Careers
Salary and Employee Benefits
Compensation
Compensation Guarantee
Harvatek values the compensation and benefits of our colleagues. We adopt competitive salary and benefit policies across all operating locations. Every year, we measure market salary levels and macroeconomic indicators through salary surveys to provide appropriate adjustments to our colleagues' pay, attracting talent with competitive remuneration.
Equal Pay and Diversity, Equity, and Inclusion (DEI) in Salary
Based on the principles of fairness and rationality, we formulate reasonable salary policies. Employee salaries and rewards are determined based on factors such as education, professional knowledge and skills, years of professional experience, and individual performance. Under equivalent basic conditions, equal pay for equal work is achieved regardless of gender. Starting salaries for new employees also do not differ based on race, religion, political stance, gender, or marital status.
Salaries Comply with Taiwan's Legal Minimum Wage
Harvatek's compensation policy follows local laws and is based on market value and employee contributions, combined with a performance management system to pay appropriate remuneration. The starting salary for fresh graduates not only complies with local laws but also aims to be market-competitive. In 2024, the standard salary for male and female entry-level personnel complies with Taiwan's legal minimum wage: NT$27,470. The compensation ratio of female to male entry-level personnel is shown in the table below. The differences are primarily due to education, performance, and job responsibilities, and are unrelated to gender.
Note: The compensation ratio is calculated based on full-time employees on active duty as of 2024/12/31 who received a complete base of monthly salary and bonuses for the year 2024.
In addition, according to Taiwan Stock Exchange regulations, Taiwanese listed companies must disclose the number of full-time employees not in managerial positions, the average salary, the median salary, and the differences from the previous year, as summarized in the table below.
Employee Benefits
I. Bonus System
Harvatek's overall compensation is set based on colleagues' job responsibilities, professional skills, performance, and long-term commitment, combined with the company's operational goals. Simultaneously, in accordance with the Articles of Incorporation, at least 6% of the current year's profit is allocated as employee compensation to encourage continuous contribution and long-term service, and to attract, motivate, and retain top talent! By linking individual performance with corporate results, all colleagues work together actively toward common goals and create long-term profits for shareholders! Other salary and bonus items include:
1. Allowances: Attendance allowance
2. Bonuses: Incentive bonuses based on operational status (Quarterly bonus, Year-end bonus, Seniority bonus, Talent retention bonus, etc.)
3. R&D Patent Reward System: To encourage innovation, bonuses are designed for patent proposals, applications, and certifications.
4. Annual Promotion and Salary Increase: Based on individual performance.
5. Employee Profit Sharing: Per the Articles of Incorporation, if the company is profitable, no less than 6% shall be set aside as employee compensation.
6. Employee Stock Ownership Trust (ESOT): Outstanding colleagues are selected to contribute a fixed amount from their monthly salary, which the company matches 1:1. These funds are deposited into a dedicated trust account. This not only aids in talent retention but also encourages colleagues to accumulate funds to acquire and manage company stock, sharing in business results and planning for future retirement.
Harvatek's overall compensation is set based on colleagues' job responsibilities, professional skills, performance, and long-term commitment, combined with the company's operational goals. Simultaneously, in accordance with the Articles of Incorporation, at least 6% of the current year's profit is allocated as employee compensation to encourage continuous contribution and long-term service, and to attract, motivate, and retain top talent! By linking individual performance with corporate results, all colleagues work together actively toward common goals and create long-term profits for shareholders! Other salary and bonus items include:
1. Allowances: Attendance allowance
2. Bonuses: Incentive bonuses based on operational status (Quarterly bonus, Year-end bonus, Seniority bonus, Talent retention bonus, etc.)
3. R&D Patent Reward System: To encourage innovation, bonuses are designed for patent proposals, applications, and certifications.
4. Annual Promotion and Salary Increase: Based on individual performance.
5. Employee Profit Sharing: Per the Articles of Incorporation, if the company is profitable, no less than 6% shall be set aside as employee compensation.
6. Employee Stock Ownership Trust (ESOT): Outstanding colleagues are selected to contribute a fixed amount from their monthly salary, which the company matches 1:1. These funds are deposited into a dedicated trust account. This not only aids in talent retention but also encourages colleagues to accumulate funds to acquire and manage company stock, sharing in business results and planning for future retirement.
