HTC 2009 Annual Report Download - page 53

104
AFFILIATE INFORMATION AND OTHER SPECIAL NOTES
house technical training curriculum, we offered during 2009 specially
designed management and personal development curricula (including
language training and new staff orientation) to help employees diversi-
fy their skill sets, explore new potentials and deepen expertise. HTC
has also launched a dedicated new e-Learning platform able to deliver
a diverse range of learning tools within a highly accommodating learn-
ing environment. HTC further offers its employees in-service training
scholarships as well as subsidizes off-site training to encourage
growth and permit the pursuit of personal fulfillment.
Staff Training Hours & Expenditures during 2009
Category Total Training Hours Expenditure (NT$)
Technical 34,821 832,531
Management 26,419 6,728,296
Personal Development Orientation Training (for New Staff) 13,318 91,435
Effectiveness Enhancement 33,949 5,105,251
TOTAL 108,507 12,757,513
3. Employee Benefits and Employee Satisfaction
HTC's work environment is geared to challenge, stimulate and fulfill
our employees. We maintain various outreach initiatives designed to
motivate employees, enhance employee benefits and facilitate greater
dialogue between the company and its workforce.
>Employee Benefits – Extensive & Diverse
HTC supports coverage of its employees under both National Labor
and National Health Insurance programs and provides employees with
an annual vacation travel allowance, regular physical examinations,
regular departmental lunches, extra cash bonuses for Taiwan's three
main annual festivals, cash premiums for weddings / funerals, subsi-
dies for club activities, book store coupons, and access to employee
exercise facilities and various exercise classes.
>Lines of Communication – Open and Responsive
HTC maintains a system for handling and responding to employee
complaints, with a complaint hotline and official physical and virtual
(e-mail) addresses available. Labor affairs meetings are held as need-
ed. HTC conducts regular surveys of employee opinions, with results
reviewed by management and referenced when developing / adjusting
measures to enhance employee job satisfaction and motivation.
>Regular Activities and Events
HTC holds regular sports rallies, family days, athletic competitions
and artistic / literary contests to increase opportunities for employees
to enjoy informal interactions outside of their regular work.
>Employee Awards
Dedicated to rewarding employee effort and innovation, HTC maintains
employee profit sharing mechanisms and rewards individual employ-
ees who submit proposals for practical improvements or earn patent
awards. HTC also provides cash awards for the best entries in an
annual competition designed to solicit quality improvement ideas.
4. Employee Retention
Specialist Retention Plan: incentive program offered to employees with
special / critical skills to keep them with the company and ensure they
benefit from the results of their efforts;
In-Time Service Awards: Awards presented at a company-wide cere-
mony recognize employees with 5 and 10-year long service records.
Internal Transfer Assistance: To help enhance employees' professional
experience / career planning, HTC provides every assistance to facili-
tate employee transfers within the company.
5. Compensation and Retirement Benefits
HTC employees earn market-competitive salaries that take into consid-
eration academic background, work experience, seniority and current
professional responsibilities / position level. The amount of annual
employee performance bonuses is proposed by the president and
approved by the board of directors based on current year business
performance. The employee profit sharing bonuses are also allocated
to employees each year based on motions from the board of directors
that are adopted by resolutions at annual shareholders' meetings. Both
bonuses are allocated based on work performance and relative level of
contribution in order to motivate employees effectively and target
appreciation for employee dedication, effort and success properly.
HTC's retirement policy has been in place, as required by law, since
the company was founded. Starting in November 1999, HTC began to
contribute an amount equal to 2 percent of each employee's salary into
his / her individual corporate retirement fund. This system was
replaced in 2004 when HTC began contributing an amount equal to 8
percent of each employee's salary into a general labor retirement fund
managed by a labor retirement fund supervisory board. With enact-
ment of the new retirement system on 1 July 2005, employees hired
under the previous retirement scheme who opted not to switch to the
new retirement system were permitted, with supervisory approval, to
adjust the current 8 percent contribution downward to 2 percent.
6. Labor Negotiations and Measures in Place to Protect
Employee Rights
HTC is committed to fostering an atmosphere of trust in its labor rela-
tions, and places great importance on internal communications related
to such. Labor relations meeting are convened once every two months
(at least 6 regular meetings per year), with labor represented by six
elected employee representatives. Meeting minutes are kept to ensure
follow-on action and track results. HTC further offers employees vari-
ous channels through which to submit opinions, suggestions and
complaints, which may be delivered via a telephone hotline, e-mail
address or physical mail address as well as made known through
HTC's regular employee opinion surveys.
During the most recent fiscal year and as of the date of this annual
report, labor management relations have been harmonious with no
losses resulting from labor-management conflicts, and there is no
future projected amount for any loss of this type.