Attraction and Retention
Performance Results
In 2023, Silks Hotel Group was honored with the "Happy Enterprise Gold Award" by 1111 Job Bank, marking the third consecutive year of receiving this recognition. This achievement reflects our continuous efforts and success in employee welfare and care.
Future Goals
- Enhance employee satisfaction with the company's welfare policies.
- Increase opportunities for gender equality and diversified employment.
- Ensure that all employees can work in a discrimination-free and equal environment.
- Continuously improve employee career development opportunities and maintain a high employee retention rate.
Impact
Silks Hotel Group believes that continuous social contributions and employee well-being are at the core of sustainable corporate development. By creating a happy working environment and actively safeguarding employee rights and interests, we strive to enhance the company's overall competitiveness and market position.
Policy Commitment
Silks Hotel Group is dedicated to providing a friendly workplace environment, protecting employee health and safety, and offering fair wages and promotion opportunities. Furthermore, we are committed to achieving gender equality and diverse and equal employment opportunities, free from gender discrimination.
Actions Taken
We provide employees with comprehensive labor and health insurance, maternity/parental leave, and other relevant insurance. In addition, we offer various benefits such as an employee stock ownership association, club activities, employee travel, and the establishment of an employee welfare committee to further enhance employees' work and life quality.
Evaluation Mechanisms
We conduct regular "R12 questionnaire surveys" and [Happiness Index] to reflect employee engagement and job satisfaction, and adjust relevant policies and measures based on the survey results.
Stakeholder Engagement
Silks Hotel Group regularly communicates with employees through various channels, including labor-management meetings, internal websites, and the Silks University APP, ensuring that employees can freely express their opinions and participate in the company's decision-making process, promoting labor-management harmony and mutual growth.
Employee Hiring: Diversity and Inclusion
Number of employees with disabilities hired
27
Full-time Employee Gender and Hiring Ratio
Employee Hiring Ratio
2023 Non-employee Workers
Note: Includes the total number of temporary workers and long-term contract outsourced workers for the year.
Employee Turnover Ratio
Gender and Position Ratio
| 2021 | 2022 | 2023 | ||||
|---|---|---|---|---|---|---|
| Gender | Male | Female | Male | Female | Male | Female |
| General Staff | 45.12% | 54.88% | 46.35% | 53.65% | 47.85% | 52.15% |
| Mid-level Management | 51.48% | 48.52% | 53.76% | 46.24% | 52.67% | 47.33% |
| Senior Management | 42.11% | 57.89% | 39.02% | 60.98% | 40.91% | 59.09% |
| 2021 | 2022 | 2023 | ||||
|---|---|---|---|---|---|---|
| Gender | Male | Female | Male | Female | Male | Female |
| General Staff | 37.57% | 62.43% | 37.69% | 62.31% | 37.41% | 62.59% |
| Mid-level Management | 28.57% | 71.43% | 33.33% | 66.67% | 37.50% | 62.50% |
| Senior Management | 12.50% | 87.50% | 28.57% | 71.43% | 0% | 100% |
| 2021 | 2022 | 2023 | ||||
|---|---|---|---|---|---|---|
| Gender | Male | Female | Male | Female | Male | Female |
| General Staff | 38.74% | 61.26% | 37.70% | 62.30% | 62.39% | 37.61% |
| Mid-level Management | 57.95% | 42.05% | 52.63% | 47.37% | 48.89% | 51.11% |
| Senior Management | 50.00% | 50.00% | 50.00% | 50.00% | 60.00% | 40.00% |
| 2021 | 2022 | 2023 | ||||
|---|---|---|---|---|---|---|
| Gender | Male | Female | Male | Female | Male | Female |
| General Staff | 65.22% | 34.78% | 61.29% | 38.71% | 66% | 40% |
| Mid-level Management | 32.79% | 67.21% | 35.29% | 64.71% | 35.21% | 64.79% |
| Senior Management | 22.22% | 77.78% | 33.33% | 66.67% | 38.46% | 61.54% |
Compensation and Benefits Policy
We offer compensation that exceeds market rates, with differentiated salary adjustments, raises, and bonuses based on each employee's responsibilities, performance, and contributions. We regularly review salary and bonus systems to ensure competitive compensation levels. Additionally, we adhere to the principle of equal pay for equal work, ensuring fairness and impartiality.
