Talent Acquisition
We recruit talents through diversified channels that the company offer feedback to communities by providing local employment opportunities.
- channels of job hunting websites
- employment service stations
- new Southbound Industry Classes
- participation in job fairs
- attends local community recruitment activities
Retention
Talent Acquisition is not affected by gender, religion, ethnicity, nationality or political preference, educational background, or age. Once retention is confirmed, all labor terms entered between the company and employees comply with local regulation requirements, which include:
- salary
- overtime fee
- labor and health insurance
- severance/pension payment
- group insurance
- other employee benefits
Diversity and Inclusion
Support employment diversity and equity with actions
- We uphold the concept of equality for everyone. In addition to employing foreign workers from multiple countries, the company also leverages its inclusion spirit in hiring native foreign spouses by employing 0 part–time workers and 2 interns.
- In terms of promotion, nationality is not a factor to be considered. Promotion is offered depending on management capability. There were 5 supervisors with foreign nationals in 2024.
Care for disadvantaged groups
- We pay special attention to employment for disadvantaged groups. The company retains a total of 7 mentally / physically disadvantaged individuals including 2 individuals with severe physical disability. In terms of proportion, our employees have 1.4% disability people, which is more than the mandatory employment 1.0% rate based on the “People with Disabilities Rights Protection Act.”
- In addition, the company also employs 5 financially disadvantaged employees, and this accounts for 1.1% of the total employee number. In the event the company needs extended working hours (overtime), such employees with urgent financial needs than those of other employees will be considered. Therefore, departments will be requested to arrange overtime for employees of this group to increase their income.
Statistics for employment of physically disadvantaged individuals during the last 3 years
| Year | Shulin | Yingge | Dongshan | Total | Employment Percentage |
|---|---|---|---|---|---|
| 2022 | 3 | 2 | 3 | 8 | 1.7% |
| 2023 | 2 | 3 | 3 | 8 | 1.7% |
| 2024 | 2 | 3 | 2 | 7 | 1.4% |
Migrant worker care
We comply with related labor laws from the International Labour Organization, the International Organization for Migration, various international covenants, and the Domestic Labor Standards Act. Starting in 2022, the company initiated a full-scale implementation of a” Zero Relocation Fee” policy for migrant workers. To protect migrant worker’s rights, related expenses incurred during the employment process such as domestic and foreign pandemic prevention expenses, domestic and foreign service fees, physical examination fees and residence certificate fees will all be assumed in full amount by the company. This not only releases migrant workers’ financial pressure when coming to Taiwan but also allows migrant workers to utilize these saved expenses to improve their quality of life as well as that of their families.
Number of migrant workers reimbursed in 2024
Reimbursement expenses in 2024
Each migrant worker can save an average on transportation expenses.
▲ We promoted a new workplace culture through DEI (Diversity, Equity, and Inclusion) in 2023. The cultural celebrations were held for Thailand, Vietnam,Indonesia, and the Philippines in 2024. These activities not only deepened employees’ understanding and respect for different cultures but also promoted cross–cultural exchange and cooperation, further strengthening the inclusive atmosphere within the Company. Four such events attracted 1,735 participants, with a satisfaction rate of 95.5% in 2024.
Talent Turnover
In 2024, the company initiated multiple measures for hiring talents. There were a total of 81 employees resigned excluding employees leaving because of retirement or expiration of contract term. Among them, there were 28 female employees and 53 male employees. The average monthly turnover rate was 0.7% and this was 0.2% lower than the average monthly turnover rate in 2023.
Increase employee retention rate
In 2023, the company initiated multiple measures for hiring talents. There were a total of 96 employees resigned excluding employees leaving because of retirement or expiration of contract term. Among them, there were 30 female employees and 66 male employees. The average monthly turnover rate is 0.9% and this is 0.3% lower than the average monthly turnover rate in 2022.
Talent Development System
| Material topic | Talent Development |
|---|---|
| Significance for the Company |
KYF hopes to establish a learning–type organization. We not only emphasize enhancing employees’ professional knowledge, skill, and attitude but also hope to create a joint–growth learning type organization through a comprehensive education and training system. We are convinced that only employees who continue to learn will be able to ensure corporate sustainable operation and development. |
| Policy and Commitment |
To achieve the company’s talent development goals, we have established a systematic training program designed to cultivate talent in alignment with our growth strategy and financial objectives. To support this ambition, we have to equip employees with diversified knowledge, professional work skills, and a collaborative attitude. |
| Short–term goals | Training key talents and front–line successors, and establishing an OJT (On–the–Job Training) system for new employee development. |
| Medium– and long–term goals |
Establishment of Professional Learning blueprints for respective functionalities |
| Course of action | The company’s operation strategies are linked with the implementation and promotion of the Talent Quality Management System (TTQS). Complying with PDDRO (Plan/Design/Do/Review/Outcome) assessment process cycles has ensured the reliability and accuracy of the training process for the purpose to continue strengthening human capital as well as enhancing the training system’s operation efficiency. |
| Results | In 2024, the company’s total employee training hours reached 14,265.6 hours, with an average of 29.4 training hours per employee. |
| Responsible unit | HR Department |
Training Development System
Our training is mainly composed of 5 major systems: “New Employee Training,” “Functional Competency Training,” “Management Competency Training,” “Core Competency Training”, and “Self–development Training.” Courses for respective systems are planned and adjusted in real–time based on the company’s annual operation guidelines, changes in the external environment, department performance targets, and employee occupational development needs. Training courses needed for cultivating comprehensive talents are provided accordingly.
To ensure systematic and efficient training, the company introduced a Talent Quality Management System (“TTQS”) and passed the certification in 2021. Through the promotion and implementation of TTQS as well as connection with the company’s operation strategy and compliance with the PDDRO (Plan/Design/Do/Review/Outcome) assessment cycle, the company has established a set of comprehensive and systemized training system to promote training mechanism in an orderly manner. This ensures the reliability and accuracy of the training process, strengthens manpower capital continuously, and enhances the manpower training system’s operation efficiency.
Training Performance
Our company is committed to enhancing employees’ professional qualities and skill development by actively promoting various training programs. In 2024, the total training hours for our employees reached 14,265.6 hours, with an average of 29.4 hours per person. This represents an increase of 8.8 hours per person compared to the previous year. The special “Kingstone Lectures” were introduced, inviting external experts to share new knowledge, broaden employee perspectives, and strengthen external exchanges in 2024. Meanwhile, internal ESG related training was enhanced to drive the Company toward sustainable development. Additional occupational safety, health, and wellness seminars were held to support employees’ physical and mental health. These ongoing training programs not only help improve the company’s overall competitiveness but also provide a solid foundation for the employees’ career development.
KING YUAN FU PACKAGING CO.,LTD
