FENC is adamant about providing a friendly workplace with zero tolerance for discrimination of any form. A corporate mentorship program is in place to provide new employees support in life and at work in the first three months of employment. Managers or senior staff are assigned to help them get acquainted with work and the environment quickly, which has been effective in lowering the turnover rate among new employees. In addition, through ongoing management of online communities and relationships with educational institutions, FENC identified critical talents with graduate school training in specific professional disciplines. In 2023, FENC recruited 12 R&D talents, energizing the momentum needed for expanding its core technologies and fulfilling sustainability through  nonstop product innovation.

In 2023, 23 open positions in Taiwan, which account for 8% of the total job vacancies, were filled by current employees. Through its internal talent acquisition database, FENC is able to match the right talents with the right positions and reduce recruitment costs. The decline in recruitment numbers in 2023 was primarily due to the Company implementing a comprehensive manpower review and focusing on the promotion and development of existing employees, thus reducing the need for new hires. This strategy is also reflected in the internal vacancy fulfillment rate, where the Company's rotation program for internal staff effectively utilized their skills to fill internal positions. However, to attract more top talent, we have increased our recruitment expenses, focusing on enhancing the Company's employer brand image.

Statistics on New Employee Hires in all FENC sites

		2020	2021	2022	2023
Total Number of New Employee Hires		5,405	7,748	8,171	3,071
Total Number of Employees		20,486	21,692	21,949	19,801
The Ratio of New Hires		26%	36%	37%	16%
By Gender	Male	2,305	3,297	3,277	1,730
	Female	3,100	4,451	4,894	1,341
By Age	Under 30	3,621	4,990	5,363	1,519
	31~50	1,897	2,723	2,775	1,502
	Over 51	27	35	33	50
% of Open Positions Filled by Internal Candidates		71%	83%	67%	72%
Average Recruitment Costs  (Unit: US$/person)		148	117	148	396

Note: 1. Definition of average hiring cost: Total hiring cost divided by the total number of new employee hires.  2. Definition of total hiring cost: The cost of hiring new employees, including fees paid to human resources recruiting agencies, salaries of human resources employees involved in recruitment, advertising fees, recruitment activity fees, and other related expenses.

 

Statistics on New Employee Hires in Taiwan

	2020	2021	2022	2023
Number of  New Employee Hires	226	151	342	222
% of Internal Promotion and Rotation	70%	79%	59%	66%
Average Recruitment Costs (Unit: NT$/person)	23,224	42,495	14,435	23,184

Note: Percentage of internal promotion and rotation = (number of employees internally promoted + number of employees internally rotated) ÷ number of positions required

 

1. Campus Recruitment Program

To increase the visibility of FENC as an employer brand among students and attract potential talents, the Company held a total of 16 campus recruitment campaigns in Taiwan in 2023. FENC furthers its campus relations through ongoing participation in campus expos and informational meetings. In addition, for students of the National Tsing Hua University and National Yang Ming Chiao Tung University in Hsinchu, FENC offers a number of free admission to the FENC Classic Marathon organized by Hsinpu Chemical Fiber Plant. The aim is to promote student health and FENC’s employer branding. 

2. 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. The program provided 50 internship opportunities in 2023. Through matching, 15 students were selected to intern at FENC. While helping these top-performing students acquire practical experience, the program also serves as an incubator of future pillars of FENC.

3. Establishing the Talent Pool and Personality Test System

To unleash employees’ full potential, FENC completed phase one of the Global Talent Pool in 2021, which facilitates a synchronized talent database across its international locations. The database currently holds 14,564 entries of information concerning key technological and management talents, which is advantageous towards strategic talent deployment internationally. Over 3,300 employees completed the DISC personality test in 2023. The results were linked to the Talent Pool to help team managers better understand their members and facilitate the planning of internal functions. The data will be integrated into recruitment operations later on to help FENC identify the right match that will optimize teamwork and organizational efficiency. The integration will make the Talent Pool a key tool for employees’ career development and FENC’s recruitment function. Over 3,300 employees completed the DISC personality test in 2023. The results were linked to the Talent Pool to help team managers better understand their members and facilitate the planning of internal functions. The data will be integrated into recruitment operations later on to help FENC identify the right match that will optimize teamwork and organizational efficiency. The integration will make the Talent Pool a key tool for employees’ career development and FENC’s recruitment function.

