When it comes to human resources, FENC has always believed in finding the right person for the right position and giving employees the opportunity to develop their full potential. The Company puts such conviction to practice with a comprehensive organizational structure and human resources system. Permanent employees hold 91% of the key positions, and the Company offers internal training, job rotation and internal promotion track for top performers, which demonstrate the comprehensive and diverse opportunities for career advancement at FENC.

Human Resource Overview in 2021

Human Resource Statistics

		Permanent Employees			Temporary Employees			Total
		Male（%）	Female（%）	Number	Male（%）	Female（%）	Number	Male（%）	Female（%）	Number
Taiwan	2019	73%	27%	4,371	88%	12%	1,108	76%	24%	5,479
	2020	73%	27%	4,162	88%	12%	950	76%	24%	5,112
	2021	73%	27%	4,176	90%	10%	888	76%	24%	5,064
Mainland China	2019	51%	49%	5,795	57%	43%	543	52%	48%	6,338
	2020	54%	46%	4,808	59%	41%	600	54%	46%	5,408
	2021	55%	45%	4,870	62%	38%	593	56%	44%	5,463
Vietnam	2019	34%	66%	11,748	36%	64%	136	34%	66%	11,884
	2020	33%	67%	9,482	28%	72%	162	33%	67%	9,644
	2021	33%	67%	10,086	36%	64%	566	33%	67%	10,652
Japan	2019	80%	20%	104	80%	20%	5	80%	20%	109
	2020	84%	16%	142	87%	13%	15	84%	16%	157
	2021	84%	16%	155	76%	24%	17	83%	17%	172
U.S.	2019	86%	14%	158	50%	50%	4	85%	15%	162
	2020	82%	18%	163	100%	0%	2	82%	18%	165
	2021	82%	18%	180	100%	0%	2	83%	17%	184
Total	2019	47%	53%	22,176	75%	25%	1,796	49%	51%	23,972
	2020	48%	52%	18,757	72%	28%	1,729	50%	50%	20,486
	2021	48%	52%	19,467	67%	33%	2,068	50%	50%	21,535

Note: 1. “Non-permanent employees” refers to foreign workers in Taiwan; contract workers or contractors in Mainland China; employees under probation in Vietnam; outsourced workers in Japan; temp workers in the U.S. 2. The age cohort does not include non-permanent employees. 3. No part-time workers are employed at any production and business sites.

 

The turnover rate among permanent employees in Taiwan is 8% in 2021, and 25% of which are retired employees. The rate is lower than the 13.1% average across the manufacturing industry. For overseas locations, the number of employee turnover dropped by 1,757 in 2021 compared to the previous year. During the COVID-19 pandemic, FENC continues to refine the employee retention system and enhance work value. While focusing on the internal referral system, FENC sites in Mainland China launched the “Eaglet Program,” recruiting 16 talents to be mentored by 16 employees at the production site, who will help the new recruits make overall improvements, including skills, accountability and attitude.

The turnover rate at FENC sites in Vietnam dropped from 72% to 45% in 2021. FENC sites offer wages 44% above the market average despite the stringent conditions amid the COVID-19 pandemic, maintaining strong performance through internal and external recruitment as well as quality workplace in an effort to meet FENC’s labor demand for expansion in Vietnam. Among the new recruits, 72% are under the age of 30, demonstrating the Company’s efforts in introducing new blood into its work force.

The 2021 turnover rates in Japan and U.S. sites are 6% and 8%, respectively, which are relatively low. By providing comprehensive compensation package, employees are able to attain work-life balance, build team spirit and in turn deliver high performance and output, which is a win-win for both the employer and employee.
 

Number and Percentage of New Employees from the Previous 3 Years

2021		Under 30			Between 31 and 50			Over 51			Total
		Male	Female	Subtotal	Male	Female	Subtotal	Male	Female	Subtotal
Taiwan	Number	47	14	61	72	16	88	2	3	5	154
	Ratio	13%	10%	12%	4%	3%	4%	1%	1%	1%	4%
Mainland China	Number	899	347	1,246	715	465	1,180	10	0	10	2,436
	Ratio	160%	92%	133%	38%	26%	32%	4%	0%	4%	45%
Vietnam	Number	1,167	2,491	3,658	337	1,094	1,431	6	12	18	5,107
	Ratio	57%	65%	62%	27%	38%	35%	9%	33%	18%	50%
Japan	Number	7	3	10	13	2	15	0	0	0	25
	Ratio	19%	38%	23%	15%	14%	15%	0%	0%	0%	16%
U.S.	Number	14	1	15	10	2	12	1	1	2	29
	Ratio	48%	50%	48%	17%	22%	18%	2%	5%	2%	16%
Total	Number	2,134	2,856	4,990	1,147	1,579	2,726	19	16	35	7,751
	Ratio	70%	65%	67%	23%	30%	26%	1%	4%	2%	40%

