Attraction and Retention
Performance Results
- Regent Taipei received the HR Asia "Best Companies to Work for in Asia" award and was consecutively awarded the "Happiness Enterprise Gold Award" by 1111 Job Bank for four years.
- Employee salaries exceed the statutory minimum wage by more than 12%. The annual average R12 survey score increased to 3.94, reflecting enhanced employee workplace recognition.
- The number of participants in the employee stock ownership plan grew to 296, accounting for 18.8% of the workforce.
- Employment for vulnerable groups: a total of 30 employees with disabilities and 30 employees aged 65 and above were hired.
Future Goals
- Reduce turnover and fill manpower gaps.
- Strengthen onboarding training and care mechanisms.
- Improve new employees' integration speed and satisfaction.
- Optimize benefits to promote retention.
- Build an inclusive workplace culture.
- Promote gender and generational integration.
- Strengthen internal promotion and talent development systems.
- Establish a high-quality corporate brand that attracts top talent.
Impact
Facing drastic changes in the labor market and manpower shortages, Silks Hotel Group actively adjusts its organizational structure and work models, reviews internal policies, and strives to reduce turnover risk and improve retention rates, ensuring service quality and operational stability.
Policy Commitment
Guided by the value of "treat others as you would like to be treated," Silks Hotel Group promotes fair recruitment, equal pay for equal work, and career development, fostering a diverse and inclusive workplace, upholding human rights, and aligning with SDGs 5, 8, and 10.
Actions Taken
By establishing transparent and fair recruitment mechanisms, promoting gender equality training and supportive welfare policies, and implementing human rights risk assessment surveys, Silks Hotel Group strengthens management systems and fosters workplace inclusivity. The Group also provides job redesign and competency support for middle-aged, senior, and vulnerable groups, creating a friendly and supportive work environment.
Evaluation Mechanisms
Through employee satisfaction surveys (R12 questionnaire), happiness index, tracking of retention and reinstatement rates, as well as analysis of gender ratios and pay equity, Silks Hotel Group continuously monitors organizational health. Data analysis is used to assess policy effectiveness and to iteratively adjust human resources strategies.
Stakeholder Engagement
Silks Hotel Group has established a transparent, two-way communication mechanism, promptly addressing employee feedback through labor-management meetings, general staff meetings, and grievance systems to ensure fairness and confidentiality. Guided by the principle of "treat others as you would like to be treated," the Group is committed to creating a friendly, diverse, and development-oriented workplace, continuously attracting and retaining top talent. The Group has also been awarded the "Happiness Enterprise Gold Award" by 1111 Job Bank, demonstrating excellence in talent management and workplace well-being.
Employee Hiring: Diversity and Inclusion
Number of employees with disabilities hired
30
Full-time Employee Gender and Hiring Ratio
Employee Hiring Ratio
Employee Turnover Ratio
Gender and Position Ratio
| 2022 | 2023 | 2024 | ||||
|---|---|---|---|---|---|---|
| Gender | Male | Female | Male | Female | Male | Female |
| General Staff | 46.35% | 53.65% | 47.85% | 52.15% | 47.72% | 52.28% |
| Mid-level Management | 53.76% | 46.24% | 52.67% | 47.33% | 55.52% | 44.48% |
| Senior Management | 39.02% | 60.98% | 40.91% | 59.09% | 42.86% | 57.14% |
| 2022 | 2023 | 2024 | ||||
|---|---|---|---|---|---|---|
| Gender | Male | Female | Male | Female | Male | Female |
| General Staff | 37.69% | 62.31% | 37.41% | 62.59% | 40.45% | 59.55% |
| Mid-level Management | 33.33% | 66.67% | 37.50% | 62.50% | 45.50% | 54.50% |
| Senior Management | 28.57% | 71.43% | 0% | 100% | 28.60% | 71.40% |
| 2022 | 2023 | 2024 | ||||
|---|---|---|---|---|---|---|
| Gender | Male | Female | Male | Female | Male | Female |
| General Staff | 37.70% | 62.30% | 62.39% | 37.61% | 38.83% | 61.17% |
| Mid-level Management | 52.63% | 47.37% | 48.89% | 51.11% | 53.49% | 46.51% |
| Senior Management | 50.00% | 50.00% | 60.00% | 40.00% | 50.00% | 50.00% |
| 2022 | 2023 | 2024 | ||||
|---|---|---|---|---|---|---|
| Gender | Male | Female | Male | Female | Male | Female |
| General Staff | 61.29% | 38.17% | 60.00% | 40.00% | 43.48% | 56.52% |
| Mid-level Management | 35.29% | 64.71% | 35.21% | 64.79% | 52.94% | 47.06% |
| Senior Management | 33.33% | 66.67% | 38.46% | 61.54% | 31.25% | 68.75% |
Compensation and Remuneration Policy
Silks Hotel Group determines salaries and bonuses based on employees' job responsibilities, performance, and contributions, ensuring a fair and reasonable compensation system. The Group regularly reviews overall compensation and reward mechanisms to maintain market competitiveness within the industry. Additionally, the principle of gender equality is fully implemented, promoting equal pay for equal work. Salary determination and promotion criteria are conducted transparently, fairly, and consistently, fostering a fair and inclusive working environment.
