Talent Attraction and Retention

Compensation Management

Inventec takes “fairness, competitiveness, and sustainable development” as the core principles of its compensation management, establishing a transparent mechanism to ensure that employees do not have improper differences based on ethnicity, nationality, or work location. The Company regularly reviews the gender pay gap to implement equal pay for equal work, while ensuring that salary levels meet or excel local regulations at each operating location, with a scope of application covering the Company itself, the supply chain, business partners, and joint ventures.

Commitment and Approach to Living Wages of Employees

During annual salary adjustments, Inventec references Taiwan's Minimum Wage Act as one of the reference indicators to measure the salary levels of employees, suppliers, and contractors. Combining this with overall economic and labor market dynamics, the Company prudently evaluates the scale of salary adjustments to ensure that salary levels are higher than the living wage baseline, and discloses the ratio table of entry-level personnel salaries to local statutory minimum wages.

Annual growth rate of labor productivity index
Annual growth rate of average labor wages
National economic development status
National income and average per capita income
Gross Domestic Product and cost composition percentages
Changes in daily necessities price index and producer price index
Industry development and employment status across various sectors
Labor wages across various sectors
Household income and expenditure status
Minimum living expenses

Performance Management

At Inventec, performance management is not just an annual rating, but a key driver pushing organizational and employee growth.

In 2025, 100% of all employees completed performance evaluations. Through performance standards and feedback, this helps employees master their own strengths and directions for improvement.
Horizontal Assessment: For specific project employees in Taiwan, horizontal assessments was introduced to enhance the objectivity of evaluations from different perspectives.
Vertical Assessment: In 2025, 100% of supervisor-to-subordinate performance evaluations were completed. For newly appointed managers who have reached three months, subordinates provide feedback on their leadership style to understand differences in expectations and perceptions between both parties, creating a working environment of two-way communication and positive cycles.

Employee Welfare

LOHAS Class

We offer a variety of life enrichment courses such as cooking, aromatherapy relaxation, wine tasting, etc. to make life more vibrant and enjoyable.

Soft Skills Workshops

We conduct workshops based on monthly themes, offering various types of workshops that cater to different groups of employees, allowing them to participate freely based on their interests and needs.

Family Fun

We encourage family and friends to participate in activities such as private movie screenings and family summer camps, allowing our employees to strike a balance between work and family life.

Other Activities

We organize various events in conjunction with holidays, such as Halloween costume parties and Christmas celebrations. Additionally, we host activities like the "Shoebox Passing on Love" event and weight loss competitions.

Employee Benefits and Care Measures

Flexible Working Hours and Leave

Flexible Working Hours and Location
No make-up workday measure
Exclusive Long Weekends
Employee-Exclusive Birthday Leave

Healthcare

Inventec's medical rooms are equipped with blood pressure monitors, scales, sickbeds, and other facilities. Professional nursing sta are on hand to provide emergency injury and illness treatment, as well as healthcare consultations.
Resident physician oers health consultations weekly and provides personalized health guidance to employees identified as having higher health risks.
Introduced the Employee Assistance Program (EAP), offering professional consulting services in areas such as psychology, law, and finance. This program helps employees manage stress, improve interpersonal relationships, and resolve various issues.
Set up a physical and mental care platform, E-mail mailboxes, and toll-free consultation phones.
Promote the digitalization of health management, introducing infectious diseases reporting systems and proactive health education programs to master health information and risk prevention in real time.
Maintain a 0% infectious disease spread rate within plants through the “Infectious Disease Reporting APP” and “Routine Health Protection Advocacy,” driving the number of cancer screening participants at Taiwan plants to climb from 168 people to 357 people.

Diverse Benefits

Maternity Benefits, Childcare Benefits, Funeral Condolence, Marriage Allowance, Hospitalization Benefits, Group Insurance, Children's Education Subsidy, Labor Day Bonus, Injury and Illness Consolation Support, Lunar New Year Gift Vouchers, Dragon Boat Festival Bonus,Mid-Autumn Festival Bonus, Birthday Gift, Disability Subsidy, and Travel Allowance etc.

Workplace Well-being

Establish gyms and stress-relief massage rooms.
Attracted 367 person-sessions in the 2025 cross-site sports competition, promoting health and interaction.
Invested NT$638,644 to subsidize club operations, encouraging the establishment of diverse clubs.

Pregnancy-Friendly Workplace

Establish lactation rooms at each facility, holding multiple parenting and childcare-related lectures periodically to provide practical knowledge.
Provide 8 weeks of paid parental leave for primary caregivers, and 1 week of paid parental leave for non-primary caregivers.
Promote the “Happiness 66” Double Care Program, adding a childbirth congratulatory grant of NT$60,000, combined with the Employee Welfare Committee providing a childbirth subsidy of NT$6,000 per birth.