WT understands that PEOPLE are the most important asset of an enterprise. In order to create a better work environment for employees and attract professional talents to join the Company, WT follows the laws and regulations of the countries where its business bases are located, as well as the Social Policy and Code of Conduct formulated to meet its commitment to safeguard labor rights. Recruitment-related activities have been planned and executed according to the annual headcount plan of each department. In accordance with Article 38, Paragraph 1 of the People with Disabilities Rights Protection Act, WT employs a sufficient number of people with disabilities, simplifies the work process and assigns appropriate work to accommodate their needs, and provides timely care and encouragement from time to time.

As of the end of 2023, all the employees across WT’s operating sites are permanent and full-time hires. There are no employees on fixed-term (Labor regulations in China require employment contracts be signed in the form of fixed-term contracts in the first two years. However, all WT staff are on non-fixed-term contracts, so new employees who signed fixed-term contracts for the first two years with the Company are not separately counted), part-time (hourly paid), or zero-hour contracts. There are a total of 25 cleaning staff and 12 drivers who are working at WT and not employed by WT.
WT’s four core people-oriented concepts
Diversifying recruitment channels and developing promising talents

WT recruits talents aligned with WT’s core values via multiple channels including job bank websites, online platforms (such as LinkedIn, CakeResume, Blink, etc.), campus career centers, partnerships with universities, colleges, departments, as well as internal referrals. A complete training and development plan is provided to ensure talents translate learning into performance effectively, and thereupon build a talent pool ready for a rapidly-changing future. In 2024, an internal recruitment system will be designed and implemented for mid- and high-level supervisors transferring to another department and employees to another job.

In 2023, WT made some post-pandemic adaptations to its recruitment practices. In addition to strengthened publicity through various recruitment platforms, WT gave several on-campus recruitment presentations again, offering various full-time and internship vacancies. In order to develop talents while allowing students to apply what they have learned and gain work experience, a number of internship opportunities for different types of work will be offered in 2024 (such as sales, FAE, procurement, PO management, information, process optimization, human resources, etc.), totaling more than 20 vacancies. In addition, WT will also work with universities in cultivating promising talents, by providing scholarship funds to the College of Social Sciences, National Chengchi University and College of Engineering, Donghai University in 2024.

Bringing in new blood to maintain corporate vitality

In response to the rapid development, WT secures a competitive edge for the future by keeping a talent pool in line with the group’s long-term development strategy, and an optimized array in terms of level, number and structure. As of the end of 2023, the total number of WT employees was 3,463, a decrease of 84 employees, or 2.37%, compared with 2022, of which women accounted for 41.26%. Women account for 30.80% of managers, and 28.81% of mid-level and above supervisors. In particular, women account for 22.62% of supervisors in the sales department. In 2024, the value of diversity, equality and inclusion will be further promoted, with a goal of 35% female managers by 2029.

In 2023, the turnover was 14.93%, or 517 employees; and the voluntary turnover was 14.84%, or 514 employees. There was a merely 0.09 percentage point difference. By age, the turnover was only 5.62% among those aged 50 and over, and a higher 32.79% among those under 30 years old. In 2023, the new hire rate was 11.98%, or 415 employees. By gender, there was a merely 0.98 percentage point difference. By age, the new hire rate is a higher 32.79% among those aged under 30 years old, however, the 5.62% among those aged 50 and over is up 3.36% relative to 2022.

WT’s success is a result of an array of excellent talents and a team of young workers. With as many as 94.80% of its employees having a college degree or above, WT is able to cope with the fast-changing business environment and market trends with timely responses, innovative ideas and energy.
    

Professional team drives innovation and creates edges in the sector
WT’s management is mainly made of professionals in the electronic information industry. The marketing personnel at the front line have years of experience in trade marketing. The professional logistics support and technology R&D personnel, who are the proud of WT, promote existing products, strive for new agency lines and solve customer needs externally, and continuously improve the financial business system internally. The major managers have more than 10 years of experience in the semiconductor trade industry. The accumulated agency business and insight of market development trends gained over the years help them develop businesses and visions, and continue to run the operations towards prosperity. Therefore, WT strives to develop major functions of human resource management to make the best use of its talent pool, promote organizational development, and achieve the goals of “matching people with jobs, getting the right people for the right jobs, and making the best use of people’s talents.”