Ventec believes that talent is the key driver of continuous progress. To meet the company's long-term strategy and business growth needs, we develop an annual recruitment plan based on our overall business layout and future roadmap, and we select professionals who fit our culture through standardized and equitable hiring processes. To broaden the talent pipeline, we actively use diverse recruiting channels—including job platforms, HR consulting services, and campus recruitment—to strengthen our talent pool and hiring efficiency, laying a solid foundation for future growth. At the same time, we provide competitive compensation and benefits to support retention, using workforce planning to help the company continue to thrive. In 2024, Ventec's headcount continued to grow steadily. All employees are full-time and, under their labor contracts, are classified as permanent or fixed-term. As of the end of 2024, the Group employed 740 people, showing minimal change from the prior year and indicating a stable workforce structure. Of these, 660 were based at the four manufacturing sites, and 80 worked at offices in Europe and the United States.
Note: In 2024, all Ventec employees were permanent, full-time; the Company employed no temporary, non-guaranteed hours, or part-time staff.
Note: Percentages show each group's share of the site's total headcount. The four-plant employee statistics above have been third-party assured.
Note: Percentages show each group's share of the site's total headcount. The overseas-office employee statistics above have not been third-party assured.
In 2024, the non-employee workers within Ventec's management scope—including dispatched workers, contractors, security personnel, and cleaning staff—totaled 315, with little change from the prior year. Dispatched workers mainly serve on production lines, and their benefits, training, and performance appraisal are the same as those for regular employees. The site-by-site information for non-employee workers in 2024 is shown in the table.
To foster a diverse, equitable, and inclusive workplace, Ventec monitors the gender and ethnic composition of its workforce and strives to maintain a non-discriminatory environment that respects differences. As of year-end 2024, the workforce was primarily in the 30–50 age group, reflecting a core of experienced employees. Gender distribution remained stable in 2024, and the Company continues to promote gender equality and women's participation across roles in line with job requirements and business needs.Ventec respects different ethnic and cultural backgrounds and provides equal employment opportunities and development pathways. At the Taiwan Plant, foreign nationals accounted for 10.34% of employees, drawn from multiple countries and regions, underscoring our emphasis on cross-cultural collaboration and a global talent footprint. Ventec is likewise committed to inclusive employment for disadvantaged groups: in 2024 the Company employed seven persons with disabilities and made role-appropriate arrangements and workplace adjustments, together with the necessary support resources, to safeguard their rights and dignity.Looking ahead, Ventec will continue to strengthen its diversity and inclusion policies and broaden participation across gender, ethnicity, and persons with disabilities, fulfilling its corporate social responsibility and laying a solid foundation for sustainable development.
Ventec values employee capability building and, through a structured training system, helps colleagues enhance professional skills and work effectiveness to strengthen organizational competitiveness. Based on job nature and departmental needs, we provide diverse learning resources—online courses, in-person training, professional certifications, and internal talks—covering professional skills, managerial capability, digital tools, regulatory compliance, and workplace safety.For managers, we plan leadership-development programs to improve management effectiveness and team collaboration. For new hires, we deliver structured onboarding to help them integrate quickly. Interns receive professional training to understand workplace operations and core skills; high performers may be converted to regular employees—5 interns were converted in 2024. We continuously refine curricula through course feedback and effectiveness evaluations to tighten the link between talent development and business goals. Our strategy spans prejob, professional, and general training. The 2024 plan and outcomes are as follows.
Notes:
1. Scope includes the Taiwan Plant, Suzhou Plant, Shenzhen Plant, Jiangyin Plant, and the Germany, UK, and USA offices.
2. "Supervisor" is defined as Assistant Section Manager (inclusive) and above for the Taiwan Plant; Section Chief (inclusive) and above for the three plants in mainland China.
3. Because dispatched workers also receive full training, their headcount and hours are included in the statistics.