II. Comprehensive Insurance System
Harvatek provides insurance for every employee in compliance with local regulations. In addition to Labor Insurance and National Health Insurance as required by law, we provide Group Comprehensive Insurance. Every colleague is enrolled in company-paid group insurance from their reporting date. This coverage extends to spouses and children, providing full protection and peace of mind. Insurance items include:
1. Labor Insurance
2. Health Insurance
3. Labor Pension (6% of salary contributed monthly to the pension fund by law)
4. Group Insurance: Includes Life, Accidental, Medical, and Cancer insurance
5. Dependents' Group Insurance: For spouses and children
6. Overseas Travel Insurance: Provided for colleagues on official overseas business trips.
Harvatek provides insurance for every employee in compliance with local regulations. In addition to Labor Insurance and National Health Insurance as required by law, we provide Group Comprehensive Insurance. Every colleague is enrolled in company-paid group insurance from their reporting date. This coverage extends to spouses and children, providing full protection and peace of mind. Insurance items include:
1. Labor Insurance
2. Health Insurance
3. Labor Pension (6% of salary contributed monthly to the pension fund by law)
4. Group Insurance: Includes Life, Accidental, Medical, and Cancer insurance
5. Dependents' Group Insurance: For spouses and children
6. Overseas Travel Insurance: Provided for colleagues on official overseas business trips.
III. Other Diverse Benefits
1. Regular free health examinations (Blood/Urine/X-ray/Bone Density) and semi-annual long-term night-shift physicals.
2. Body and mind wellness lectures: Smoking cessation, weight loss, meridian health, stress relief, etc.
3. AEDs installed on-site with professional training courses for colleagues.
4. Regular on-site professional physician consultations and resident nurses.
5. Gift certificates and gifts for Chinese New Year, Dragon Boat Festival, and Mid-Autumn Festival; Birthday gifts; Labor Day gift certificates/gifts.
6. Wedding gifts, funeral subsidies, maternity subsidies, and hospitalization subsidies.
7. Full subsidies for education and training; periodic department gathering subsidies.
8. Various competitions and family activities to foster camaraderie (BBQ, Hot Pot gatherings, sightseeing tours, singing competitions, Family Day, etc.).
9. Discounts at various contracted stores.
10. Free coffee for employees.
11. Artworks and cultural displays in various plant areas.
12. Company-issued Polo shirts and windbreakers.
13. Salary account transfer benefits, on-site ATMs, and passbook update machines.
14. Voucher purchasing services (Hypermarket vouchers and movie tickets).
15. Year-end banquet and lucky draw activities.
16. Free car and motorcycle parking and reserved parking for pregnant employees.
17. Comfortable and warm breastfeeding/lactation rooms.
18. Diverse vending machines (7-11, Kuang Chuan, etc.).
1. Regular free health examinations (Blood/Urine/X-ray/Bone Density) and semi-annual long-term night-shift physicals.
2. Body and mind wellness lectures: Smoking cessation, weight loss, meridian health, stress relief, etc.
3. AEDs installed on-site with professional training courses for colleagues.
4. Regular on-site professional physician consultations and resident nurses.
5. Gift certificates and gifts for Chinese New Year, Dragon Boat Festival, and Mid-Autumn Festival; Birthday gifts; Labor Day gift certificates/gifts.
6. Wedding gifts, funeral subsidies, maternity subsidies, and hospitalization subsidies.
7. Full subsidies for education and training; periodic department gathering subsidies.
8. Various competitions and family activities to foster camaraderie (BBQ, Hot Pot gatherings, sightseeing tours, singing competitions, Family Day, etc.).
9. Discounts at various contracted stores.
10. Free coffee for employees.
11. Artworks and cultural displays in various plant areas.
12. Company-issued Polo shirts and windbreakers.
13. Salary account transfer benefits, on-site ATMs, and passbook update machines.
14. Voucher purchasing services (Hypermarket vouchers and movie tickets).
15. Year-end banquet and lucky draw activities.
16. Free car and motorcycle parking and reserved parking for pregnant employees.
17. Comfortable and warm breastfeeding/lactation rooms.
18. Diverse vending machines (7-11, Kuang Chuan, etc.).
IV. Comprehensive Pension System
In accordance with legal regulations, since July 1, 2005, for new employees and existing employees who chose the new pension system, 6% of their monthly wage is contributed to a personal pension account at the Labor Insurance Bureau. For employees remaining in the old system or those with retained seniority, adequate pension reserves are calculated based on the original standards and deposited into a dedicated account at the Bank of Taiwan. For colleagues transferred to affiliated enterprises by the organization, seniority continues to accumulate, providing more protection and achieving the goal of talent circulation within the group.
