We have formulated the New Employee Mentoring Policy to assign suitable mentors to each new employee. Under the guidance of experienced colleagues, new employees can learn from their work experiences and demonstrate their individual strengths.
In 2022, we assigned 123 mentors who mentored 238 new colleagues, resulting in an 88% pass rate, 81% employee retention rate, and an overall satisfaction rating of 81%.

Gudeng Precision encourages employees to pursue diverse development opportunities.
At the end of the probationary period for new employees, we conduct face-to-face interviews to understand their thoughts about the job. In-service colleagues also can apply for job rotation.
This process helps us understand each employee's short, medium, and long-term career plans and ideas, providing opportunities for job rotation when necessary.

Gudeng Precision is pleased to see employees forming relationships, getting married, and having children. We implement friendly measures for maternity protection, and after maternity leave, employees can return to their original positions without any disadvantage. Also assists on maternity leave with returning to work.

Policy: No employees are forced to work against their will. We adhere to international norms and government labor laws, regularly caring for employees' physical, mental, and emotional health and adaptability.
Implementation: Establish an employee care system, conduct exit interviews.

Policy: No employees are coerced into working against their will. We strictly comply with international norms and government labor laws.
Implementation:Provide overtime off instead of overtime pay, offer employees the freedom to choose, and implement a system to automatically notify abnormal attendance and working hours.

Policy: We protect children's rights and prohibit the employment of children under the age of 16. Prohibition of Child Labor and Remedial Measures in the Recruitment Management Regulations.
Implementation: Clearly stipulate the prohibition of child labor in recruitment management regulations and promote the importance of adhering to ethical standards throughout the supply chain.

Policy: Actively promote gender equality and women's rights, provide a gender-friendly environment and comfortable working environment to protect female employees' rights.
Implementation: Establish lactation rooms, promote sexual harassment prevention, anti-discrimination, and anti-harassment measures, and set up a gender equality committee to protect individual privacy during the complaint process to create a friendly working environment.

Policy: Ensure wages comply with and exceed government statutory wages, maintain and enhance employee benefits.
Implementation: Collect market wage levels, optimize the assessment system, and establish a mechanism to adjust wages above market levels in July each year.

Policy: Strictly implement the 7-day workweek policy, with a maximum of 6 consecutive working days, allowing employees to have a reasonable rest and leave arrangement.
Implementation: Implement a system to control staff scheduling and automatically send notifications for abnormal attendance.

Policy: Gudeng Precision is committed to creating a respectful and safe working environment, respecting individual privacy, eliminating any form of workplace violence, harassment, and illegal discrimination, including physical abuse, corporal punishment, verbal abuse, and mental oppression. We provide effective and appropriate complaint channels and handling mechanisms.
Implementation: Implementation: Establish occupational health and safety policies, introduce the ISO 45001 occupational health and safety management system, employ health examiners, and regularly conduct safety, health, and fire-related education and training.

Policy: We do not discriminate or treat anyone differently based on race, class, language, ideology, religion, political affiliation, birthplace, gender, sexual orientation, age, marital status, appearance, physical disabilities, zodiac signs, blood types, past union membership, or any other status protected by applicable laws, and provide equal employment and career development opportunities for employees.
Implementation: Promote gender equality issues in recruitment processes, and use sexual orientation test results as weighting factors to avoid any discriminatory treatment based on personal appearance.


Conduct Internal Service Satisfaction and Self-Work Satisfaction Surveys for all employees mid-year and at the end of the year. The internal service satisfaction survey assesses the satisfaction of all staff with the services provided by various company departments, including HR, supply chain center, customer quality assurance department, finance center, equipment division, accounting center, information center, environment, health and safety office, and general affairs division. The self-work satisfaction survey assesses all employees' satisfaction with their personal work development, job retention willingness, remuneration, and work environment, among other aspects. The satisfaction survey results are as follows:

Based on the survey results, improvements were made for any dissatisfied employees:

• Upgraded medium-sized buses used for transportation between north and south to large tour buses based on demand.
• Expanded and renovated dormitory rooms to accommodate more employees, added stress-relief game consoles in common areas.
• Considering the diverse dietary habits of Gudeng employees from different Asian regions, a food committee was established to collect and address feedback, optimize the company's dining services, and make the meals more suitable for all employees.
• Added free drink refrigerators, self-serve ice cream cabinets, and afternoon tea snacks as additional perks.