 

2020		Under 30			Between 31 and 50			Over 51			Total
		Male	Female	Subtotal	Male	Female	Subtotal	Male	Female	Subtotal
Taiwan	Number	78	38	116	78	25	103	7	0	7	226
	Ratio	20%	28%	22%	5%	4%	4%	1%	0%	1%	5%
Mainland China	Number	475	168	643	310	197	507	9	0	9	1,159
	Ratio	76%	38%	61%	17%	11%	14%	5%	0%	5%	24%
Vietnam	Number	1,013	1,823	2,836	284	842	1,126	7	3	10	3,972
	Ratio	52%	48%	49%	26%	33%	31%	13%	13%	13%	42%
Japan	Number	20	2	22	18	1	19	0	0	0	41
	Ratio	59%	33%	55%	24%	7%	21%	0%	0%	0%	29%
U.S.	Number	3	1	4	2	0	2	1	0	1	7
	Ratio	17%	100%	21%	4%	0%	3%	2%	0%	1%	4%
Total	Number	1,589	2,032	3,621	692	1,065	1,757	24	3	27	5,405
	Ratio	53%	46%	49%	15%	22%	18%	2%	1%	2%	29%

 

2019		Under 30			Between 31 and 50			Over 51			Total
		Male	Female	Subtotal	Male	Female	Subtotal	Male	Female	Subtotal
Taiwan	Number	136	54	190	103	32	135	4	0	4	329
	Ratio	28%	34%	29%	6%	5%	6%	0%	0%	0%	8%
Mainland China	Number	870	577	1,447	475	612	1,087	8	0	8	2,542
	Ratio	90%	80%	86%	26%	29%	28%	5%	0%	4%	44%
Vietnam	Number	2,045	3,243	5,288	551	1,215	1,766	17	6	23	7,077
	Ratio	75%	65%	68%	45%	45%	45%	27%	22%	26%	60%
Japan	Number	11	1	12	14	4	18	1	0	1	31
	Ratio	58%	25%	52%	25%	25%	25%	11%	0%	10%	30%
U.S.	Number	5	0	5	6	4	10	5	2	7	22
	Ratio	28%	0%	28%	11%	44%	16%	8%	12%	9%	14%
Total	Number	3,067	3,875	6,942	1,149	1,867	3,016	35	8	43	10,001
	Ratio	72%	66%	69%	23%	34%	29%	3%	2%	3%	45%

Note: 1. The number of new employees indicates the number of new permanent employees in an area. 2. The percentage is derived by dividing the number of the new employees of an age group by the total number of employees of the same age group.

 

Number of Employees Who Left the Company and Turnover Rate from the Previous 3 Years

2021		Under 30			Between 31 and 50			Over 51			Total
		Male	Female	Subtotal	Male	Female	Subtotal	Male	Female	Subtotal
Taiwan	Number	68	24	92	127	35	162	101	17	118	372
	Ratio	19%	17%	18%	7%	6%	7%	11%	5%	9%	9%
Mainland China	Number	919	347	1,266	726	520	1,246	21	10	31	2,543
	Ratio	164%	92%	135%	39%	29%	34%	9%	143%	12%	52%
Vietnam	Number	897	2,180	3,077	391	1,106	1,497	3	18	21	4,595
	Ratio	44%	57%	52%	32%	39%	37%	5%	50%	21%	46%
Japan	Number	2	1	3	5	1	6	0	0	0	9
	Ratio	6%	13%	7%	6%	7%	6%	0%	0%	0%	6%
U.S.	Number	0	0	0	5	2	7	7	1	8	15
	Ratio	0%	0%	0%	9%	22%	10%	11%	5%	10%	8%
Total	Number	1,886	2,552	4,438	1,254	1,664	2,918	132	46	178	7,534
	Ratio	62%	58%	60%	25%	31%	28%	10%	11%	10%	39%

 