Average Salary Ratio between Male and Female Employees
| 2022 | 2023 | 2024 | |
|---|---|---|---|
| General Staff | 1:0.94 | 1:0.92 | 1:0.95 |
| Mid-level Management | 1:0.91 | 1:0.92 | 1:0.94 |
| Senior Management | 1:0.71 | 1:0.71 | 1:0.75 |
| 2022 | 2023 | 2024 | |
|---|---|---|---|
| General Staff | 1:0.95 | 1:0.93 | 1.05:1 |
| Mid-level Management | 1:1.07 | 1:1.94 | 1.04:1 |
| Senior Management | NA (No male senior executives during the reporting period) | 0.98:1 | |
| 2022 | 2023 | 2024 | |
|---|---|---|---|
| General Staff | 1:0.95 | 1:0.97 | 1:0.96 |
| Mid-level Management | 1:0.93 | 1:0.91 | 1:0.91 |
| Senior Management | 1:0.67 | 1:0.93 | 1:1.12 |
| 2022 | 2023 | 2024 | |
|---|---|---|---|
| General Staff | 1:1.01 | 1:1 | 1.1:1 |
| Mid-level Management | 1:0.89 | 1:0.88 | 1.1:1 |
| Senior Management | NA (No male senior executives during the reporting period) | ||
Employee Care and Benefits
Silks Hotel Group is committed to providing a safe working environment and fair compensation. Employees are assigned positions suitable to their backgrounds and expertise, with statutory benefits such as labor and health insurance, maternity and parental leave, and occupational injury insurance ensured. A Staff Welfare Committee promotes employee stock ownership, club activities, staff trips, and bonus incentives, and the Group provides diverse support facilities including health checkups, medical rooms, and lactation rooms. Efforts are made to create a family-friendly and senior-friendly workplace through job redesign and assistive devices, supporting vulnerable groups and helping employees balance work and family, while upholding rights under the Gender Equality in Employment Act.
In 2024, a total of 37 male and 32 female employees applied for parental leave with job protection, and 22 male and 25 female employees actually returned to work that year, resulting in a 68% return-to-work rate.
2024 male employees applying for childcare leave
37
2024 female employees applying for childcare leave
32
2024 return-to-work rate for those on childcare leave
68 %
Retirement System
The retirement policy applies to all regular employees. In accordance with labor pension regulations, 6% of monthly salaries are contributed to individual retirement accounts. Eligible employees include those who have worked for 15 years and are at least 55 years old, those who have worked for 24 years, or those who have worked for 10 years and are at least 60 years old (exceeding the Labor Standards Act's 25-year requirement). Retirement benefits are provided in accordance with relevant provisions of the Labor Standards Act, and retirement planning guidance is offered to employees approaching retirement.
Staff Welfare Committee and Employee Stock Ownership
To encourage employee participation in the Employee Stock Ownership Trust, full-time or part-time employees with at least one year of service are eligible to join. In 2024, a total of 296 employees participated in the trust, accounting for 18.8% of the workforce.
2024 increase in the number of employees participating in trust and holding shares
296
Positive Communication and Rewards
To encourage outstanding performance, each department nominates model employees monthly. Supervisors then select the best-performing employee of the month. Model employees have the opportunity to compete for the annual Best Employee award, with achievements publicly recognized on the company intranet and awarded at the annual Spring Banquet, boosting morale and a sense of honor.
The Company regularly conducts the "R12 Questionnaire" and "Happiness Index Survey" to comprehensively monitor employee satisfaction and mental well-being, covering retention intention, work expectations, organizational identification, and overall satisfaction. Survey results serve as an important basis for optimizing workplace policies, effectively reducing burnout and enhancing psychological resilience and performance. By the end of 2024, the average R12 score reached 3.94, an increase of 0.07 from the previous year, reflecting continuous improvement in team management. Intern scores slightly declined, prompting enhanced onboarding and care measures to facilitate integration. The Happiness Index showed a slight increase for full-time employees and a slight decrease for interns. Team atmosphere and work environment were positive factors, while workload was a negative factor; task allocation optimization has been requested. Overall trends are positive, and efforts to enhance employee well-being will continue.