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Avalue continuously monitors changes in human resource structure and employee turnover. In 2024, the employee new hire rate was 17.60%, and the turnover rate was 13.20%. From the age structure analysis, both new hires and departures in 2024 were mainly in the 31-50 age group, reflecting that this age group is a relatively unstable group with a higher turnover rate in the workplace. In addition, the new hire and turnover rates for male employees were both higher than those for female employees, indicating that the proportion of male employees in human resource mobility is relatively high. Avalue will continue to monitor trends in human resource structure and mobility, optimize human resource allocation and talent retention strategies, and ensure stable organizational operations and sustainable development.

In 2024, due to organizational optimization and adjustments to personnel budgets, the total number of employees increased. However, there was no significant difference in the number of new hires and departures in the past two years, resulting in a slight decrease in the new hire and turnover rates.

Avalue values employee professional competence and skill development and continuously promotes diverse and systematic education and training mechanisms. In 2024, Avalue reached 2,024 training sessions for internal and external employees, with a total training time of 6,150.5 hours and total training expenditure of NT$528,149. Through the combination of the SUNNET Technology CTMS training master system and the eHRD platform, it provides personalized course planning and a blended learning model integrating online and offline learning, effectively enhancing the training efficiency of new hires and improving the continuous learning and skill development of existing employees, demonstrating the company’s emphasis on talent cultivation and sustainable operation.

Avalue has stipulated that specific positions must possess professional certifications or qualifications before taking office in accordance with relevant laws and regulations and the nature of the work, ensuring that employees have the professional competence and compliance awareness required to perform their duties. For positions involving occupational safety and health, employees must complete statutory education and training and obtain certificates in accordance with the “Occupational Safety and Health Act” and related sub-laws before performing work, such as special operations personnel and high-risk operations personnel, who must regularly complete retraining and qualification updates. In addition, the company’s audit and accounting professionals also have annual training requirements to meet legal and industry standards. For example, internal auditors must complete professional development courses for a specified number of hours each year to enhance their risk identification and internal control execution capabilities. Accounting and finance personnel must participate in courses on new tax systems and IFRS regulations to ensure the accuracy and compliance of financial reporting.

To help new employees quickly adapt to the workplace and understand the company’s operating model, Avalue’s management unit uniformly plans and implements onboarding training courses, covering basic introductions to the company’s organizational structure, management regulations, quality systems, and green environmental management systems, and arranges on-the-job training in various departments based on the work attributes of new employees to enhance practical knowledge and familiarity with departmental operations. In 2024, a total of 60 new employees were hired, and a total of 4 internal training courses for new employees were held throughout the year, with a cumulative completion rate of 52 people and a total training time of 279.5 hours. The actual completion rate was slightly lower than the total number of new hires due to some new hires leaving before completing the training and some training arrangements in the production line migrant worker departments.

For new employee training courses, the management unit conducts post-training satisfaction surveys after the courses are completed, with an overall average satisfaction rate of over 90%, indicating that the course design and content arrangements can effectively respond to the learning needs of new employees. The reasons for the incomplete training include work changes, premature departure or leave of absence for personal reasons. The company will also continue to improve the training notification and attendance tracking mechanisms to enhance training attendance.

Avalue is committed to promoting employee competency management and a lifelong learning system to help employees continuously improve their skills, enhance their employability, and support their long-term career and retirement planning. In 2025, a large-scale competency model restructuring will be carried out, re-examining and constructing three major models: "Core Competencies," "Management Competencies," and "Professional Competencies," to clearly define the key behaviors and skills required for each position. After the model is established, it will be fully applied to human resource systems such as recruitment, promotion, performance management, and development planning. Through regular competency inventories and gap analysis, it will ensure that human development is aligned with organizational goals.

Employee competency development will be combined with the “104 HR assessment system” or manager evaluations to identify individual training needs and growth directions and develop individual development plans (IDPs). Managers and employees will jointly set annual goals and cultivation strategies, regularly track and review and adjust them, ensuring that learning outcomes are implemented in practical work. At the same time, in conjunction with the upcoming introduction of the SUNNET Learning Platform, it will provide functions such as learning progress tracking, course registration, progress inquiry, online learning, and record keeping to help employees independently plan their career development blueprints. In addition, the company integrates resources from the e-Learning Digital Learning Platform to encourage employees to participate in professional certification training related to their competencies and provide cross-departmental rotation opportunities to broaden their skills and career horizons. Every year, we also plan to organize thematic competency improvement courses, such as digital transformation and AI applications, to continuously enhance employees’ core competitiveness in the face of industry changes and future challenges. 

In accordance with the “Labor Standards Act,” Avalue has established a clear internal performance evaluation method. The evaluation content covers quantitative performance goals for departments and individuals, as well as competency behavior indicators, and closely links the evaluation results with corporate governance, operational performance, and sustainable development strategies to enhance overall organizational effectiveness and employee development. The company conducts performance evaluations regularly each year, with all employees as the evaluation subjects, excluding the Chairman, the General Manager, long-term expatriates, masseurs, new hires less than 6 months, and directly employed foreign nationals. The performance evaluation coverage rate in 2024 reached 100%, demonstrating that the company has a stable and institutionalized performance management mechanism and continues to improve coverage and fairness as an important basis for reward systems, career development, and human resource decisions.