In accordance with legal regulations, since July 1, 2005, for new employees and existing employees who chose the new pension system, 6% of their monthly wage is contributed to a personal pension account at the Labor Insurance Bureau. For employees remaining in the old system or those with retained seniority, adequate pension reserves are calculated based on the original standards and deposited into a dedicated account at the Bank of Taiwan. For colleagues transferred to affiliated enterprises by the organization, seniority continues to accumulate, providing more protection and achieving the goal of talent circulation within the group.
Training & Development
【Harvatek Awarded TTQS Gold Medal for Talent Development Quality Management】
In 2018, Harvatek was awarded the Gold Medal for the Talent Quality-management System (TTQS) by the Workforce Development Agency of the Ministry of Labor.
We use TTQS as our benchmark and organizational strategy as our guide. We believe that only through unremitting learning and training can we enhance employee competencies, thereby achieving company goals and meeting the expectations of customers, employees, and shareholders. By establishing a learning organization, we improve human resource quality and product competitiveness, setting a new industry standard.
We use TTQS as our benchmark and organizational strategy as our guide. We believe that only through unremitting learning and training can we enhance employee competencies, thereby achieving company goals and meeting the expectations of customers, employees, and shareholders. By establishing a learning organization, we improve human resource quality and product competitiveness, setting a new industry standard.
【Training Policy】
We believe that only through persistent learning and training can we enhance employee competence and achieve company goals. Our training and development policies are as follows:
1. Develop a learning organization and seek innovative teaching methods to find the best solutions.
2. Help employees train and strengthen existing advantages, ensuring effective human resource development planning to maximize human capital.
3. Provide comprehensive and effective training to meet company resource needs, instilling quality concepts and teaching skills.
4. Empower every employee to help the company face a rapidly changing environment and adjust work resilience effectively.
1. Develop a learning organization and seek innovative teaching methods to find the best solutions.
2. Help employees train and strengthen existing advantages, ensuring effective human resource development planning to maximize human capital.
3. Provide comprehensive and effective training to meet company resource needs, instilling quality concepts and teaching skills.
4. Empower every employee to help the company face a rapidly changing environment and adjust work resilience effectively.
【New Employee Orientation System】
To help new colleagues understand company policies and culture, they must undergo complete general education upon reporting, including company culture, organizational characteristics, manufacturing processes, personnel regulations, welfare systems, and labor safety. Based on professional needs, senior instructors provide specialized skills training, with assessments completed within three months to obtain relevant certifications. Every new employee is assigned a senior colleague as a mentor to help them quickly acclimate to the environment, solve problems, and adapt to the company.
【Self-Development】
Employees are encouraged to pursue continuous education and language learning, with relevant subsidy methods provided for individual learning.
【Diverse Learning Channels】
The company has a complete training policy and process. Every year, training needs surveys and competency gap analyses are conducted based on organizational strategy and unit needs to plan corresponding training courses. Through various systems, every employee can quickly adjust their capabilities to meet challenges!
【On-the-Job Training (OJT) System】
Internal Training: To enhance professional skills, each department head proposes practical courses annually covering manufacturing, technology, materials, quality, marketing, EHS, and finance.
OJT: Regular practical training is implemented based on job-required professions to achieve the effect of learning by doing.
Reading Clubs: For experience inheritance, regular internal training and report discussions are held to share knowledge and create a common language.
External Training: Employees apply for external courses based on job needs to improve professional competitiveness.
Cadre Monthly Meetings: Team consensus and correct work attitudes are established through the promotion of management philosophies and experience sharing.
OJT: Regular practical training is implemented based on job-required professions to achieve the effect of learning by doing.
Reading Clubs: For experience inheritance, regular internal training and report discussions are held to share knowledge and create a common language.
External Training: Employees apply for external courses based on job needs to improve professional competitiveness.
Cadre Monthly Meetings: Team consensus and correct work attitudes are established through the promotion of management philosophies and experience sharing.
【Internal Instructor System】
We place special emphasis on cultivating internal instructors. Internal training courses are taught by teachers certified through the internal instructor system. This not only effectively transfers knowledge but also utilizes existing human resources. Materials are designed by experienced instructors to pass on professional knowledge and leadership skills.
Training Executive Committee (TEC)
Responsible for planning and coordinating professional training across functional organizations, enhancing learning exchanges between departments to achieve performance indicators and strengthen professional competitiveness.
Responsible for planning and coordinating professional training across functional organizations, enhancing learning exchanges between departments to achieve performance indicators and strengthen professional competitiveness.
Education and training cost money; not doing education and training costs more.
~Quality education and training are the best benefits for employees.~
~Quality education and training are the best benefits for employees.~