GMTC has attached great importance to employees, adhering to the principles of fairness and diversity. During recruitment, hiring, performance appraisal and promotion of employees, the Company upholds equality in terms of gender, age, race, religion, political affiliation, marital status, educational background and experience, as it mainly considers having the right person in the right job. In addition to combining multi-channel talent acquisition channels, such as HR companies, government-sponsored talent recruitment activities, summer internships, and industry-academia cooperation, we also encourage employees to introduce new talents by providing referral bonuses, and recruiting new talents for future corporate development. 

We recruit outstanding talents from across industries, activate organizational vitality, and use the flexible salary review mechanism to consider educational background, place of residence, and transportation distance at the same time for hiring and salary to facilitate the attraction of outstanding talents; new employees joining the Company and passing the evaluation at the end of their probationary period will be accepted. They may apply for a salary increase and are provided a retention shareholding subsidy of up to 200%. 

At the beginning of 2023, all employees were rewarded for their hard work in creating corporate profits with an increase in base salary of 3% In addition, the Company took the market salary structure and adjusted the internal salary structure into account at the same time by considering the Company's financial and operational performance, linking the work performance of employees, providing cash bonuses to employees every quarter of the year, giving timely rewards to employees, and issuing year-end bonuses and dividends when there is a surplus in the annual settlement. The Company has long promoted employee stock ownership, and those who pass the probationary assessment are applicable to the employee shareholding trust system. The Company provides a 25% subsidy when employees purchase the Company's stocks every month. Employees are encouraged to make long-term savings to plan for future retirement and participate in the growth of the Company. By optimizing salaries and benefits, we attract and retain talents. As of the end of 2023, 791 people qualified to participate in the trust holding, and the actual number of participants was 215, accounting for 27.2% of the total number of employees. 

In 2023, we hired 134 new employees, of whom 52.2% were from Tainan City and 23.1% were from Thailand. We also encourage employee referrals and provide referral bonuses to expand recruitment sources to meet the Company's operational needs. In 2023, the employee turnover rate was about 11.6%, of which 27 people were over the age of 51.The main reason for this is that they retired at the same age and were transferred to related companies of the Group. For better talent recruitment, GMTC has improved the employees’ work efficiency and reduced their workload by improving the overall business process and operating efficiency.

With the aim to care for employees and their family members, GMTC provides comprehensive employee benefits, an incentive compensation bonus system, considerate care, and preferential benefits to enable employees to work with peace of mind and ensure that employees and their families have a comfortable life. 

The ratio of average base salary of entry-level employees to the basic salary in Taiwan is 107%. If an employee needs to work overtime, the Company will pay the overtime based on full salary according to the Labor Standards Act. In 2023, the average annual salary of non-managerial staff was NT$997 thousand, and the median salary was NT$975 thousand. The ratio of the annual total compensation of the highest paid individual to the median annual total compensation of other employees in the organization (excluding the highest paid individual) was 3.2, and the ratio of the percentage increase in annual total compensation for the organization’s highest-paid individual to the median percentage increase in annual total compensation for all employees (excluding the highest-paid individual) was 10.81. 

GMTC provides employees with labor and health insurance, retirement pensions, p pregnancy checkup accompaniment and paternity leave, and parental leave without pay in accordance with relevant laws, with group insurance for new employees. Colleagues can also pay for preferential group insurance for their family members, so that group insurance coverage covers the employees and their families. In addition, the Company also provides employees with comprehensive travel insurance for long business trips, in order to protect employees who are working abroad.

The labor health examination cycle goes above what is required by law, and free annual health checkups are provided regardless of age. In response to the problems faced by female employees such as babysitting and breastfeeding, we have set up breastfeeding rooms for employees and allow employees to apply for unpaid parental leave. After the expiry of the unpaid parental leave period, the Company will arrange for the employees to be reinstated and take on their duties. To achieve harmonious labor-management relations, we have established an Employee Welfare Committee (hereinafter referred to as "Welfare Committee") that provides employees with travel subsidies, cash gifts for three festivals (New Year, Labor Day, and Mid-Autumn Festival) and birthday gifts every year. In addition, relevant subsidies will be issued to employees on weddings and funerals. In 2023, in conjunction with GMTC’s 30th anniversary, employee travel subsidies were increased by NT$20,000, and in cooperation with Star Travel, employees will be provided with exclusive discounts for domestic and foreign travel. In 2023, there were a total of 67 employee travel groups. A total of 807 people participated in the groups, including employees and their families.

