Human Capital Management
Human Capital Management
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Human Capital Management
Employees are not only the long-term capital of the Company, but also the foundation stone of the innovation. We are committed to providing employees with a good work environment and reviewing and moderating the employee management rules on a regular basis with reference to the regulations at the region where the Company is located and the operation status of the Company, in the hope to ensure effective improvement of the work efficiency by providing good work conditions and atmosphere. We have a well-established training system and are dedicated to the improvement of the talent retention rate in order to strengthen the competitiveness of the Company in the industry.
Employment principles
Qisda prioritizes hiring local workers in its recruitment process and is committed to developing diverse channel projects.There is no discrimination based on race, religion, color, nationality, gender, or other factors, and child labor is strictly prohibited. We hopes to manage the turnover intentions of the employees effectively. When an employee submits a resignation letter, the immediate supervisor will be promptly notified and arrange a meeting to understand the reasons for leaving and attempt to retain an employee.
Due to factors such as economic fluctuations and environmental changes, a healthy turnover rate ensures Qisda a continuous flow of new talents. The voluntary turnover rate of Qisda in Taiwan was 7%. In China, due to the specific local domestic labor market conditions, the turnover rate is generally higher, especially among direct employees.
Talent Development
With Qisda Academy as the foundation, the training system is structured with four academies that are divided into "the School of Professional Competence","the School of Learning and Growth","the School of Innovation and Continuous Improvement ","the School of Leadership and Management." To provide employees with more real-time learning resources, we have established the online e-learning platform and knowledge sharing platform. In addition to physical courses, employees can participate in online courses for knowledge learning through these platforms. Since 2019, the Company has advocated mobile learning, increased the proportion of digital courses and developed the learning APP; therefore, the employees can utilize spare time to learn with their mobile phones. As of the end of 2024, the digital courses have made up 79% of our overall training.
As shown in the following chart, the four schools cover different training programs. The “School of Professional Competence” designs related training programs in consideration of the difference between the functions of the Company to improve the professional capabilities of the employees. The “School of Learning and Growth” covers a complete set of training programs for new employees and internal instructors. It also provides the “in University Program” in line with the industry–academia collaboration projects of the government to offer the employees with more choices in the self-development, credit program, certificate program and professional program.
| Category | Group | Average Training Hours Per Person | ||
|---|---|---|---|---|
Taiwan | Suzhou(China) | Hà Nam(Vietnam) | ||
| Gender | Male | 75.6 | 24.4 | 31.4 |
| Female | 62.5 | 19.5 | 29.5 | |
| Employee Category | Direct Labor | 21.5 | 22.8 | 29.7 |
| Indirect Labor | 80.6 | 22.5 | 38.8 | |
| Rank | Management | 81.9 | 20.4 | 21.5 |
| Non-management | 67.9 | 22.9 | 31.0 | |
| Type of training | General Competency training | 62.9 | 13.3 | 23.3 |
| Job-specific skill training | 7.5 | 9.4 | 7.3 | |
| Average training hours of all employees | 32.7 | |||
| Average training hours of all IDLs | 55.4 | |||
| Average training hours of all DLs | 24.0 | |||
| Average Cost of Training (NTD) | 14,366 | |||
| Average Cost of Training (USD) | 446.32 | |||
Achievements of Employee Focused Training Program
AI Tool Application Enhancement Program
AI Capability Development: Enhancing digital application skills has always been a key training program for Qisda. In response to the arrival of the AI era, we have been gradually building a digital learning ecosystem since 2022 to drive the transformation of our organizational digital culture. Starting in 2023, we introduced AI applications to enable employees to enhance productivity through AI tools.
By 2024, the overall proportion of digital courses in the company reached 79%, helping colleagues master the application of AI tools and learn how to use AI for data forecasting and process automation. Through practical case analyses and project practices, we aim to improve the ability to solve real-world problems using AI tools.
In 2024, we launched the "AI Future Classroom," expecting to generate benefits for the organization by strengthening employees' application of AI tools, enhancing internal work efficiency and effectiveness, and improving execution quality. This initiative aims to foster continuous innovation to keep pace with industry trends and establish expertise in the field.
The annual AI courses totaled 32 hours, engaging 5,447 participants. With an impressive overall satisfaction rating of 4.5, participants indicated strong learning outcomes and value, highlighting the significant impact on enhancing their AI knowledge and skills, which has been widely acknowledged by colleagues.
Following the courses, 88 AI application projects were implemented as part of the Continuous Improvement Projects (CIP), successfully achieving over 80% process optimization. Specifically, manufacturing improvements generated benefits of approximately 5.67 million, design improvements reached about 16 million, and process improvements achieved an enhancement of approximately $46.33 million, fully demonstrating the immense potential and value of AI technology in practical applications.
Green Talent Development for Industry Transformation in Response to Climate Change
Since 2011, Qisda has integrated green design elements into the product research and development design process. This not only focuses on continuously improving the annual revenue contribution of sustainable products in relation to high-level sustainable performance indicators but also includes a "Green Talent Development Program" for R&D personnel. Through education and training, we have established internal instructors to regularly conduct general courses on green product design, covering topics such as life cycle concepts, life cycle thinking applications, green product redesign, and the structure and elements of green products.
In 2024, we launched an annual green product course specifically for R&D personnel, training a total of 542 individuals. Additionally, we provided training for product-related management personnel (Project Control Coordination, PCC) on ecological design applications for product risk assessment, with 21 colleagues participating in the training. At the same time, we also reached out to our suppliers, commissioning the Industrial Technology Research Institute (ITRI) to conduct two sessions of online courses on product carbon footprint, with a total of 113 suppliers receiving training. In the past four years, Qisda has invested an average of less than 2% of its revenue in product innovation and R&D, and has established an "Employee Patent Reward Program."
In 2024, we applied for 76 high-quality patents (defined as patents in the United States). The new generation of products we developed shows an improvement in energy efficiency of 3.39% for display products compared to the previous generation, and an improvement of 2.8% for projector products.
The benefits of implementing a circular economy are gradually becoming evident. For the new models of displays in 2024, our target for plastic materials (housing) is to achieve a recycling rate of at least 85%. For recycled plastics and metals, we procured a total of 11,836 metric tons in 2024. Compared to using new materials, this is estimated to save 27,904 tCO2e, and we have already achieved our target for 2024. In addition, we are committed to increasing the proportion of energy-efficient products shipped. In 2024, products with the Energy Star label accounted for 57.89% of the company's annual revenue. In the customer satisfaction survey, the average satisfaction score for Qisda's various product lines in 2024 was 94 points.
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