GIGABYTE defines a clear set of criteria for recruitment. We look for multi-national and multi-disciplinary talents based on the development focus of each business unit and department. The cultivation of the younger generation is important to us as well. We establish industry-academia cooperation programs with colleges and universities and organize long-running product design competitions that provide students with a stage to showcase their knowledge and creativity, expand their horizons on career possibilities, and enrich their practical experiences. 

In 2024, the overall new hire rate at GIGABYTE was 49.3% with 1.34% being internal re-assignment. Overall turnover rate was 42.65% with 13.42% being voluntary separations. Turnover rate was relatively high due to departure of winter break workers and students when their contract expires, personnel resigning or applying for leave before the Lunar New Year holidays to return home, and the recruitment of additional personnel. Employees in Taiwan who submitted resignation applications were analyzed to identify the reasons for their departure.  Most were due to the work was not what they expected, family reasons, health reasons, continuing education, and personal career plans. In the future, we will explain the nature of the job in greater detail during the interview to ensure that applicants are on the same page when it comes to work. We also offer unpaid leave and continuing education subsidies. For involuntary separations (retrenchment), counseling plans or assisted re-assignment to another department are offered depending on the actual situation. Employees are provided with all powerful support and caring. Labor shortage is becoming a widespread challenge in the industry. GIGABYTE will also initialize our key talent inventory plan in 2025 to boost the retention rate of key personnel and maintain the Company’s competitiveness.

2024 Statistics of Resigned Employees and Ratio

The compensation system at GIGABYTE is based on grade, education, background, seniority, and fair performance evaluations to ensure that they accurately reflect each employee’s contribution. For detailed information on the distribution of employee and directors’ compensation, please refer to p.21 and p.111-112 of the GIGABYTE 2024 Annual Report; for details on the number, average salary, and media salary of full-time employees in non-management positions in the Taiwan region, please refer to the Market Observation Post System website. A variety of rewards and benefits are offered by GIGABYTE on top of the basic salary, including long-service awards, patent awards, quarterly bonuses, performance bonuses, and employee stock ownership trust.

2024 Ratio of the Average Salary of Basic-level Employees to the Local Minimum Wage

Note 1: Base salary is the full-time salary of entry-level personnel not including any bonuses, overtime, and stipends. Entry-level is defined as grade P01; Giga Computing defines entry-level as grade P02.

Note 2: Giga Computing’s on-site personnel are counted as part of Giga Computing’s Headquarters. GIGAPIC, G-Style, Cloudmatrix and Selita had zero personnel that met the definition for employees so the ratio between employee salary and local minimum wage is shown as in the above table.

GIGABYTE adjusts salaries based on the current year’s price index, industry salary adjustment standards, civil servant salary adjustment ratios, as well as individual performance appraisals. When work goals are met, bonuses are issued.

Note 1: Compensation: Compensation paid to full-time personnel (including bonuses, overtime, and stipends).

Note 2: Senior management (grade M07 or above); middle management (grade M05 ~ M06); Junior management (grade M01 ~ M04); Senior specialist (grade P06 and above); general specialist (grade P01 ~ P05).

Note 3: Average compensation: Includes base salary, living stipend, and meal stipend but does not include annual bonuses.

Note 4: The category had no employees and was therefore marked with a “–”.

Performance management was employed by GIGABYTE to enforce joint accountability and reward for employees during the business management process while also taking care of employees’ career development. The internal performance e-management systems are used to set work target KPIs at the start of the year. Target progress is tracked and adjustments made if necessary. Target performance is inspected at the end of the period to evaluate employee performance. Performance evaluation results are then applied to HR decisions such as compensation and promotion. They are also used to encourage employee development and provide counseling. All Group employees underwent employee evaluations. The nature of the evaluation varied depending on the region and work format.

A comprehensive benefits system has been set up place by GIGABYTE. In addition to providing better than statutory insurance, leave, pensions, and health exams, we also provide a variety of enhanced benefits to construct the most comprehensive support network for employees. A Joint Employee Welfare Committee has also been established to increase happiness in the workplace by enhancing the benefits policy and promotional events for employees at appropriate times. To help every employee balance their work and personal life, GIGABYTE has also introduced several policies and initiatives including flextime, family day, club activities, and diversified EAP activities to boost happiness in the workplace. The following employee benefits are mainly applicable to locations in Taiwan; The Dongguan and Ningbo factories in China enjoy statutory retirement plans, group insurance, annual health exam, flextime and long-service bonus.