Taiwan for example,
Acer has established a welfare committee that initiates activities for employees’ well being. Besides conforming to
labor regulations, the Company provides group medical insurance and educational grants, in addition to arranging
family outings, internal social clubs, domestic and overseas holiday breaks, gift vouchers, and such.
5.3.6 Salary & Retention
Acer provides a competitive salary package to attract and retain high-potential human assets. The Company
surveys global IT companies’ salary levels annually, to ensure that our salary packages are adjusted accordingly
and reasonably to reflect market conditions. On top of the monthly salary, the Company offers a bonus that