Employees are AMAZING's most valuable asset. We are committed to creating a wellness-friendly workplace where everyone can boost their creativity and talent, make continuous progress, and find passion and work-life balance.
As of the end of 2022, there were 126 staffers in AMAZING, including 6 managers and 120 regular employees; 69% of all the employees are male, and 31% are female. Of all the managers in AMAZING, 28% are female; in 2022, there were 8 female managers, accounting for 21% of all the female employees. In the future, we will keep working towards gender equality in the workplace and improve gender diversity at all levels of the AMAZING workforce to remain competitive.
Employee Structure and Distribution
Since its creation, AMAZING has been entirely devoted to product research & development and technological innovation. In addition to being committed to developing corporate value in the global industry and society, we’re also actively creating a wellness-friendly workplace, taking care of employee health and caring for their families, enabling our staff to fully devote themselves to their passion for creativity and innovation in work with nothing to worry about.
Talent is our valuable asset and the foundation for our corporate sustainability. The current achievement in AMAZING lies in high-quality human resources. Our talent focus is fully reflected in the work environment and conditions provided. In addition to attracting and retaining great talents with competitive salaries, we also attach great importance to employee physical and mental health and personal growth, aiming at talent sustainability in the company. Furthermore, harmonious labor relations can make a company more successful in the long run. Through various internal communication mechanisms, employee feedback can be fully delivered to the relevant responsible units to respond quickly to it, creating a positive, open communication culture and a lively, enlightened working atmosphere.
For new employees in 2022, there were 14 males and 4 females. In terms of employee retention, a total of 14 employees resigned from the company in 2022 (10 males and 4 females, accounting for 7.9% and 3.2% of all the employees, respectively). We will strive to improve work-life balance, enhance supervisory skills, and offer various career development opportunities to encourage employee retention.
For the statistics of total number of employees classified per age, education level, position title, and gender, please select the year from the list:
| Category | Group | Male | Female | ||
|---|---|---|---|---|---|
| Person | Percentage | Person | Percentage | ||
| Total number of employees | 87 | 69% | 39 | 31% | |
| Age | 18～29 | 27 | 79.4% | 7 | 20.6% |
| 30～39 | 26 | 57.8% | 19 | 42.2% | |
| 40～49 | 24 | 77.4% | 7 | 22.6% | |
| Above 50 | 10 | 62.5% | 6 | 37.5% | |
| Education Level | Doctorate | 6 | 100% | 0 | 0% |
| Master's degree | 49 | 87.5% | 7 | 12.5% | |
| Bachelor's degree/post-secondary diploma | 27 | 49.1% | 28 | 50.9% | |
| Vocational school | 4 | 50% | 4 | 50% | |
| Completed high school | 1 | 100% | 0 | 0% | |
| Below high school | 0 | 0% | 0 | 0% | |
| Position Title | Research developer | 53 | 80.3% | 13 | 19.7% |
| Engineer and technician | 10 | 100% | 0 | 0% | |
| Marketing staff | 8 | 57.1% | 6 | 42.9% | |
| General staff | 16 | 44.4% | 20 | 55.6% | |
Diversified Recruitment Channels and Technological Talent Cultivation
To promote the development of semiconductor research and technology, provide enterprises with high-quality and stable talent sourcing, and strengthen competitiveness, AMAZING has deeply engaged with universities and colleges from a forward-looking perspective and has been committed to inter-school collaborations. We participated in various types of campus recruitments in 2022 and continued to plan different projects. Through internships, recruitments of R&D substitute services draftees, pre-recruitment process, and industry-university collaboration programs with key schools and faculties, we help students to engage early in a workplace experience and develop a future career planning portfolio.
| Campus recruitment | Regularly participate in campus recruitments and connect to and engage with targeted talent pipelines to increase AMAZING exposure and influence. |
| Collaboration with government | Hiring R&D substitute service draftees and pre-recruitment increases stable and high-quality talent sourcing. |
Employee Development, Education, and Training
Diversified Newcomer Training
- In 2022, AMAZING conducted 164 newcomer education and training courses to onboard 17 new hires.
