Talent Attraction and Retention

MediaTek regards talents as the key to the Company's sustainable development. It attracts top talents from all over the world through diversified recruitment channels and by providing fair salaries and benefits with market competitiveness. In addition to salary and benefits, we also focus on the creation of an environment that supports the balance between work and life. Through a diversified benefits policy that meets employees' needs, we improve the team cohesion and maintain the Company's growth momentum.

▌Our Goals

▌Achievements

● Recruitment and Retention

MediaTek proactively attracts key talents from industry, academia, and R&D institutions globally via a set of diverse recruitment and external communication avenues. Furthermore, the Company cultivates talents to keep up with the latest trends and has established a professional competence development mechanism to proactively retain talents.

In 2023, the Company recruited 1,028 individuals globally, of which, 74.1% were under 30 years old (inclusive), enabling the Company to maintain a relatively younger talent structure, which is helpful in channeling energy into the diversity and innovation aspect of the products.

Furthermore, in 2023, the turnover rate recorded worldwide amounted to 4.4%, whilst in Taiwan, it amounted to 4.2%, both of which were significantly lower than the average global resignation rate and average resignation rate of the Taiwan high-tech industry, which were 12.9%, and 13.7%, respectively.

[Note] Employee turnover rate = Number of employees exiting / (number of employees at year start + number of employees at year end) /2)

● New Recruits and Exiting Employees Worldwide

● Retention Rates for New Recruits Worldwide

▌Diverse Recruitment Channels

MediaTek is keen to expand its recruitment methods. According to the business strategy that serves as a guide for human resource planning, the Company has developed a talent management system on its official website, providing a friendly and thoughtful user interface for applicants, and increasing the efficiency and convenience of the application process. Meanwhile, the Company also recruits talents via job banks, participates in large-scale recruitment drives and encourages employees to make recommendations.

▌Compensation Competitiveness

Provide the overall competitive salary and remuneration

In order to recruit global talents and improve the existing talent retention rate, each year, MediaTek evaluates the overall salary level of the local market to ensure the competitiveness of the overall compensation.

In Taiwan, compared to "the average employee salary expense" for 2024 and regulations promulgated by the Taiwan Stock Exchange, MediaTek was in the leading group of the industry in terms of the average and median "salary of non-executive full-time employees".

▌Retirement Planning

MediaTek formulates employee retirement planning in accordance with the laws and regulations of respective countries of operation. In Taiwan, in accordance with the Labor Standards Act, the Company has established a defined benefit plan.

Furthermore, in accordance with the Labor Pension Act, the Company has established a defined contribution plan. In 2023, the defined contribution plan was applicable to 99.3% of the employees; the defined benefit plan was applicable to 0.7% of the employees.

In accordance with the Labor Standards Act, the Company computes the disbursement of pension payments to employees according to the number of years of service and the average salary for the six months prior to retirement.

The pension contribution amount is appropriated at 2% of the monthly salary to the Supervisory Committee of Labor Retirement Reserve account in Bank of Taiwan. In accordance with the provisions of Labor Standards Act on employee retirement, the Company pays no less than 6% of employees' salary to their individual accounts at the Bureau of Labor Insurance every month. In 2023, the pension funds of defined contribution plan amounted to NT$2.783 billion.

Apart from appropriating the retirement reserve fund as per the law and regulations, each year, the Company also hires qualified actuaries to perform actuarial computation of the retirement reserve fund to make provisions and recognize pension liability. This is to ensure employee interests in their pension withdrawal in the future, and thus encouraging employees to make long-term career planning and investment.