Acer 2010 Annual Report Download - page 27

ACER INCORPORATED 2010 ANNUAL REPORT
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ACER’S WINNING FORMULA
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and solving, and strict execution, with an annual PME (People Management Effectiveness) Survey implemented to
pinpoint the areas for improvement.
Multiple Ways of Learning and Development
Each employee is provided with multiple development paths to enhance the profession--- for example, from company
within, such opportunities can be found as on-the-job training, coaching, job rotation, speech, online learning and
reading seminar, etc. For the company outside, they include profession club seminars, short-term intensive training
hosted by the prestigious universities or training institutions. In addition, we have the ‘Regulations for Subsidizing
GlobalEnglish On-line Learning’ enacted to encourage the employees to advance English proficiency through the
recommended online learning courseware. For enhancing staff professional skills, we have the ‘Regulations of
Acquiring Professional Certificates’, regulating the subsidiary for test-taking fees, and further, the dedicated incentives
for the staff who successfully get the essential professional certificates.
5.4.4 Compensation
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 the bonuses that are
differentiated from the performance of business unit and each individual. Taking Taiwan for example, in addition to
the fixed monthly salary and festival bonuses, Acer offers incentives that reward new innovations, intellectual property
rights, sales achievements, performance bonus and profit sharing.
5.4.5 Welfare
The Company abides to each country’s labor laws and customs, and strives to provide a comfortable working
environment, attractive welfare programs, candid communication ways to enhance productivity and creativity. Taking
Taiwan for example, Acer has established a welfare committee that initiates activities for employees’ welfare. Besides
conforming to labor regulations, the Company provides group insurance, educational grants, Acer Family Days, internal
social clubs, speeches on topics of arts appreciation, domestic and overseas holiday breaks, gift money for wedding
or funeral, and emergency relief measures, etc. Besides, we have recreation and leisure facilities installed in office area
to release employees’ pressure from work, and provide health-promotion programs to keep the body and mind well-
balanced.
5.4.6 Pension
The Company abides to each country’s labor laws and customs. Taking Taiwan for example, Acer conforms to the
Labor Standards Act and Labor Pension Act by contributing a portion of employees’ salaries toward a pension
scheme. Besides, employees who have served for 15 years and have reached 50 years of age can apply for early
retirement.
5.4.7 Employee Relations
Acer respects employees’ opinions and is dedicated to maintaining a harmonious relation between managers and their
team members. In the past two years, Acer has not suffered any financial loss from employee conflict.
Taking Taiwan for example, Acer offers multiple channels for interaction in order to improve two-way communication:
． A Dedicated Hotline: A hotline for each supporting function has been set up for employees to call, in confidence, to
express concerns or issues. Acer will provide counsel and/or resolve the issues in the most efficient way.
． Open and Candid Communication Channels: Employees can report areas of concern to their immediate supervisor
or choose to convey to higher authorities for resolution. Meanwhile, the Company Chairman meets face-to-face
with employee representatives from each office area on a quarterly basis, to discuss areas of improvement and
respond to issues. The Chairman also assigns the relevant member(s) to aggressively follow up on change or
improvement, and to report on progress at the next quarterly meeting to ensure the resolution effectiveness. The
meeting minutes are published on the Company Intranet for all employees’ attention.
． Employee Opinion Survey and People Management Effectiveness Survey: Both surveys aim to explore the various
aspects of the experience working at Acer, and pinpoint where the attention is addressed, and thus guide to make
- By Education Level
Date
Education Level December 2009 December 2010 March 2011
Doctor of Philosophy 0.3% 0.3% 0.3%
Master’s Degree 22.1% 22.1% 22.2%
Bachelor’s Degree 42.6% 43.7% 43.7%
Vocational Study 29.9% 29.7% 29.6%
Senior High School or below 5.1% 4.2% 4.2%
Total 100% 100% 100%
5.4.2 Recruitment
The Company abides to each country’s labor laws and customs. We are committed to providing equal opportunities
and prohibiting discrimination against candidates in regards to their ethnic origin, gender, age, religion or nationality,
and we are sticking to the principle of putting the right people at the right position. Acer seeks high-potential
candidates with multi-disciplinary backgrounds in order to build a strong global workforce. In 2010, Acer recruited
more 446 new employees.
5.4.3 Training and Development
Acer formulates the training plans based on business strategies, core values, organization development, succession
planning, and corporate social responsibilities. The training system consists of new employee training, general skill
development, diversified professional expertise training, manager development training, and e-learning. In assuring
the quality of the training delivery, it is requested that all trainings be conducted according to the regulations of Training
Management Process and Internal Trainers Selection. In 2010, for Taiwan area, there have been 177 trainings held,
with 2,682 employees participated, 40,578 hours (man hours) in total, and NT$12.20 million dollars spent.
Training Scheme and Implementation
． New Employee Training: Orientate the new employees by shaping essential mindset and providing essential
knowledge, covering the overview of Acer’s organization, culture, core values and standards of business conduct,
policies and systems, Welfare Committee and Employee Representative Meeting, IP sense, etc. In 2010, 419 new
employees have attended the training.
There has been a new employee training specially designed for the new comers of IT Product Global Operation
unit. The new employee training is composed of three phases: Basic Training, Core Profession Training, and
Managers’ Six-Week Job coaching, with an aim to assist the new employees to adapt to the culture, merge into the
workforce, and deliver good performance.
． General Education: The training covers essential common knowledge and skills, e.g., business communication
skills, teambuilding, presentation skills, cross-cultural collaboration, methodologies for bringing creativity training,
office application software (advanced level), and required attitudes in workplaces. In 2010, we have 804 Taiwan
employees who received the General Education training.
． Professional Training: The training is provided for advancing the professional knowledge and skills. For example,
Android College, CMMI(SW) Agile, and specialized project management.
． Managerial Training: In order to develop the leaders at each managerial level for taking up the rigorous challenges
in the future, it is essential to employ the methodology of training roadmap to specify the essential series of core
and selective courses for each managerial level—senior, middle, and elementary (entry) levels respectively. The
managerial training emphasizes on the skill enhancement in strategic thinking, teambuilding, problem analysis