Supporting the SDGs
The Company supports the Sustainable Development Goals (SDGs) by aligning its labor practices with sustainability principles, with a focus on the following:
Goal 3 Good Health and Well-being
By promoting a safe and healthy working environment for employees
Goal 8 Decent Work and Economic Growth
By supporting workforce development and enabling sustainable career growth
Goals
Employee training and development
Indicators
Employee training and development hours
Base years
2024: Not less than 50 percent of the total average employees
Target years
2025: Not less than 50 percent of the total average employees
Promoting employee relations and participation
Indicators
Average employee engagement score
Base years
2024: Average employee engagement score not less than 80 percent.
Target years
2025: Average employee engagement score not less than 80 percent.
Child labor
Indicators
Employee Hiring
Base years
2024: Employees under 18 years old must be 0.
Target years
2025: Employees under 18 years old must be 0.
Others: Labor dispute
Indicators
Number of labor disputes
Base years
2024: Zero labor disputes
Target years
2025: Zero labor disputes
Others: Resignation of permanent employees
Indicators
Turnover Rate of Permanent Employees
Base years
2024: The turnover rate of permanent employees must be less than 10 percent.
Target years
2025: The turnover rate of permanent employees must be less than 10 percent.
Performance Highlights
The Company has a plan to develop employee engagement to foster a sense of belonging among employees. This is in line with the human resource management system development plan, starting from recruitment, training and development, and continuous retention, to promote employee engagement. We believe that when employees have a strong sense of commitment and attachment to the organization, it will lead to highly effective employee performance. The target for the average employee engagement score is set at no less than 80% by 2025. The current rate is 89%, which is the same score as the previous year. The Company and its subsidiaries have not had any labor disputes over the past 3 years. In the past year, the employee turnover rate was approximately 7%, an increase of 1% from the previous year, against a set target of less than 10%.
The average employee engagement score is
Challenges and Opportunities
The Company operates in an environment influenced by evolving labor laws and increasing stakeholder expectations, particularly in relation to human rights, equality, and workplace safety.
In addition, as a technology and service provider, the Company relies on highly skilled professionals. This creates key challenges in workforce management, talent retention, and continuous skill development to keep pace with technological changes. However, these challenges also present opportunities to strengthen labor practices and employee care through structured workforce management. This enhances employee engagement, improves operational efficiency, and elevates service quality for enterprise customers. Furthermore, it helps mitigate operational risks and build trust among customers, investors, and business partners, reinforcing the Company’s position as a responsible organization and supporting long-term growth in System Integration and Digital Solutions.
Management Approach and Value Creation
Fair Compensation and Employee Benefits
The Company has clearly defined strategies and guidelines regarding compensation and benefits as a form of reward and work incentive. The company considers its financial performance, employees' annual performance (Key Performance Indicators: KPIs), and economic trends concurrently. However, the consideration for compensation (salary, incentives, bonuses, and non-monetary benefits) and various welfare benefits is benchmarked against market rates in the same industry sector. This is to ensure competitiveness in the market and to attract highly skilled and experienced personnel to the company, as well as to retain talented employees for long-term employment. For wages, the company provides a salary structure for all positions, divided into various levels and main job groups. Each job level clearly defines minimum and maximum salary rates. This serves as a framework for managing salaries to maintain consistent practices, thereby fostering internal fairness within the organization. Since the salary structure is determined based on labor market wage surveys from similar or comparable businesses, the established salary structure confirms that the company's overall employee salaries are competitive with the market. Salary figures at the same level will vary depending on the performance rating and experience or number of years in that position
