Social Sustainable Development
Talent cultivation, creating performance.
- 0 A total of NT$ million
- invested in social welfare initiatives
- 0 %
- The proportion of female managers
- 0 Number of people
- participated in health promotion activities
Approaches to Sustainable Development Goals
ESG ReportEmployee Training and Welfare
◉ Talent cultivation and career development
Training and education
In order to enhance competitiveness and transform into “Wisdom Everest”, the company strengthens employee skills through human resource improvement plans, optimizes the education and training system through government assessments and guidance, and ensures the quality of training. At the same time, it cooperates with colleges and universities at home and abroad to provide internship opportunities and cultivate the next generation of talents.
The company attaches great importance to the career development of employees and provides management training and diversified courses, such as labor standards law, human rights, ESG, etc., to help new employees adapt to the environment. In addition, the company plans systematic courses to enhance employee capabilities, covering smart technology, environmental protection, health and other fields, in order to enhance the competitiveness of individuals and enterprises, and respond to the challenges of industrial transformation and trade liberalization.
In order to strengthen human capital development and talent retention, this year Everest completed a talent inventory of each department to meet the training needs of the mid-level management successor team. At the same time, based on a nine-box grid analysis of performance and potential, the company screened out 188 colleagues with development potential, included them in the reserve cadre talent pool, and initially constructed a development path. Among them, production and R&D related units (covering yarn processing, weaving, dyeing and finishing, clothing, R&D and cutting-edge technology research institutes) gave priority to the "TWI Operation Instructions" course training. At present, a total of 30 colleagues have completed the training, which has strengthened their practical capabilities in on-site operation guidance, standard process inheritance, etc. The training and promotion work has completed the phased tasks as planned. In the future, we will continue to review subsequent promotion strategies and training plans based on the overall talent development needs and resource allocation.
◉ Annual proportion of education and training courses for employees in Taiwan factories
Sustainable Development Training Course
In 2024, Everest launched the "Pursue Supreme Quality Toyota Model" course
plan, which will be taught by the company's senior on-site supervisors or external
lecturers. The planned number of participants is 11, and the total training time is
108 hours. The following is a brief introduction to the "Pursue Supreme Quality
Toyota Model" course plan and participation records, hoping to lead employees
to continuous improvement and move toward sustainable management.
◉ Number of people and hours of education and training courses for Taiwan factories in 2024
QCC Quality Control Circle
The QCC (Quality Control Circle) activity continuously optimizes work
processes and quality through group cooperation, and enhances the win-win
benefits of enterprises and employees.
Each quality control circle consists of 3 to 7 colleagues who jointly discuss and
improve common work-related problems and complete the optimization actions
within three months. Regular meetings promote teamwork and continuous
improvement, strengthening employees' quality awareness and professional
skills, and encouraging innovative thinking and problem-solving capabilities.
The activity also incorporates the ESG concept. When employees propose
improvement plans, they take into account the three major aspects of economy,
society, and environment, and transform them into concrete and feasible actions
to promote the sustainable development of the company. QCC not only improves
organizational efficiency, but also promotes employees' career development
and overall competitiveness, achieving the common goals of enterprises and
employees.
The QCC Quality Control Circle activity has now entered its seventh phase, and
institutional construction has promoted the continuous improvement in its effectiveness. In
the early stage (first and second phases), circle members were recognized through results
announcements and a supervisor evaluation mechanism, and cash rewards were given to
the top three (the first place reward was 8,000 TWD, the second place reward was 5,000
TWD, and the third place reward was 2,000 TWD). At the end of the activity, experience
sharing was arranged to strengthen learning.
Since the third phase, the reward mechanism has been adjusted to a phased
comprehensive selection. Each group of preliminary shortlisted circle members will receive
a 1,000 TWD gift certificate; at the end of the half-year period, the final results will be
announced and a comprehensive assessment is conducted to select the top three teams
and outstanding projects for rewards (the first place cash 4,000 TWD + gift certificate 4,000
TWD, the second place cash 3,000 TWD + gift certificate).
