Human Resources

Human Resources

The percentages of fixed term contract employees are 0.18% in 2021, 3.3% in 2022 and 2.5% in 2023.
High-quality workforce structure with nearly 86% of employees holding a bachelor’s degree or higher.
To achieve overall business strategic goals of the company, D-Link has been investing in the development of smart home products and cloud services, with R&D personnel accounting for more than 44.1% of the total workforce in the head office.

Employee Education Background

R&D Personnel Percentage

Number of Global Employees for the Past Three Years

2023
2022
2021
Taiwan
518
515
555
American Region
73
76
124
European Region
457
434
447
Asia and Others
545
627
707
Total
1593
1652
1833
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Employee opinion survey

In addition to providing employees with a grievance venue, D-Link collected employees’ opinions through employee satisfaction and engagement surveys to create a more friendly workplace environment. The 2021 employee satisfaction and engagement survey was launched in early 2022, with a completion rate of 35.58% and a satisfaction score of 68/100; the 2022 employee satisfaction and engagement survey was launched in December 2022 and completed in January 2023. The survey was conducted anonymously and included eight aspects including supervisor, colleagues, work, salary, development, corporate culture, engagement and overall satisfaction. The survey completion rate of 71.5% and a satisfaction score of 77.2/100. The 2023 employee satisfaction and engagement survey was initiated in December 2023 and completed at the end of December 2023. The survey was conducted anonymously, covering nine aspects: supervisor, colleagues, work, salary, development, corporate culture, professionalism, sustainable operations and overall satisfaction. The completion rate was 72.1%, and a satisfaction score of 75.6/100.

Employee Well-being

The work-life balance for employees is most important to D-Link, and taking care of each employee has been our on-going commitment. We hold workplace safety and health seminars from time to time, offer regular medical examinations to monitor employees’ health, and on-site nursing staff to provide the latest health information. A fully-equipped gym with shower facilities in our office building are also free to employees for usage.

Freedom of Association

D-Link respects every employee’s right to freedom of association and the right to form a union according to law. To establish a friendly and smooth communication channel to protect the rights and interests of employees, the Company has set up a labor-management meeting, an employee welfare committee, an employee suggestion box, and an employee complaint channel (general complaints and workplace sexual harassment complaints). Since December 2022, to provide multiple channels for employees to express their ideas and suggestions, the “Appointment with Supervisors” campaign has been arranged, so that the Company can also better understand the opinions of employees, and then reach a consensus through discussions. Organized 11 sessions of “Appointment with Supervisor” events, with a total of 18 employees participating in 2023.

Protection for Female Employees

D-Link adheres to all relevant gender equality regulations for female employees. We offer private nursing rooms, maternity leave, flexible working hours (start time 8:00 to 9:30 AM, end time 5:00 to 6:30 PM), and paid family leave superior to the regulations to help female employees achieve a healthy work-life balance. 
D-Link avoids gender inequality in recruitment and promotion. The percentage of female employees increased from 45.0% in the end of 2022 to 46.1%, up 1.1%. The percentage of female employees continues to grow every year, with 57.1% of senior executives being female; in the future, we will continue to increase the proportion of female supervisors to female employees to achieve substantive equality.
In 2023, 93 new employees were hired, and in terms of gender ratio distribution, the percentage of female new employees was 1% higher than that of male new employees.
In 2023, 88 new employees resigned, and in terms of gender ratio distribution, the percentage of female employees resigned was 1.2% lower than that of male employees resigned.

Labor Standards

D-Link has not experienced any incidents of non-compliance with labor standards resulting in penalties in the year of 2023.
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Salary and Bonuses

D-Link formulates its salary policy with the concept of market competitiveness and internal fairness. The overall salary positioning is based on the information from market survey by the third party, and in accordance with the overall economy and economic changes, government regulations, etc., and also taking the Company’s overall profit performance, the unit performance and individual performance into consideration for adjustment and change. Our diversified compensation system includes the issuing of  performance incentives and employee dividends; according to the Company’s articles of incorporation, 1% to 15% of the current year’s profit is set aside and 5% is distributed as employee dividends for 2023, so that employees can reap the benefits of business results. In 2022, our average salary increase for the entire company was 4.8%, with some over 30%. In 2023, our average salary increase for the entire company was 4.17%, with some over 18%. In 2024, our average salary increase for the entire company was 4.12%, with some over 18.8%.
 
Our compensation policies comply with international labor laws in each country and our human rights policy, and strictly prohibit any discrimination against anyone for reasons such as gender, race, religion, marital status, or political views. Salaries and benefits are adjusted according to performance reviews and includes varied bonus opportunities to ensure we attract and retain outstanding talent.
 