- Through the course design which integrates professional inclusion and diversity with core purposes, newcomer training contains digital and physical courses to provide all new employees with a complete onboarding education. In addition to general courses such as a comprehensive understanding of AMAZING’s workplace and culture and professional courses for specific skills, the new employee training program includes general safety and health education, green management and environmentally hazardous substance management, integrity and ethics, prevention of insider trading, and patent regulations to create a culture of employee engagement and comply with various global initiatives, as well as to develop and boost organizational cohesion and centripetal force.
Implementation and Outcomes of our Annual Training
- In 2022, AMAZING conducted internal education and outbound training, including physical courses, online courses, technical seminars, and technology lectures (e.g., fire safety sessions, risk management training, information security education, and other training courses). 44 courses were offered, with the total training time of 1,923 hours and annual attendance of 529 employees.
- Based on the total number of 126 employees, AMAZING staff received an average of 15.26 hours of training in 2022. AMAZING will continue to consider an education and training program that meets the needs of employees to enhance human capital and boost operational sustainability, making it more competitive.
Please select the year from the list:
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Total number of courses offered
44 courses
Outbound courses20 courses
Internal courses24 courses
Total hours of courses offered1,923 hours
Total number of attendances529
Average hours of training per year15.26 hours / employee
Rights and Protection
Labor Policy
We firmly believe talent and knowledge are the cornerstones and vital assets for sustainable operations. As a knowledge innovation and technology R&D enterprise, the core of our human resources policy aims at innovative talent services and development. By combining indicators on five aspects: the human resources, services, training, environment, and management, we implement our labor policies as follows:
- Protect employee rights and interests.
- Provide a healthy work environment.
- Comply with national labor laws and regulations.
- Promote equality, safety, and responsibility.
- Focus on employee training and development.
- Contribute to Corporate Social Responsibility.
Human Rights Assessment
The growth of a business relies on the continuing contribution of its employees. To strengthen growth momentum, AMAZING actively recruits outstanding professionals, adheres to international human rights standards, implements the RBA Code of Conduct, and treats our existing employees, contract & temporary workers, and interns with dignity and respect. Based on the principles of meritocracy and “Right Person, Right Place, Right Time”, AMAZING treats all job applicants equally, regardless of their race, gender, age, religion, nationality, or political views. Employee recruitment shall be performed through an open and fair selection process in accordance with national regulations to protect candidate data and prevent discrimination during recruitment and selection.
Human Rights: Matters of Concern and Practices
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Item
Safe and healthy work environment
ObjectAll staff
PracticesThe company creates a safe and healthy work environment for employees, including providing essential health and first aid facilities. It is committed to minimizing workplace safety and health hazards to prevent occupational accidents.
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Item
Prohibition of child labor
ObjectNew employees
PracticesThe company’s business activity engages in high-tech research and development. Child labor and workers under the age of 18 have been excluded during recruitment. We also adopt appropriate mechanisms to verify the age of workers to prohibit child labor.
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Item
Prohibition of forced labor
ObjectAll staff
PracticesThe company implements a 5-day workweek schedule in accordance with the relevant regulations specified in the Labor Standards Act. In the event of additional work, the work shift shall be at most twelve consecutive hours a day. The total number of overtimes shall not exceed forty-six hours a month.
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Item
Humane treatment
ObjectAll staff
PracticesThere shall be no harsh or inhumane treatment, including any forms of gender-based violence, sexual harassment, sexual assault, corporal punishment, mental or physical coercion, bullying, public humiliation, or verbal abuse of employees; nor is there to be treatment of any such treatment.
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Item
No discrimination/no harassment
ObjectAll staff
PracticesThe company shall not engage in discrimination or harassment based on race, color, age, gender, sexual orientation, gender identity and expression, ethnicity or national origin, disability, pregnancy, religion, political affiliation, union membership, covered veteran status, protected genetic information on marital status in hiring and employment practices such as wages, promotions, rewards, and access to training to implement equality and fairness in employment, employment conditions, remuneration, benefits, training, evaluation, and promotion opportunities. In addition, workers or potential workers should not be subjected to medical tests, including pregnancy or virginity tests, or physical exams, which could be used in a discriminatory way. For situations that endanger labor rights and interests, the company provides an effective and appropriate appeal mechanism to ensure equality and transparency in the appeal process. The grievance channels should be concise, convenient, and unimpeded, and appropriate responses should be given to employee grievances.