Toyota Model In order to cultivate managers' observation ability, draw a circle on the ground and have people stand inside it to observe the waste hidden in production activities. This circle is called the "Ono Circle". Each semester, participants are recruited from various units and Toyota management courses are organized for them. Every week, 2 to 3 units are selected for observation and improvement plans are proposed. Participants and on-site personnel collaborate to improve methods, solve problems, and improve productivity. Help more people understand Toyota's management philosophy and strengthen their motivation for improvement through hands-on practice; after the study, the seeds of improvement will be spread to various units to gather more people to improve together.
Security personnel education and training Before security personnel take up their posts, the security company provides 4 hours of training for new security personnel. The training content includes the company environment, operating procedures, cooperation matters, etc., so that new security personnel can understand their responsibilities as soon as possible and cooperate with the company in security work. Security personnel must receive education and training after taking up their posts.
Training courses include
- Principles and precautions for security duty.
- Clothing and etiquette.
- Emergency response and reporting process.
- Disaster relief training.
- Traffic control, traffic diversion and traffic accident assistance.
- Crisis management and suicide prevention courses.
- Basic concepts of first aid.
- Theft and robbery prevention practice, that is, strengthening the prevention of drug hazards.
- Identification and screening of high-risk families.
- Labor safety and health regulations.
- Summary of criminal law.
- Crime prevention and use of civilian power.
- Gender equality course.
- Security staff reward and punishment regulations.
Actively participate in government projects to promote sustainable development of talents.
In order to strengthen human capital development and enhance organizational competitiveness, Everest actively promotes continuous learning and functional improvement of employees. In 2024, the company par ticipated in the "Charging Takeoff Program" launched by the "Yunnan Branch of the Workforce Development Agency" and invested in a number of on-the-job training courses. The course content covers three major areas, namely management, professional skills, and system application, and includes the followings trainings: "Daye Circle Professional Training", "Amoeba Business Management Training", "Reserve Cadre Education and Training", "Garment Introduction", "Newcomer Training", "TWI Professional Training", "SAP/MES/MIS System Implementation and Application" and "Cost Accounting Application and Control Practice". Through systematic course design, it helps employees strengthen their practical skills, digital literacy and management knowledge, while promoting internal knowledge transfer and enhancing cross-departmental collaboration, thereby improving overall operational efficiency and human resource resilience.
◉ Employee Training and Welfare
Performance Appraisal
The company has formulated a reasonable salary policy and has clear policies on employee performance evaluation, education and training, and reward and disciplinary systems. In order to standardize the performance evaluation process of the company's employees and use it as the basis for adjustments of employee salary, transfers, promotions, and year-end bonuses, employee performance appraisals are conducted by supervisors at all levels of their units (management supervisors are not included in the scope of the appraisal and are jointly approved by the CEO and COO). Appraisals are conducted monthly, and the appraisal items are divided into three levels: A, B, and C based on attendance rate, work performance, and work quality. The global formal employee performance evaluation completion rate in 2024 was 100%.
Retirement system
Since 2016, Taiwan's labor laws have been revised in many ways, from the old
labor pension system that required full advance funding, to the minimum wage
increase and the "one day off for one day off" working hour system since 2017.
Everest has a deep understanding of the content of each change, analyzes the
impact, and actively complies with the law, such as hiring more local and foreign
employees, introducing Industry 4.0 in Taiwan factories, and using automation to
reduce workload and safeguard employees' labor rights.
The employee pension system of Everest Company covers all formally
appointed personnel, pension reserves are allocated on a monthly basis, and
pension payments are processed in accordance with laws and regulations. For
employees who are eligible for the new labor retirement system, the company
makes monthly contributions to individual labor pension accounts in accordance
with the Labor Pension Regulations. For employees who are eligible for the old
system, contributions will be made to their old system labor pension accounts
before the end of March each year to cover the difference for the current year.
The current company pension system follows a 13:1 ratio between the new
and old systems, and contributions are made in accordance with laws and
regulations. The Taiwan headquarters is experiencing its first major retirement
wave since establishment, but the company has ensured a smooth generational
transition by actively recruiting and cultivating new people and implementing a
succession training program for reserve personnel.
The amount of pension contributions in 2024 was RMB 106,505,000 (old
system + new system). Overseas factories plan employee retirement systems
in accordance with local laws and regulations. Everest Company attaches
importance to human resource inheritance and succession planning, and
maintains the sustainabledevelopment of the organization by recruiting and
cultivating new blood.
