Overview of Human Resource Structure
With regards to HTC’s global allocation, hiring and retaining motivated and exceptional employees is a key objective of HTC’s human resources strategy. HTC hires new employees through open selection procedures, with candidates offered positions based on merit. We permit no discrimination based on ethnicity, skin color, social status, language, religion, political affiliation, country / region of origin, gender, sexual orientation, marital status, appearance, disability, professional association membership or other similar considerations not relevant to job performance. According to HTC global expansion requirement, we recruit elites with diversity around the world via various channels to spread the HTC innovation spirit.
At the end of 2022, HTC global employee workforce totaled 2,173. Of these, 29.14% were foreign supervisors, accounting for the total number of global executives above manager level; foreign supervisors and professionals accounted for 17.97% of the total number of global executives and professionals, and 25.48% of the supervisors were women.
HTC's 2022 direct personnel turnover rate* in Taiwan is 12.35%, including manufacturing employees and interns; the global indirect personnel turnover rate is 16.65%, including general employees, interns and contractor personnel.
*Note: Turnover rate= the number of employees leaving the company/ the total average number of employees per year. The figure does not include employees who were involuntary resigned employee.
In 2022, a total of 974 R&D workers joined HTC globally, accounting for 45% of HTC's global employees. In addition to those in Taiwan, we have many R&D employees coming from, or based in, other countries, such as Europe, America, and Asia. We expect that the different cultural backgrounds of our diverse employees will fuse and fuel innovative thinking, so as to support HTC in the development and launch of products that meet consumer needs in different regions and with different cultural characteristics.