Human Rights Promotion and Protection Training Program
AMAZING is committed to protecting human rights and actively promoting human rights education. We provide a safe and healthy work environment and advocate issues such as employee code of ethics, management of insider trading prevention, reporting systems, information security, personal information protection, and prevention of sexual harassment in the workplace to create a friendly work environment where everyone is respected and included.
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Course Name
Code of ethics
DescriptionMaintaining the integrity value and reputation of the company and individuals, as well as observing laws and regulations, are important responsibilities of everyone working in AMAZING! To adhere to the spirit of corporate governance and implement the corporate culture of business integrity, we promote code of ethics practices, unethical behavior prevention and regulations, and reporting & complaint procedures during newcomer training by explaining the handling principles of conflict of interest avoidance, insider trading prevention, internal material information, and their related reporting channels.
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Course Name
Management of insider trading prevention
DescriptionPrevent the company or insiders from unknowingly or intentionally violating the relevant provisions of insider trading, resulting in the company or insiders being involved in a lawsuit and damaging the reputation. This course aims to prevent insider trading, safeguard investors, and protect the company’s rights and interests.
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Course Name
eporting systems
DescriptionTo implement AMAZING’s business integrity and code of ethics and to prevent any illegal conduct or violation of integrity or ethical behavior, we have established relevant reporting & complaint channels and systems to ensure the legal and confidential rights of complainants and respondents.
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Course Name
Information security education
DescriptionFor the protection of information security and prevention of any illegal network attacks, AMAZING promotes information security not only in new employee training but also to all staff from time to time to protect human rights and privacy, especially for the access, processing, transmission, and storage of employees, candidates, and customer information and for precautions of equipment security and related protection.
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Course Name
Prevention of sexual harassment in the workplace
DescriptionTo combat and eliminate sexual harassment in the workplace, AMAZING has established the “Sexual Harassment Prevention and Punishment Measures” in our employee handbook for relevant combat and control measures. By clarifying the importance of human rights, implementing gender equality, and emphasizing respect for differences and the inclusion of cultural diversity, we are committed to creating a non-discriminatory (free from discrimination and harassment based on race, color, age, religion, nationality, ethnicity, physical or mental disability, marital status, gender, sexual orientation, gender identity, veteran status, or political affiliation) workplace.
Competitive Salary
By adopting consistent benchmarking and indicators to achieve professional management, AMAZING is committed to executing fair pay practices and standardized evaluation to maintain a fair salary structure with a rigorous system and create a fair working atmosphere. We have established consistent salary benchmarking, indicators, and standards for salary adjustment evaluation for all staff, including female and male employees in various positions, to achieve gender equality. During the hiring process, we never have different salary and compensation standards based on gender, race, or age. Everything shall be carried out in accordance with a fair salary structure.
Our salary structure has two components: fixed and variable pay. Fixed pay is the monthly salary with a payment standard referring to the compensation range in the industry and labor market statistics while considering the position, nature of the job, professional skills, workplace supply and demand to be adjusted accordingly. Variable pay comes from year-end bonuses, profit-sharing, and performance bonuses. Through variable pay, the salary is linked to operating performance.
Retirement System
The new pension system in the Labor Pension Act applies to our company. AMAZING deposits 6% of the monthly salary of employees into individual labor pension accounts managed by the Bureau of Labor Insurance every month in accordance with the “Monthly Contribution Classification of Labor Pension” approved by the Executive Yuan. In 2022, the company allocated NT$8,056,000, covering a participation rate of 100% in the retirement plan.
Labor Relations
For a harmonious relationship between the company and its employees, we have built multiple communication channels by holding quarterly labor-management meetings, irregularly scheduling department meetings and staff welfare committee meetings to discuss labor conditions, address labor disputes, promote employee benefits and welfare, and plan recreational activities. In addition to submitting complaints verbally or in writing to supervisors at all levels and of competent departments, employees may directly give their feedback through the communication channels on the intranet, which are handled by dedicated personnel. In addition to an employee performance review carried out once a quarter, the year-end performance assessment can be used as a two-way communication between employees and supervisors to effectively convey AMAZING’s philosophy and strategies and understand employee identity in the company and their job satisfaction, gradually building consensus and supporting employee career advancement.
Employee Benefits Planning and Execution
In addition to the compensation level exceeding the average salary range for similar positions in the industry, AMAZING also offers excellent employee welfare programs. The staff welfare committee set up in AMAZING is made up of representatives selected by each department and responsible for coordinating, planning, and executing wellness activities for AMAZING’s welfare program.