Employee parental leave
and the actual number of employees who applied for parental leave was 17, with
a reinstatement rate of 100% and a retention rate of 75% for employees who
remained employed for over 12 months. The Shanghai and Thailand factories
provide employees with maternity leave and related parenting benefits in
accordance with local laws and regulations.
Remarks: The number of employees who are eligible to apply for parental leave refers to those who have applied for maternity leave/paternity leave in the three years prior to the reporting period of the current year.
◉ Employee Training and Welfare
Taiwan Factory
The factory provides labor insurance, health insurance, group insurance, labor pension contributions, year-end bonuses, and offers marriage subsidies, funeral subsidies, children's education scholarships, housewarming subsidies, annual free health checks and uniform coupons. In terms of work and life care, the factory provides employee dormitories, catering, parking lots, and holds year-end parties, so that both local and foreign employees can achieve a balance between work and leisure. In addition, an employee welfare committee was established to allocate welfare funds in accordance with the law, handle various welfare measures, and provide benefits such as three festival gifts, birthday gifts, education scholarships and group insurance. Furthermore, in order to promote communication and physical and mental health among employees, the company regularly organizes parent-child barbecues, domestic and foreign travel, and subsidizes community activities every year. In 2024, a total of 574 employees and their families participated in domestic and foreign travel, enhancing the harmony between the company and employees' families.
Shanghai Factory
The factory provides pension insurance, medical insurance, work injury insurance, unemployment insurance, maternity insurance, housing provident fund, year-end bonus, and work clothes. In terms of work and life care, the factory providse employee dormitories, catering, parking lots, and holds year-end parties. In addition, a trade union committee was established to allocate trade union funds in accordance with the law, handle various welfare measures, and provide holiday gifts, birthday gifts, marriage subsidies, funeral subsidies, major illness subsidies, annual health examinations, travel and other benefits. In 2024, a total of 48 employees traveled to enhance the relationship between employees.
American Factory
In accordance with the regulations of the U.S. Department of Labor and the Occupational Safety Administration, the company provides necessary insurance, and employees can add items according to their own wishes. Candy and small cards are given to employees on their birthdays, and flower baskets are given to employees at funerals. Salaries are paid according to the factory regulations for national holidays, and the number of paid vacation days and qualifications are obtained according to the qualifications of joining the company. Every Thanksgiving Day, the factory holds a dinner for employees.
Thailand Factory
The factory provides labor insurance, health insurance, group insurance, labor pension contributions, year-end bonuses, and set up marriage subsidies, funeral subsidies, annual free health checks and uniforms; in terms of work and life care. It also provides employee dormitories, catering, parking lots, and holds year-end parties, so that both local and foreign employees can achieve a balance in work and leisure. An employee welfare committee was established to allocate welfare funds in accordance with the law, handle various welfare measures, and provide birthday gifts, group insurance and other benefits. In order to promote communication and physical and mental health among employees, the company regularly holds water-splashing festival activities every year to enhance harmony between the company and employees' families.
◉ Club Activities
Everest places great importance on the major festivals and beliefs of the countries where its foreign employees are located. The Human Resources Department regularly and thoughtfully plans related activities inviting Taiwanese colleagues to participate in sharing and exchanging the traditions and meanings of diverse cultures. Everest has a slow-pitch softball club and a badminton club. The slow-pitch softball club originally planned to hold the "EVEREST Cup" invitational tournament and organize hiking activities for retired employees. The following are the club activities at the Taiwan factory for 2024.
Slow-pitch Softball Club
Under the leadership of the president, the Everest Slow-Pitch Softball Club participated in multiple large-scale competitions in 2024, demonstrating the strong support and commitment of top management to the health of employees. The team delivered solid performances and achieved great results in every game.
Badminton Club
Everest Company regularly holds badminton matches every Wednesday from 17:20 to 22:00 at the Shanshang Elementary School Activity Center. Team members exchange skills and regularly participate in large-scale competitions such as corporate friendly matches, Everest Cup factory badminton competitions, Everest Cup neighborhood badminton invitational competitions, and Tainan City Labor Cup.
