Human Resource Structure
In correspondence to corporate vision of "the First Choice of Industry; the Benchmark of Distribution", WPG’s vision on Human Resources Management is to become " the first choice of the workplace; the benchmark of talents". The human resource management aims to: 1) Improve organizational capabilities: Enable best organizational performances. 2) Support employee value: Establish good talent management and development mechanisms, and achieve a win-win outcome for the organization and employees.
According to Professor Kuo-An Yang’s Y-Triangle Theory (as the figure below), organizational skills mainly focus on three aspects: employee capabilities, employee concept, and employee governance. Hence, based on these three aspects, the plans for talent development are as follows:
Talent Development Framework
Implementation of Professional Skills Cultivation
The cultivation of employee’s competitiveness and the creation of an organizational performance is based on both general and professional training programs. Our step-by-step training programs are promoted throughout all sectors, guiding our organization to face challenges for sustainable development and growth.
Training hours, number of participants and costs in recent years
Education and Training of Each Group
Due to each WPG Holdings’ subsidiaries’ unique characteristics on business policies and organizational cultures, different training and development resources are used to present a variety of learning features.
Please refer to 2020 Corporate Social Responsibility Report for information regarding other Group's traninig programs.
WPG Remuneration Policy
WPG has dedicated efforts in formulating the "Talent Policy" and "Remuneration Policy" under a win-win situation for the company, employees, investors and other stakeholders. These two policies are the two cornerstones for creating a "sustainable workplace" based on the company's sustainable development goals.
WPG’s "Talent Policy" emphasizes that "talent attraction" and "talent cultivation and retention" are equally important, focusing on both "performance" and "growth". Thus, WPG’s remuneration policy not only emphasizes fair and open "clear rewards and punishments", but also focuses on three major principles: "position-based salary", “Skill-based salary adjustment", and "performance appraisal".
- Position-based Salary
WPG’s "guaranteed salary" is based on job positions and related knowledge and skills in order to attract talents.
- Skill-based Salary Adjustment
Meanwhile, we continue to improve employees' abilities through education, training, and technological empowerment, so that employees and organizations can maintain high competitiveness even in face of future changes and uncertainties.
- Performance Appraisal
Since WPG promotes the core value of “Teamwork”, WPG’s “Variable Pay” is based on the concept of “Grow Together, Strive Together, and Win Together”, with the first priority of pursuing overall benefits and performance, followed by the performance of each sub-group and the individual performance. "Salary bonus" is allocated based on performances and achievements.
Each group’s salary system is calculated by the remuneration team consisting of HR representatives based on government policies, the economy, and the salary system of industry peers, with localized research for constructive recruitment and salary system. WPG adheres to the spirit of human rights, and there shall be no gender or sexual orientation discrimination during recruitment. The company will first consider the professionalism and relevant qualifications of personnel. The remuneration for employees is assessed after internal peer evaluation to maintain fairness. There shall be no unfair decision-making due to differences in race, color, religion, disability, nationality, gender, sexual orientation, age, and marital status. All decisions shall be made according to WPG’s remuneration policy.
In 2020, the ratio of the standard salary for junior level employees (no difference between genders) to the minimum wage in Taiwan was 1.09:1, which is higher than the local basic salary.
Diversified Employee Welfare
WPG developed a sustainable workplace and friendly environment, providing labor protection for full-time employees in compliance with various labor laws and regulations, and conducted appropriate physical and mental care programs under available resources, such as employees’ birthday leave, employee health checks, flexible working policies and various leisure activities, subsidies for car loans, vehicle maintenance, fuel, and vehicle depreciation of front-end personnel. The basic welfare items meet employees’ working requirements. Diversified welfare creates good atmosphere between employees and their families to help employees recognize the company's operating philosophy, and gradually builds performance welfare items to encourage employees on their work performances.
In order to make up for the lack of social insurance coverage for employee retirement in Taiwan, WPG encourages employees to plan for retirement in advance. In 2020, Employee Stock Ownership Trust was introducted. All WPG employees with over one year of work experience may enroll as committee members and deposit fixed amount every month, where WPG Holdings and its subsidiaires in Taiwan offer matching amount as additional benefit. This provides better retirement life for employees and provides diversified profit sharing mechanism to attract and retain talents, encouraging employees to work together with the company to achieve a win-win situation. 91.1% of total eligible employees have participated in the first round of application.
Retirement reserves are allocated on a monthly basis: WPG Holdings and its sub-groups are subject to the pension provisions of the Labor Standards Act and allocate pensions on a monthly basis under the supervision of the company’s Labor Pension Fund Supervisory Committee. The pension fund is deposited in the Bank of Taiwan, which is responsible for handling receipts, expenditure, custody, and utilization.
Individual labor pension accounts: The pension systems of WPG Holdings and its sub-groups are subject to the Labor Pension Act. The company shall deposit a labor pension of no less than 6% of the employees’ monthly salary as approved by the Executive Yuan in the employee’s individual labor pension account set up by the Bureau of Labor Insurance.
Human Rights and Labor-Management Communication
WPG Holdings attaches great importance to employee rights and interests, and has formulated and announced the “WPG Human Rights Policy” in 2020 with reference to relevant regulation of "The United Nations Universal Declaration of Human Rights", "The United Nations Global Compact" and "International Labor Organization Convention". WPG has dedicated efforts in safeguarding the basic human rights of employees, suppliers and stakeholders, with strict compliance with local laws and regulations, and continued to improve the management of human rights issues in cooperation with its partners, while conducting human rights education and training courses to establish a more favorable, free, fair and respectful work environment.
Workplace Safety Measures
COVID-19 Pandemic Prevention Deployment and Implementation
Since the spread of the COVID-19 pandemic at the beginning of 2020, WPG emergency response team discussed the COVID-19 pandemic prevention and response measures. Immediate pandemic prevention goods inventory count (such as masks, alcohol, and forehead thermometers) was conducted in each office for resource allocation followed by required procurement on necessary needs including infrared body temperature detectors, ultraviolet sterilization sticks, and forehead thermometers. In addition, COVID-19 pandemic prevention notice is announced at the entrances and exits, with the latest update of the COVID-19 pandemic.
Several COVID-19 pandemic prevention and control took place during the pandemic. For example, body temperature measurement is required upon entrance (including visitors). Those excedding 37.5°C are prohibited from entering. All employees are required to see the doctor for treatment or conduct self-health management at home if they don’t feel well. Meanwhile, the company’s relevant units would keep track on emloyees’ health symptoms. Unless necessary, conferences with external visitors shall be replaced by online meetings. Real-name registration is required for visitors to enter office building, and pandemic prevention questionnaire is required to fill out. Visitors are also prohibited from entering the office area but only to designated areas to reduce workplace risk exposure.