4. Leadership Development Program

FENC collaborates with Development Dimensions International, Inc., an international human resources and leadership development consultancy, to assess employees’ ability and potential in terms of management functions. It is the intent to take stock of such ability and potential at each Business from a professional and objective perspective in order to discover the critical talents to spearhead the leadership development program.

Covering employees at the manager/deputy manager level and above, the assessment process, which entails online evaluation, technological transfer of assessment interpretation and talent review meetings, leads to the determination of assessment indicators and establishment of personal development plans. FENC provides a multitude of training options during the action learning stage, including change management, decision quality, communication and leadership, to meet the learning objectives of young employees. The programs are tailor-made based on the assessments and carried out through the combination of knowledge and practice with approaches such as group discussions and coaching by action learning consultants. 

FENC Joining TALENT, in Taiwan

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 94% 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 2023

Human Resource Statistics

		Permanent Employees			Temporary Employees			Total
		Male（%）	Female（%）	Number	Male（%）	Female（%）	Number	Male（%）	Female（%）	Number
Taiwan	2020	73%	27%	4,162	88%	12%	950	76%	24%	5,112
	2021	73%	27%	4,176	90%	10%	888	76%	24%	5,064
	2022	73%	27%	4,176	90%	10%	890	76%	24%	5,066
	2023	72%	28%	4,012	90%	10%	829	75%	25%	4,841
Mainland China	2020	54%	46%	4,808	59%	41%	600	54%	46%	5,408
	2021	55%	45%	4,870	62%	38%	593	56%	44%	5,463
	2022	57%	43%	4,564	53%	47%	284	56%	44%	4,848
	2023	58%	42%	4,513	46%	54%	180	58%	42%	4,693
Vietnam	2020	33%	67%	9,482	28%	72%	162	33%	67%	9,644
	2021	33%	67%	10,241	36%	64%	566	33%	67%	10,807
	2022	34%	66%	11,578	54%	46%	56	34%	66%	11,634
	2023	33%	67%	9,629	39%	61%	148	33%	67%	9,777
Japan	2020	84%	16%	142	87%	13%	15	84%	16%	157
	2021	84%	16%	155	76%	24%	17	83%	17%	172
	2022	84%	16%	219	-	-	0	84%	16%	219
	2023	83%	17%	264	57%	43%	46	79%	21%	310
U.S.	2020	82%	18%	163	100%	0%	2	82%	18%	165
	2021	82%	18%	180	100%	0%	4	83%	17%	184
	2022	82%	18%	187	-	-	0	82%	18%	187
	2023	81%	19%	180	-	-	0	81%	19%	180
Total	2020	48%	52%	18,757	72%	28%	1,729	50%	50%	20,486
	2021	48%	52%	19,622	67%	33%	2,070	50%	50%	21,692
	2022	48%	52%	20,725	80%	20%	1,224	50%	50%	21,949
	2023	49%	51%	18,598	76%	24%	1,203	51%	49%	19,801

Note:  1. The term, “permanent employee” in this report is identical to the terms, “permanent employee” and “full-time employee” referenced in the GRI standards. 2. The term, “temporary employee” in this report refers to migrant workers in Taiwan; contract or outsourced workers in mainland China; employees under the probation period in Vietnam; outsourced workers in Japan; temporary workers in the U.S.; temporary employees as referenced in the GRI standards. 3. The headcount is based on the payroll settlement date in December of the current year at all FENC sites. The age cohort does not include temporary employees. 4. There are no part-time employees or non-guaranteed hours employees at any FENC production sites.