The leave system complies with the Labor Standards Act, except for granted annual paid leaves, maternity/paternity leave and parental leave without pay. Employees who need a longer leave due to major accidents or special circumstances can also apply for leave without pay, in order to take care of themselves and their family and avoid the need to move for recuperation.

The employees who have served in the Company for more than 6 months, and are parents of eligible children under the age of 3, can apply for parental leave before their child turns three years old. In 2023, a total of 54 employees qualified for parental leave without pay and six employees applied for parental leave. It is estimated that 10 people were reinstated from parental care in 2023, and 8 people have actually been reinstated, with a reinstatement rate of 80%. In 2023, the total number of employees reinstated from unpaid parental leave was 6. Among them, one colleague applied for parental leave within one year. Therefore, the reinstatement rate was 83%.

Sustainable operations rely on the long-term cultivation and development of talent. GMTC plans its training and education system based on strategic goals and operational plans. From the beginning of their employment, new employees undergo relevant training, and throughout their career development, necessary training is continuously reviewed and systematically completed. This gradual approach includes introductory and labor skills enhancement courses, project capability training, industry-academia collaboration, and leadership and management training for those promoted to managerial positions, aimed at improving the knowledge and skills required for personal career development. GMTC attaches great importance to cultivating talents, and has established the "Regulations Governing Training and Education." All relevant training and education shall be handled in accordance with the Regulations. GMTC planned annual training courses for each level according to business policies, legal compliance, and employee functions to strengthen the learning efficiency of participants and improve employee quality and benefits of employee development.

Since 2000, GMTC introduced GE’s professional training on Six Sigma and Lean Manufacturing, so as to reduce costs, increase on-time delivery rate, and improve product quality, thereby strengthening corporate structure, tapping into the international supply chain, and quickly strengthening corporate competitiveness. To this end, we have established a professional training and promotion team to internalize the courses and promote them. Through the beginner Lean Six Sigma (LSS) and advanced Six Sigma courses, GMTC’s employees can systematically learn and implement projects, and complete hundreds of improvement projects for the organization to continuously learn and grow together. The Company has established a fair and objective promotion system in conjunction with the above courses. In addition to monthly performance appraisals for all employees, it serves as an objective basis for promotion. One of the requirements is to conduct regular annual promotion evaluations for qualified employees, and to adopt a "dual-track" promotion system for management and non-management positions to prevent talent loss due to lack of room for development, retain various talents, and promote the comprehensive development of the Company's team.

We will continue to promote Six Sigma and Lean Six Sigma (LSS) project management training courses, so that all of GMTC’s employees can participate in quality improvement activities. With the aim of improving customer satisfaction, all of the Company’s employees are aware of the spirit of continuous improvement. In addition to internal training, we also dispatch personnel to professional training institutions at home and abroad for training and education to obtain relevant certification and certificates of completion.

In order to motivate employees to achieve the Company's annual operating goals, monthly performance Appraisals are conducted. In addition to personal achievement, the Company also focuses on employees' attitudes. Seriousness, professionalism, and discipline are the work attitudes that the Company has always emphasized. Double assessment is used as a reference for employee performance management, training and development, and promotion evaluation. GMTC attaches great importance to the career growth and development of each employee and conducts promotion evaluations in June and December every year. Through the operation of the appraisal system, we provide support and guidance that are helpful for employees’ personal growth and career development, and at the same time improve the overall organization performance and competitiveness.

GMTC has always attached importance to two-way communication between the Company and employees, providing an open and transparent communication channel for employees to express their opinions freely, with effective communication to understand the ideas of employees, so as to achieve harmony and a win-win situation between labor and management. We have established multiple communication channels, including the employee grievance management regulations. Employees can make named or anonymous grievances in writing to the Human Resources Department. After processing, they will be forwarded to their supervisors for review. In 2023, there were no employee grievances or labor disputes.

In order to encourage employees to participate in workplace social clubs, GMTC’s Employee Welfare Committee has been subsidizing its social clubs every year, such as running, biking, swimming, hiking, softball, basketball, golf, and badminton clubs. Since the end of the epidemic, various clubs have been organizing various activities, with a total of 142 sessions of routine training and 36 public activities. The goal is to provide employees with diverse, healthy, and fun activities for holiday, leisure and entertainment, thereby achieving work-life balance. The events promote communication and enhance friendship among employees.