 
To encourage employees to pursue continued growth, D-Link provides twice a year opportunity of promotion and salary adjustment for outstanding employees based on the performance management and development system and promotion system, and define reward and punishment rules to award special contributions and outstanding employees.
Item/Year

2024

2023

2022

Percentage of Employees with Salary Adjustments

92.44%

93.04%

83.7%

Overall Salary Adjustment Rate

4.12%

4.17%

4.80%

Generous Annual Vacation and Leave Allowance(superior to the statutory minimum required by law)

  • New employees have a 3-day advanced annual leave form the date of entering the Company(excluding contract employees). 
  • 5 days of sick leave with full pay per year(including menstruation leave/excluding hourly employees).
  • 3 days of family care leave with full pay per year (excluding hourly employees).
  • Flexible working hours (1.5 hours).
  • Those with a miscarriage after two or more months of pregnancy but less than three months should be prevented from work and given one week of paid maternity leave.
  • No make-up days on Saturdays in 2023 and 2024. 
  • Remote work application

Insurance

  • Group insurance at no charge for employees: Term Life Insurance, Accident Insurance, Hospitalization Medicare, Cancer Insurance, Critical Illness Insurance, Occupational Accident Insurance.
  • Subsidized coverage for family members: Hospitalization Medicare, Cancer Insurance.
  • In response to the COVID-19, provide employees the relevant insurance protections during epidemic prevention period in 2022 . 
  • Travel insurance/Sudden illness medical insurance.

Retirement

The Company’s retirement matters are handled in accordance with the Labor Standards Act, and also the Labor Pension Act launched in 2005 for the implemented new pension system. The Company’s employees may choose between the old or new pension system based on their own will. For the old pension system, the Labor Retirement Reserve Fund Supervisory Committee is established, and a Labor Retirement Reserve Fund Account is set up according to the law, to which a fund is appropriated monthly accordingly. The retirement reserve fund is set aside at 2% of the actual salary at the contribution rate approved by the competent authority on a monthly basis and deposited in a special account in the Bank of Taiwan.
The Company amended its employee retirement regulations in April 2020, which were approved by the Department of Labor, Taipei City Government. The balance of the Bank of Taiwan’s labor retirement reserve fund is NT$77,461 thousand. In 2023, the Company recognized pension expense of NT$34 thousand and recorded a defined benefit asset of NT$5,209 thousand in excess of the defined benefit obligation in the retirement reserve fund account. For employees who meet the retirement requirements under the law, pension payments are based on the length of service and the average salary for the six months prior to retirement, with two bases for each year of service up to and including 15 years and one base for each year of service over 15 years, subject to a maximum accumulation of 45 bases. In accordance with Article 3 of the Regulations for the Allocation and Management of the Workers’ Retirement Reserve Funds, the accumulated amount of the Company’s labor retirement reserve fund is sufficient to cover the future retirement of all employees who chose the old pension system. After consideration and approval by the Labor Retirement Reserve Fund Supervisory Committee, the Company has reported to the Department of Labor, Taipei City Government to suspend the appropriation of the labor retirement reserve fund from January 2023 to December 2024 (Notice of Department of Labor, Taipei City Government No. 1126002643 and No. 1136007415 ).
The Labor Retirement Reserve Fund Supervisory Committee meets once every three months. In 2023, the Labor Retirement Reserve Fund Supervisory Committee held four meetings (1/11, 4/6, 8/16, 11/15), and may hold temporary meetings if necessary. In 2023, a total of three applications for labor retirement reserve fund under the old pension system were approved, and the pension were paid in accordance with law.
In accordance with the Labor Pension Act, the Company’s defined contribution plan is based on a contribution rate of 6% of employees’ monthly wages to the individual labor pension accounts at the Bureau of Labor Insurance, while overseas subsidiaries make contributions in accordance with the relevant local laws and regulations. The Company and overseas subsidiaries recognized pension expense of NT$139,194 thousand in 2023.