 

The 2023 turnover rate among permanent employees in Taiwan is 10%, which is considerably lower than the 15.5% average in the manufacturing industry. The low turnover reflects the effectiveness of FENC’s talent retention strategies. Among the FENC sites in mainland China, employee turnover was down by 261, dropping significantly by 16% from the previous year.

FENC sites in Vietnam offers highly competitive salaries at a level 40% higher than the market average. With robust internal and external recruitment strategies as well as a quality workplace, the Company amplifies the effectiveness of recruitment and retention to power its expansion in Vietnam. The turnover rate dropped significantly among FENC sites in Vietnam in 2023, down by 45% with 2,937 fewer resignations compared to 2022. Among the new recruits, 50% are under the age of 30, indicating the Company’s effort to bring new blood into the organization.

A relatively low turnover rate, 7%, is observed at the FENC sites in Japan and the U.S. in 2023. The Company creates a win-win by providing comprehensive welfare systems to employees, fostering work-life balance and generating cohesiveness to help them refine work performance and efficiency.
 

Number and Rate of New Employee Hires

2023		Under 30			31-50			Over 51			Total
		Male	Female	Subtotal	Male	Female	Subtotal	Male	Female	Subtotal
Taiwan	Number	84	33	117	73	24	97	6	2	8	222
	%	25%	21%	24%	4%	4%	4%	1%	1%	1%	6%
Mainland China	Number	354	122	476	383	246	629	24	5	29	1,134
	%	87%	60%	78%	21%	15%	18%	7%	24%	8%	25%
Vietnam	Number	395	497	892	336	393	729	8	3	11	1,632
	%	23%	15%	18%	23%	13%	16%	11%	5%	8%	17%
Japan	Number	28	4	32	35	10	45	1	0	1	78
	%	58%	27%	51%	21%	34%	23%	20%	0%	14%	30%
U.S	Number	1	1	2	1	1	2	1	0	1	5
	%	4%	20%	7%	2%	9%	3%	2%	0%	1%	3%
Total	Number	862	657	1,519	828	674	1,502	40	10	50	3,071
	%	34%	18%	25%	16%	12%	14%	3%	2%	3%	32%

 

2022		Under 30			31-50			Over 51			Total
		Male	Female	Subtotal	Male	Female	Subtotal	Male	Female	Subtotal
Taiwan	Number	121	65	186	118	33	151	4	1	5	342
	%	32%	38%	34%	7%	5%	6%	0%	0%	0%	8%
Mainland China	Number	390	125	515	351	221	572	5	1	6	1,093
	%	85%	49%	72%	19%	13%	16%	2%	11%	2%	24%
Vietnam	Number	1,685	2,961	4,646	560	1,472	2,032	11	9	20	6,698
	%	71%	68%	69%	37%	46%	43%	17%	19%	18%	58%
Japan	Number	6	2	8	9	1	10	1	0	1	19
	%	20%	15%	19%	6%	5%	6%	8%	0%	6%	9%
U.S	Number	6	2	8	9	1	10	1	0	1	19
	%	21%	50%	24%	15%	10%	14%	2%	0%	1%	5%
Total	Number	2,208	3,155	5,363	1,047	1,728	2,775	22	11	33	8,171
	%	68%	65%	66%	20%	31%	26%	2%	3%	2%	39%

 