2020		Under 30			Between 31 and 50			Over 51			Total
		Male	Female	Subtotal	Male	Female	Subtotal	Male	Female	Subtotal
Taiwan	Number	66	32	98	105	57	162	119	45	164	424
	Ratio	17%	24%	19%	6%	9%	7%	12%	14%	12%	10%
Mainland China	Number	572	345	917	523	568	1,091	23	18	41	2,049
	Ratio	92%	78%	86%	29%	32%	31%	12%	257%	21%	43%
Vietnam	Number	1,832	2,956	4,788	593	1,439	2,032	17	20	37	6,857
	Ratio	94%	77%	83%	54%	57%	56%	31%	83%	47%	72%
Japan	Number	2	2	4	3	0	3	0	0	0	7
	Ratio	6%	33%	10%	4%	0%	3%	0%	0%	0%	5%
U.S.	Number	1	0	1	1	0	1	4	0	4	6
	Ratio	6%	0%	5%	2%	0%	2%	6%	0%	5%	4%
Total	Number	2,473	3,335	5,808	1,225	2,064	3,289	163	83	246	9,343
	Ratio	82%	76%	78%	26%	42%	34%	13%	22%	15%	50%

 

2019		Under 30			Between 31 and 50			Over 51			Total
		Male	Female	Subtotal	Male	Female	Subtotal	Male	Female	Subtotal
Taiwan	Number	65	35	100	92	54	146	91	60	151	397
	Ratio	13%	22%	15%	5%	8%	6%	9%	17%	11%	9%
Mainland China	Number	1,019	631	1,650	594	635	1,229	16	6	22	2,901
	Ratio	106%	88%	98%	32%	30%	31%	10%	38%	12%	50%
Vietnam	Number	1,880	3,244	5,124	462	1,200	1,662	12	11	23	6,809
	Ratio	69%	65%	66%	37%	45%	42%	19%	41%	26%	58%
Japan	Number	5	1	6	5	0	5	0	0	0	11
	Ratio	26%	25%	26%	9%	0%	7%	0%	0%	0%	11%
U.S.	Number	2	0	2	3	0	3	2	1	3	8
	Ratio	11%	0%	11%	5%	0%	5%	3%	6%	4%	5%
Total	Number	2,971	3,911	6,882	1,156	1,889	3,045	121	78	199	10,126
	Ratio	70%	67%	68%	24%	35%	29%	9%	19%	12%	46%

Note: 1. The number of employees leaving is the number of regular employees who have left the company in the region. 2. The percentage is derived by dividing the number of the new employees of an age group by the total number of employees of the same age group.

 

Recruitment 

FENC is committed to providing friendly workplace to entice top talents. The Company does not discriminate against any employees based on personal attributes as set forth in the corporate recruitment policy. Recruitment meetings are held bi-weekly to ensure that the entire process during a job interview is in compliance with legal requirements. Managers receive training prior to serving as interviewers for the first time. Diversity and zero tolerance to discrimination are two qualities stressed during job interviews. The Company has a coaching system in place for new recruits, offering support in life and work during the first 3 months of employment. This approach helps new recruits to quickly adapt to new work environment and reduces turnover.

Recruitment Plan

FENC has a worldwide recruitment network consisting of FENC’s global production sites. The network is beneficial for broadening the pool of international talents. In 2021, the Company recruited 31 foreign nationals. Among them, 16 will join the management team and 15 are information specialists who will energize the Company’s digital transformation efforts. They will build a solid groundwork for the Company’s future endeavors in digital and internationalization fronts.

Recruitment Approach

Taiwan	104 Job Bank; 1111 Job Bank; LinkedIn; campus job fair
Mainland China	Governmental collaboration; Labor agency; Weibo; Twitter; TikTok; staff referral; campus job fair
Vietnam	Zalo and Facebook; TikTok; staffing agency; radio stations; flyers
Japan	Myanavi; Hello Work (governmental employment service); LinkedIn; company website; Talent hunting company
U.S.	Staff referral; Indeed; internship

 

The Talent Pool Program

FENC offers industry-academia internship. In 2012, the Company launched the Talent Pool Program, providing field opportunities for top-performing students from Yuan Ze University and Asia Eastern University of Science and Technology with the corporate internship program. In 2021, the program offered 26 internship positions and recruited 11 students. The practical training helped students grow into exceptional corporate talents. The overseas internship programs, however, were thrown off course by the COVID-19 pandemic and temporarily suspended as a result.

Talent Development Plan

To cultivate talents, FENC completed the talent pool in 2021. The talent pool is an interconnecting network that fosters exchanges of information on key talents among FENC’s domestic and overseas sites. Once completed, it will better facilitate international assignments among all production sites. Currently, the talent pool holds 4,433 entries for technical and management specialists. In addition, the Company is promoting aptitude tests tailored to its corporate culture to establish an internal talent pool. The aptitude test will also be localized to reflect character traits at international production sites and help identify local talents.

Talent Development Strategy