Workplace Well-being

Gemtek Technology recognizes the importance of employee training and development in enhancing productivity and work quality. To address both employee needs and organizational goals, Gemtek designs annual training plans that cover a range of topics, including new hire orientation, professional development, leadership training, environmental health and safety audits, and computer office tools.

We value the career development of female employees and actively promote gender equality across all levels, from management to frontline staff. We encourage and support women to participate in training programs, providing them with more opportunities for career growth.
In 2023, female employees in managerial roles received an average of 29.9 hours of training, while non-managerial female employees averaged 13.3 hours. Overall, female employees had significantly more training hours compared to their male counterparts.

Gemtek offers a comprehensive career development framework to actively retain talent, encouraging employees to self-motivate and enhance their work capabilities and performance. Through a “Dual Career Development System” for both professional and managerial tracks, employees can advance in both technical and management fields based on their individual traits, expertise, and career goals. Additionally, internal job openings are transparently communicated, respecting employees' desires for career transitions. This approach aims to stimulate employees' potential and reduce job burnout by providing varied job experiences. The Company has established a policy for on-the-job continuing education, encouraging employees to pursue further education to improve essential professional knowledge and skills, while also expanding their perspectives and etworks.

• Promotion of Indirect Employees: The"Dual Career Development System" adoptsa dual-track system based on professionaland management criteria. With referenceto an employee’s past work experience,project experience, and job performance,the department manager will nominateand submit the assessment results to the Personnel Evaluation Committee for reviewand evaluation.

 

• Promotion of Direct Employees: Basedon work performance and organizationalneeds, an employee may be promoted toroles such as a production line manager(e.g., team leader or foreman), assistantengineer, or engineer.

 

In 2023, all employees, regardless of gender, participated in career development plans, ensuring equal career opportunities for everyone.

Gemtek’s performance management and employee development systems are closely integrated, playing a key role in determining eligibility for career opportunities and rewards based on job performance. The company conducts performance evaluations twice a year, with rewards and promotions based on individual performance, skill development, and business growth. New employees with less than 24 weeks of employment and reinstated employees who have been back for less than 16 weeks are excluded from the assessment, except for the chairman of the board. Employees are required to collaborate with their supervisors to set work and career development plans for the next six months. At Gemtek (Kunshan) and Gemtek (Changshu), new regular employees with less than 3 months of tenure are not included in the evaluations but must work with their supervisors to set goals and development plans for the next six months. At Gemtek Vietnam, new regular employees with less than 24 weeks of tenure are excluded from the assessment. Additionally, Gemtek (Changshu) did not conduct performance evaluations in the second half of 2023 due to the handling of business divestment. In 2023, all employees, regardless of gender, underwent the assessment.