01
Work Environment
- Bright and comfortable office environment
- An office break room serving coffee, tea, and snacks for employees to eat and unwind.
- Recreation & fitness space
02
Recreational Activities
- Diversity team activities supported by wellness program subsidies.
- Mountain hiking
- Company trips
- Borrowing free books and magazines
- Year-end activities
- Birthday parties and group dinners
03
Welfare
- Festival and birthday gift vouchers
- Subsidies for weddings and childbirth
- Annual physical check-ups
- Staff uniforms and coats
- Flexible vacation policies better than the Labor Standard Act
- One gold coin is awarded to long-term employees every five years of service.
- To encourage the birth rate, if the employee or his spouse gives birth to a child during employment, the newborn can be registered as the “AMAZING baby” and receive a gold coin as a gift.
Employee Equality and Compliant Channels
In order to improve labor relations and sustainability and facilitate smoother communication between employees and the company, we have built transparent, open, and effective channels for multidirectional communication to receive the valuable feedback given by all employees. Through the employee-compliant email HR@amazingIC.com, we look forward to understanding employee needs and expectations and will actively respond to their concerns.
Safe and Healthy Workplace
Occupational Safety and Health Management System
According to Article 23 of the Occupational Safety and Health Act, AMAZING established an Environmental, Health, and Safety Management System Implementation Team (referred to as the “EHS-MS Team”). The EHS-MS Team is directly controlled by the General Manager and led by an EHS-MS representative served by the head of the Administration Department. The implementation committee is composed of supervisors of relevant departments. To ensure the smooth implementation of the EHS Management System, the relevant department shall appoint one member to serve as the EHS officer, who will be responsible for assisting the supervisors and the EHS-MS team in related operations.
The EHS-MS Team shall hold a regular meeting every year to review all relevant issues comprehensively. As an IC design company, our staff do not engage in high-risk projects or jobs associated with specific diseases. In accordance with international and national occupational safety laws, we continue to improve workplace safety issues and procedures proactively and diligently to create a safe, secure, and reliable work environment for everyone.
Occupational Injury Statistics
AMAZING conducts workplace accident statistics every month. By analyzing the causes and developing preventive measures, we expect to offer a safe work environment for employees. Statistics on the disabling injury number, frequency, disabling injury severity rate, and other data are as follows:
Please select the year from the list:
Please select the year from the list:
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Disabling Injury Frequency Rate (FR)
0
Disabling Severity Rate (SR)0
Frequency-Severity Indicator (FSI)0
Number of Major Occupational Disasters0
Number of Disabling Injuries
(excluding major occupational disasters)0
Total Loss of Working Hours0 day
Note:
- The above statistics are based on the occupational accident statistics reported by AMAZING, excluding commuting incidents.
- The contractors have yet to be included in the data, which will be revealed in the future.
Working Environment Monitoring and Exposure Assessment
Monitoring of our labor working environment, result analysis, and reporting are performed by a qualified and professional third-party monitoring agency every six months in accordance with the regulations to ensure employee safety and health. Based on the results of the AMAZING work environment monitoring report in 2022, there was sufficient and suitable lighting in the workplace, and CO2 was lower than the permissible exposure limit of 5,000 ppm.
Emergency Response Plan
We have established an emergency response team and performed emergency response training, such as fire drills, first aid courses, etc., every six months, aiming to prevent emergency incidents and stay calm when they occur. By equipping staff with basic first-aid knowledge and skills and conducting emergency drills and exercises, our employees can save themselves and help others when they are capable of offering assistance in evacuation during an emergency to achieve AMAZING’s safety goals.
Employee Health Promotion
The key to creating corporate sustainable business and development lies in the employees. So, AMAZING attaches great importance to employee health. By organizing several health promotion activities, we try to maintain or enhance each employee’s physical & metal health and vitality, improving our competitiveness. The health promotion activities include:
- Physical check-ups:
- Mountain hiking:
Regular mountain hike tours allow employees to release physical and mental stress by communing with nature, increasing their willpower and building cardiovascular endurance for better health.
- 2019 – Daba Peaks Mountaineering Trip
- 2020 – Hehuan Mountain East and North Peaks Mountaineering Trip
- 2023 – Daba Peaks Hiking Tour