2021		Under 30			31-50			Over 51			Total
		Male	Female	Subtotal	Male	Female	Subtotal	Male	Female	Subtotal
Taiwan	Number	47	14	61	69	16	85	2	3	5	151
	%	12%	9%	11%	4%	3%	4%	1%	1%	1%	4%
Mainland China	Number	899	347	1,246	715	465	1,180	10	0	10	2,436
	%	160%	92%	133%	38%	26%	32%	4%	0%	4%	50%
Vietnam	Number	1,167	2,491	3,658	337	1,094	1,431	6	12	18	5,107
	%	56%	64%	61%	27%	38%	34%	9%	33%	18%	50%
Japan	Number	7	3	10	13	2	15	0	0	0	25
	%	19%	38%	23%	15%	14%	15%	0%	0%	0%	16%
U.S	Number	14	1	15	10	2	12	1	1	2	29
	%	48%	50%	48%	17%	22%	18%	2%	5%	2%	16%
Total	Number	2,134	2,856	4,990	1,144	1,579	2,723	19	16	35	7,748
	%	69%	64%	66%	23%	29%	26%	1%	4%	2%	40%

 

2020		Under 30			31-50			Over 51			Total
		Male	Female	Subtotal	Male	Female	Subtotal	Male	Female	Subtotal
Taiwan	Number	78	38	116	78	25	103	7	0	7	226
	%	20%	28%	22%	5%	4%	4%	1%	0%	1%	5%
Mainland China	Number	475	168	643	310	197	507	9	0	9	1,159
	%	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
	%	52%	48%	49%	26%	33%	31%	13%	13%	13%	42%
Japan	Number	20	2	22	18	1	19	0	0	0	41
	%	59%	33%	55%	24%	7%	21%	0%	0%	0%	29%
U.S	Number	3	1	4	2	0	2	1	0	1	7
	%	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
	%	53%	46%	49%	15%	22%	18%	2%	1%	2%	29%

Note: 1. The number of new employee hires indicates the number of new permanent employees in an area. 2. The rate is derived by dividing the number of the new employees of an age group by the total number of permanent employees of the same age group, gender and region.

 

Number and Rate of Employee Turnover

2023		Under 30			31-50			Over 51			Total
		Male	Female	Subtotal	Male	Female	Subtotal	Male	Female	Subtotal
Taiwan	Number	66	26	92	121	26	147	119	25	144	383
	%	20%	17%	19%	7%	4%	6%	13%	7%	12%	10%
Mainland China	Number	351	134	485	436	366	802	27	8	35	1,322
	%	86%	65%	79%	23%	22%	23%	8%	38%	9%	29%
Vietnam	Number	833	1,255	2,088	506	917	1,423	25	14	39	3,550
	%	49%	38%	42%	35%	30%	31%	35%	23%	30%	37%
Japan	Number	4	1	5	11	1	12	1	0	1	18
	%	8%	7%	8%	7%	3%	6%	20%	0%	14%	7%
U.S	Number	3	0	3	4	0	4	4	1	5	12
	%	13%	0%	10%	7%	0%	6%	6%	5%	6%	7%
Total	Number	1,257	1,416	2,673	1,078	1,310	2,388	176	48	224	5,285
	%	50%	39%	43%	21%	24%	23%	13%	11%	12%	28%

 

2022		Under 30			31-50			Over 51			Total
		Male	Female	Subtotal	Male	Female	Subtotal	Male	Female	Subtotal
Taiwan	Number	69	33	102	141	44	185	88	19	107	394
	%	18%	19%	19%	8%	7%	8%	9%	6%	8%	9%
Mainland China	Number	453	162	615	486	453	939	22	7	29	1,583
	%	99%	64%	86%	26%	26%	26%	8%	78%	10%	35%
Vietnam	Number	1,657	2,647	4,304	620	1,530	2,150	19	14	33	6,487
	%	70%	60%	64%	41%	48%	46%	29%	30%	29%	56%
Japan	Number	2	0	2	1	0	1	1	6	7	10
	%	7%	0%	5%	1%	0%	1%	8%	200%	44%	5%
U.S	Number	3	0	3	1	0	1	5	1	6	10
	%	10%	0%	9%	2%	0%	1%	8%	5%	7%	5%
Total	Number	2,184	2,842	5,026	1,249	2,027	3,276	135	47	182	8,484
	%	67%	59%	62%	24%	36%	30%	10%	11%	10%	41%