Benefits

  • Cash, gift vouchers, and gifts for various holidays and birthday.
  • Outdoor activities for employee relaxation and bonding.
  • In 2023, 14 clubs  are funded by the company. In 2024, 18 clubs are funded by the company.To encourage peer learning, we also subsidize other special events. Funding is also provided for special events to promote personal development through individual interests and peer learning.
  • Employee cafeteria and subsidized meals to promote a healthy diet.
  • Preferred employee parking(cars:NT$500/month, motorcycles:free).
  • Massage Service. 
  • Subsidy for external training. 
  • Employee travel subsidy. 
  • Overtime meal allowance. 
  • Marriage, funeral, childbirth, hospitalization, and emergency assistance. 
  • Outstanding talent recommendation bonus (excluding specific supervisors and recruitment-related units). 
  • Coffee bar birthday gift cup. 
  • Employee discounts for group-affiliated enterprises. 
  • Employee purchase (welfare goods) discount.
  • Discounts offered by collaborative stores.
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Diverse Learning

D-Link strengthens organizational human resources and constructs a unique learning system to enhance the competitiveness of the enterprise’s sustainable operation based on its organizational strategy, vision, and values, and through a comprehensive course development plan, and according to different attributes such as new employees, general employees, entry-level supervisors, mid-level supervisors, and senior supervisors, with off-work training, on-the-job training, and self-development as the main axis. For new employees, D-Link provides complete training courses which focus on helping them quickly understand the Company’s system and related benefits, and deepen their centripetal force and sense of identity with the Company. Since October 2022, the Company has included “Human Rights Promotion”, “Intellectual Property and Personal Data Law Promotion”, “Ethical Corporate Management Promotion” and “Gender Equality and Prevention of Sexual Harassment in the Workplace” in the compulsory courses for new employees.

D-Link encourages employees to give internal lectures, share and inherit work experience, and organizes training courses internally or arranges for external institutions to provide relevant professional training according to the job attributes and professional skill requirements of each unit. Senior employees also have the opportunity to serve as coaches and mentors to assist new employees/interns/engineering students in quickly blending into D-Link’s work and life. 

Meanwhile, in combination with the corporate sustainable development goals, health promotion, legal compliance and other needs, D-Link implements common training and publicity courses in a diversified way, including courses related to intellectual property and personal data law, courses related to ethical corporate management, courses related to gender equality and prevention of sexual harassment in the workplace, human rights related courses, information security related courses, legal compliance courses, and also health promotion related lectures to enhance work-life balance for employees. 
D-Link’s learning and development system includes:

  • New Employees Training – including onboarding training and new employees training (including corporate overview, organization and corporate culture, product introduction, industrial safety introduction, information security introduction, personal information protection introduction) 
  • Basic Training – combination with the corporate sustainable development goals, health promotion, legal compliance and other needs, to enhance work-life balance for employees
  • Professional Training – according to the job attributes and professional skill requirements of each unit, to improve professional skill and knowledge
  •  Management Training – leadership and management training for managers
  • On-the-job Training – to give internal lectures, share and inherit work experience 
  • Self-development and Learning

Talent Cultivation Strategy 

After taking multiple objectives into consideration, we implemented an all-inclusive talent cultivation program to ensure a solid talent base and strengthen leadership and management capabilities throughout the organization. This includes high-potential talent development, supervisory leadership development, and professional development. Through personal growth planning, we enable supervisors and employees to continuously strengthen their motivation for sustainable career development under a diversified and comprehensive talent cultivation program.

​

 High Potential Talent Development 

  • Conduct high-potential talent assessment for all employees in supervisory positions.
  • Begin development program for all high-potential employees, including personal development planning and developmental work assignments.

Management Leadership Development 

    • Regular discussions with the CEO and President on plans for organizational and executive development.
    • Workshops designed to initiate supervisory discussion for different organizational development and operational needs.
    • Management leadership training program.

    •  Professional Development 

    • Provide personal effectiveness training and learning resources for non-supervisory employees to enhance work efficiency.
    • Provide professional and technical related training.
     

    Succession Planning

    • Identify critical positions with“severe impact”and“high risk”to company operations.
    • Arrange successors for each critical position based on management ability and professional skill.
    • Arrange 1 to 3 successors for each critical position.
      a. Assign projects to successors to enhance experience.
      b. Job rotations to help succession candidates broaden perspectives  on company operations, quickly identify problems, improve stress tolerance, perform resource allocation, and develop decision makinig skills.  

    Management by Objectives (MBO)

    Since 1992, D-Link has implemented the concept of “Management by Objectives” to systematically integrate our vision, strategic objectives, and employee performance goals to align with the evolving needs of the organization. Through initial goal settings, mid-term evaluations, and final assessments we can ensure effective upward and downward communication throughout the organization, as well as assist in the development and utilization of human resources for managerial and non-managerial staff.