Average Salary Ratio between Male and Female Employees
| 2021 | 2022 | 2023 | |
|---|---|---|---|
| General Staff | 1:0.94 | 1:0.94 | 1:0.92 |
| Mid-level Management | 1:0.89 | 1:0.91 | 1:0.92 |
| Senior Management | 1:0.71 | 1:0.71 | 1:0.70 |
| 2021 | 2022 | 2023 | |
|---|---|---|---|
| General Staff | 1:0.94 | 1:0.95 | 1:0.93 |
| Mid-level Management | 1:1.01 | 1:1.07 | 1:0.94 |
| Senior Management | 1:1.41 | NA (No male senior executives during the reporting period) | |
| 2021 | 2022 | 2023 | |
|---|---|---|---|
| General Staff | 1:0.98 | 1:0.95 | 1:0.97 |
| Mid-level Management | 1:0.86 | 1:0.93 | 1:0.91 |
| Senior Management | 1:0.64 | 1:0.67 | 1:0.93 |
| 2021 | 2022 | 2023 | |
|---|---|---|---|
| General Staff | 1:1.05 | 1:1.01 | 1:1 |
| Mid-level Management | 1:0.9 | 1:0.89 | 1:0.88 |
| Senior Management | NA (No male senior executives during the reporting period) | ||
Employee Care and Benefits
We provide employees with a safe working environment, reasonable salaries, and fair and transparent promotion channels. All employees enjoy labor and health insurance, maternity/parental leave, and other relevant insurance. In addition to complying with government regulations for labor insurance, national health insurance, and establishing an employee welfare committee, we have also formulated various welfare measures, including an employee stock ownership association, club activities, employee competitions, employee travel, employee spring wine banquets, performance and year-end bonuses, etc.
We value workplace equality, non-discrimination, and a safe working environment. We strengthen the prevention of illegal employment or any form of forced labor and are committed to upholding employee equality, protecting personal freedom, and rejecting any potential harm to personal safety, discrimination, harassment, coercion, or unequal treatment in the workplace. We treat all employees equally in terms of recruitment, salary, performance, training, and benefits, striving to create a harmonious and equal labor-management relationship and protect employee human rights.
We provide working hours, leave, and allowances that comply with legal regulations, and arrange annual health checkups. We have facilities such as an infirmary, library, employee cafeteria, and employee lounge, as well as overnight dormitories for the convenience of night shift and remote employees.
In 2023, a total of 10 male and 19 female employees at Silks Hotel Group applied for childcare leave. In the same year, the actual number of employees returning to work after childcare leave was 4 males and 7 females, with a return-to-work rate of 61%.
2023 male employees applying for childcare leave
10
2023 female employees applying for childcare leave
19
2023 return-to-work rate for those on childcare leave
61 %
Retirement System
The retirement plan applies to all formally hired employees. In accordance with labor pension regulations, 6% of the employee's monthly salary is contributed to their individual pension account. Employees who have worked for 15 years or more and are at least 55 years old, or have worked for 24 years or more, or have worked for 10 years or more and are at least 60 years old are eligible to apply. The payment methods for the old and new pension systems are determined by the Labor Standards Act and relevant labor pension regulations, and retirement planning advice is provided to employees who are about to retire.
Employee Welfare Committee and Employee Stock Ownership
To encourage employees, we have established an employee stock ownership trust. Full-time or part-time employees with at least one year of service are eligible to join. In 2023, the number of employees participating in the trust and holding shares was 685, an increase of 127 compared to 2022, representing a 19% year-on-year growth.
2023 increase in the number of employees participating in trust and holding shares
127
Positive Communication and Rewards
Each month, department heads nominate and select model employees of the month, and those selected have the opportunity to become the annual best employee. We recognize and reward these outstanding performers.
We respect the rights granted to every colleague by law and ensure freedom of association and assembly. We are committed to enhancing employee loyalty and happiness and regularly conduct "R12 questionnaire" and "Happiness Index" surveys to reflect employee engagement and job satisfaction, and formulate policies accordingly. We have various communication channels for employee opinions and feedback, including employee meetings, email mailboxes, internal bulletin boards, labor-management meetings, sexual harassment prevention hotlines, reward and punishment appeals, the stakeholder section on the official website, performance appraisal appeals, and the Silks University APP. Employee feedback is handled promptly by dedicated personnel from the Human Resources Department, and we share information about the company's business philosophy, policies, and employee rights and interests through these communication platforms.