 

2021		Under 30			31-50			Over 51			Total
		Male	Female	Subtotal	Male	Female	Subtotal	Male	Female	Subtotal
Taiwan	Number	65	18	83	110	22	132	97	17	114	329
	%	17%	11%	15%	6%	4%	6%	11%	5%	9%	8%
Mainland China	Number	919	347	1,266	726	520	1,246	21	10	31	2,543
	%	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
	%	43%	56%	51%	31%	38%	36%	5%	50%	21%	45%
Japan	Number	2	1	3	5	1	6	0	0	0	9
	%	6%	13%	7%	6%	7%	6%	0%	0%	0%	6%
U.S	Number	0	0	0	5	2	7	7	1	8	15
	%	0%	0%	0%	9%	22%	10%	11%	5%	10%	8%
Total	Number	1,886	2,546	4,429	1,237	1,651	2,888	128	46	174	7,491
	%	61%	57%	59%	25%	31%	28%	9%	11%	10%	38%

 

2020		Under 30			31-50			Over 51			Total
		Male	Female	Subtotal	Male	Female	Subtotal	Male	Female	Subtotal
Taiwan	Number	66	32	98	105	57	162	119	45	164	424
	%	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
	%	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
	%	94%	77%	83%	54%	57%	56%	31%	83%	47%	72%
Japan	Number	2	2	4	3	0	3	0	0	0	7
	%	6%	33%	10%	4%	0%	3%	0%	0%	0%	5%
U.S	Number	1	0	1	1	0	1	4	0	4	6
	%	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
	%	82%	76%	78%	26%	42%	34%	13%	22%	15%	50%

Note: 1. The number of employees leaving is the number of permanent employees who have left the company in the region. 2. The rate is derived by dividing the number of the employee turnover of an age group by the total number of permanent employees of the same age group, gender and region.

 

Voluntary and Involuntary Resignations Turnover Rate

		Voluntary		Involuntary		Total
		Number of Employees	%	Number of Employees	%	Number of Employees	%
Taiwan	2020	196	5%	228	5%	424	10%
	2021	259	6%6	329	8%	329	8%
	2022	321	7%	394	9%	394	9%
	2023	254	7%	383	10%	383	10%
Mainland China	2020	1,862	39%	187	4%	2,049	43%
	2021	2,399	49%	144	3%	2,543	52%
	2022	1,449	32%	134	3%	1,583	35%
	2023	1,197	26%	125	3%	1,322	29%
Vietnam	2020	5,952	62%	905	10%	6,857	72%
	2021	4,263	42%	332	3%	4,595	45%
	2022	4,956	43%	1,531	13%	6,487	56%
	2023	3,274	34%	276	3%	3,550	37%
Japan	2020	7	5%	0	0%	7	5%
	2021	9	6%	0	0%	9	6%
	2022	10	5%	0	0%	10	5%
	2023	18	7%	0	0%	18	7%
U.S	2020	0	0%	6	4%	6	4%
	2021	0	0%	15	8%	15	8%
	2022	8	4%	2	1%	10	5%
	2023	0	0%	12	7%	12	7%
Total	2020	8,017	43	1,326	7	9,343	50
	2021	6,930	35	561	3	7,491	38
	2022	6,744	33	1,740	8	8,484	41
	2023	4,743	25	542	3	5,285	28

Note:  1. The term, “permanent employee” in this report is identical to the terms, “permanent employee” and “full-time employee” referenced in the GRI standards. 2. The term, “temporary employee” in this report refers to migrant workers in Taiwan; contract or outsourced workers in mainland China; employees under the probation period in Vietnam; outsourced workers in Japan; temporary workers in the U.S.; temporary employees as referenced in the GRI standards. 3. The headcount is based on the payroll settlement date in December of the current year at all FENC sites. The age cohort does not include temporary employees. 4. There are no part-time employees or non-guaranteed hours employees at any FENC production sites.