    The combined assessment results of the company’s operational performance and the employee performance management systems will have a direct impact on annual employee promotions and compensations, ensuring opportunities for employees and the organization to grow as one. All employees (except contract employees and employees who have been on leave without pay and reinstated for less than three months) are required to participate in regular performance and career development reviews upon completion of their three-month probationary period.
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    D-Link enters campuses to recruit outstanding talents and strengthen the cultivation of industry workforces

    Talent development is a continuous effort at D-Link. Under the trend of globalization and digital technology, the wave of intelligence has swept the world, and it is imperative to be prepared for the strategic layout of the next generation. Various slogans of digital transformation are flooding our ears, and information talents have become the target of various industries. In order to expand and strengthen the industry’s new information technology talent resources, cultivate and attract more outstanding talents to join the company, D-Link adopts multiple strategies for recruitment. In addition to the largest human resources matchmaking website in Taiwan, we also encourage existing employees to recommend talents to join us, and welcome professionals whose philosophies are consistent with the Company’s to move forward with us; at the same time, we continue to cooperate with various colleges and universities to cultivate young students through industry-university cooperation. To attract outstanding talents, D-Link provides competitive compensation and benefits in the market, and is committed to growing together with the employees.
    We participated in recruitment events on university campuses to expand and strengthen our pool of new information technology talent. Our goal is to cultivate and attract more outstanding individuals to join our team. Through a comprehensive introduction to a range of new products, our goal was to generate interest among students in the fields of Artificial Intelligence, 5G telecommunications, and the Internet of Things.
    As of the end of 2023, we participated in internship and recruitment events on nine university campuses. These include National Yang Ming Chiao Tung University, National Chengchi University, National Taiwan Normal University, National Taipei University, Tamkang University, Shih Chien University, Takming University of Science and Technology, Chihlee University of Technology, China University of Science and Technology. Successively cooperated with 9 schools, including Tsinghua University, National Taipei University of Technology, National Taipei University of Education,  Taipei Education University, National Taiwan Ocean University, Yuan Ze University, Tamkang University, Aletheia University, National United University, United University, and Takming University of Science and Technology, for an internship or part-time programs.
    As of 2023, Hold three enterprise visits, including National Hsinchu Senior High School, National Hsinchu Girls’ Senior High School, Kaohsiung Municipal Kaohsiung Senior High School, and Kaohsiung Municipal Kaohsiung Girls’ Senior High School, New Taipei Municipal Jui-Fang Industrial High School, and Takming University of Science and Technology. Also, hold an intern symposium.
    Stepping onto the campus, we discovered that students have clear ideas about their future career development through briefing sessions and lectures. With the advancement of information technology, students have also conducted research to understand the various types of technologies offered by different companies. In response to the US-China trade war, Taiwanese businessmen who originally set up factories in China have expanded their factories in Taiwan, and various technology companies have expanded their recruitment in Taiwan. In addition to adhering to our concept of corporate sustainability in continuous 5G advancements, we believe strongly in providing our staff a work-life balance with fair wages and reasonable working environments. We will also continue to share the latest technology and recruit talent at major colleges and universities to ensure we attract the best talent for D-Link.
    D-Link has established long-term cooperation with various colleges and universities and is committed to narrowing the gap between learning and application, and continues to recruit young talents under the age of thirty. At the same time, we continue to promote industry-university cooperation and actively encourage internship programs. Since 2021, two testing technical interns have been recruited. In 2022, seven R&D interns and five testing technical interns will be hired. In 2023, five R&D interns, seven testing technical interns, and two technical support interns will be hired, of which two will be foreign interns. During the internship period, we provide educational training, including practical learning, professional guidance, and a mentoring system. Up to now, a total of six interns who participated in the internship program in 2022 have become full-time employees, a total of one interns who participated in the internship program in 2023 have become full-time employees. The current status of the testing department is that as high as 30% full-time employees were retained through internship programs.
    National Taiwan University of Science and Technology
    National Chengchi University

    Internship Program

    In 2024, a letter of intent was signed with Taiwan Steel University of Science and Technology to jointly promote talent training.
    National Tsing Hua University
    National Taiwan Normal University
    Taiwan Steel University of Science and Technology
    National Taipei University of Technology
    Recruitment Orientation
    National Taipei University
    Recruitment Orientation
    Taiwan Steel University of Science and Technology
    National Central University
    National Taipei University
    Corporate Visit: New Taipei Municipal Jui-Fang Industrial High School
    Corporate Visit: National Hsinchu Senior High School, National Hsinchu Girls' Senior High School, Kaohsiung Municipal Kaohsiung Senior High School, and Kaohsiung Municipal Kaohsiung Girls' Senior High School
    Corporate Visit: Takming University of Science and Technology
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