A sound management system helps develop talents and enables employees to become the foundation of the Company's growth and breakthroughs. KINIK upholds the people-oriented spirit, plans a benefit system that meets employee expectations, and provides education and training programs that are tailored to employees' professional abilities to help employees make good use of their talents.
Talent Attraction
The Company supports and adheres to basic human rights principles such as the "Universal Declaration of Human Rights" and the "International Covenants", as well as the laws and regulations of the locations of operations, regardless of race, color, age, gender, sexual orientation, ethnicity, disability, pregnancy, religion, political affiliation, club membership or marital status, everyone shall be treated fairly and humanely. To protect the rights and interests of workers, all forms of forced labor are prohibited. The internal regulations on occupational safety and health are established, education and training are arranged, and employee health checkups are arranged to take care of the physical and mental health of employees. The Company continues to improve the safety and health of the workplace environment to reduce the risk of occupational hazards. In addition, the Company also provides multiple communication channels so that employees, customers, suppliers, investors, community neighbors and other stakeholders can communicate and provide feedback with the Company.
Human resource development
Employee Information and Diversity
The Company has formulated internal regulations such as the "Work Rules of KINIK Company" and "Regulations on the Appointment of Personnel" to regulate the employment of employees. The regulations specify that both employers and employees shall be committed to the establishment of corporate and professional ethics, and the Company Employees must not be discriminated against, forced to work, or other acts towards them that violate laws and regulations. In the process of recruiting talents, in addition to taking into account the knowledge and experience of candidates, the Company also arranges test items based on job requirements as the reference criteria for appointment.
Remuneration System and Retention
Remuneration system and information
The Company follows the "Regulations on the Appointment of Personnel," the "Regulations Governing Promotion, Relocation, and Salary Adjustments" and the "Performance Appraisal Manual" to establish a fair and reasonable compensation system that is fair and reasonable regardless of gender, religion, skin color, age, and ethnicity, and commitments to strictly comply with the minimum compensation standards specified in the laws and regulations of important operating locations. Among them, the ratio of the standard monthly salary of basic level employees of KINIK to the minimum wage stipulated in Taiwan is 1.28 times, which is a significant growth from the average salary of the previous year. At the same time, through the transparent salary adjustment, bonus payment and promotion mechanism and compensation and benefits that are better than the legal requirements, the Company achieve the goal of talent retention and strengthen corporate competitiveness. In addition, the Company requires contractors to provide proof of salaries, and is committed to ensuring that the salaries and benefits of non-employees in the plant area comply with the statutory salary regulations.
Talent Retention and Promotion System
The Company values the retention and promotion of talents. In order to motivate employees and achieve fairness, the "Regulations Governing Promotion, Relocation, and Salary Adjustments" have been formulated. This regulation applies to all full-time employees of the Company, as well as various types of employees who are deferred due to business needs, such as, contractors and foreign workers. Among the types of promotion, there are four categories: Annual promotion, management promotion, technical certification promotion, and special promotion. Each business unit plans employee promotion according to the needs, and the Company provides the corresponding rank and salary according to the nature of the promotion.
| Type of promotion | Description |
|---|---|
| Annual grade promotion | Each department may make plans based on its management needs and promote suitable employees. Evaluate candidates for promotion every March and submit the list to the human resources unit for official announcement. |
| Management promotion | The head of each business unit or headquarters may submit an application depending on the management vacancies of each department, and report to the responsible supervisor or the CEO for approval according to the level of duty, and management training courses will be arranged as required. |
| Technical certification and promotion | The technicians are allocated according to the professional needs of each business unit. They are eligible for promotion after passing the technical certification. |
| Special promotion | It is submitted by the unit head using the "Appointment/Transfer Suggestion Form", and promotion is allowed after approval by the delegated authority. |
The Company has also established the "Reward and Punishment Management Method". If an employee violates the work rules, leaves the workplace without authorization, or does not obey reasonable work-related instructions, they will be punished according to the regulations; otherwise, they will perform disciplinary actions according to the regulations. Commendations and merit awards will be awarded to those who have made significant contributions. The employee's reward and punishment records will be used as the basis for consideration when distributing bonuses and promotion.
Talent Cultivation
KINIK is committed to establishing a comprehensive remuneration system to attract, cultivate and retain talents, thereby attracting outstanding talents to join the company's team, injecting new blood into the process of sustainable management, and marching toward a common vision. Talent cultivation has always been a key concern of KINIK. The Company promotes diversified measures for the competency training and career development of employees, strives to improve employees' professional knowledge and strengthens team execution ability, in order to respond to the difficulties and challenges of the rapidly changing market and the external environment.
Talent Diversified Development
Excellent human resources are the cornerstone of sustainable operations for KINIK. In order to improve the abilities and accomplishments of employees, the Company plans and implements various courses through the HR & General affairs Dept.. In addition to general education and training, the Company will provide subsidies for program degree, course continuing education, degrees for senior management, and other measures to enhance the competency and competitiveness of employees through diversified methods, and cultivate the high-level talents needed for corporate operations.
KINIK is fully aware of the importance of education and training to the long-term development of employees, and plans appropriate course contents for executive and non-supervisory levels for education and training items. The Company has formulated the "Education and Training Regulations" to regulate matters related to education and training of employees and newcomers, as well as the responsibilities and work methods of each unit. The contents cover annual education and training plans, external training application fees, training evaluation operations; For those who participate in internal or external training courses, their immediate supervisors will conduct evaluation through the training performance checklist to track the learning effectiveness of the participants. A satisfactory survey will be conducted after the end of the training courses which will become a reference basis for advancing course planning. The education and training items and types are described as follows.
| Type | Contents of education and training courses |
|---|---|
| Technical majors and homework courses | Provide descriptions of operational technology tasks such as factory manufacturing operations, logistics, product inspection and packaging, and testing to improve the professionalism of the Company's employees. |
| Lean Management Course | Provide phased management capabilities for supervisors of different levels, improve the Company's internal control and governance, and take steps to become outstanding managers. |
| General education courses | Including computer and information technology, languages and literature, and occupational safety courses to strengthen the soft power of employees and expand their horizons. |
Performance appraisal
For the performance appraisal of employees, the Company has the "Performance Appraisal Worksheet" to regulate performance management-related matters. Employees are divided into direct employees and indirect employees according to their departments. Direct employees are evaluated once every 3 months, and once every 6 months for indirect employees. The results of the performance appraisal will be used as a reference for promotion, transfer, salary adjustment, training, succession, and bonus distribution. The evaluation categories are divided into probationary evaluations and regular evaluations according to the subject of evaluation. Probationary evaluations are conducted by supervisors to evaluate the suitability of new employees during the probation period or at the end of the probation period. Regular evaluations are applicable to all employees and are conducted regularly every year.