Asia Cement continues to be awarded the Gold Award for Happy Company for its comprehensive employee care system.

The results of the 1111 Job Bank's "Happy Company" poll have been announced, and Asia Cement has once again been awarded the "Gold Award in Manufacturing" for its stable operating performance and comprehensive talent system. Unlike companies that attract talent solely through single benefits, Asia Cement has long focused on the "full-time career lifecycle" of its employees. From onboarding, growth, stable development to retirement, it has systematically built a talent care system, becoming a crucial foundation for the company's sustainable development.

The 2024 "Asia Employee Benefits Report" published by the century-old Institute for Human Resources (CIPD) in the UK points out that modern employees' expectations for work extend beyond salary and benefits, reaching into psychological satisfaction, including a sense of professional achievement, belonging, and personal growth. Asia Cement understands this international trend and considers its employees a vital foundation for sustainable development. From the initial stages of employment, it provides competitive compensation and growth mechanisms and functional training resources to help new employees get off to a stable start. During the growth stage, through diverse learning and career support, employees can continuously accumulate expertise, expand their development paths, and confidently cultivate their careers within the organization. With a talent retention rate as high as 91% over the past three years, Asia Cement demonstrates that its long-term investment in human resources systems has translated into high employee trust, becoming a crucial force supporting its transformation.

In terms of system design, Asia Cement led the industry as early as 1998, becoming the first cement company in Taiwan to implement an "employee trust stock ownership" system. This system encourages employees to hold company stock long-term, deeply linking individual career development with corporate performance. In addition to competitive fixed salaries, Asia Cement has also established a performance-based profit-sharing mechanism. Full-time employees enjoy year-end bonuses linked to financial indicators and holiday bonuses, and receive compensation based on individual and team performance. Furthermore, in line with sustainability goals, a savings performance bonus is designed to be linked to energy conservation and carbon reduction achievements, ensuring that employee efforts align with the company's transformation direction.

Asia Cement also values ​​the physical and mental health and life balance of its employees. The company provides 30 days of fully paid sick leave annually and has implemented a comprehensive Employee Assistance Program (EAP), offering free one-on-one professional psychological counseling to employees and their families. A dedicated 0800 hotline is also available to help employees cope with work and life stress and address their needs for psychological support and a sense of belonging.

Facing the low-carbon and digital wave, Asia Cement views talent development as a long-term project and has built a "Sustainable Asia Cement Talent Training Framework" that closely aligns with the learning needs throughout the entire career lifecycle. From carbon trading courses for senior executives to the "Carbon Reduction and Cement Protection Academy" involving all employees, and generative AI application training, the framework helps employees integrate new technologies into their daily work processes, fostering a cross-departmental learning and continuous growth organizational culture.

For employees approaching retirement, Asia Cement extends its care to the later stages of their careers and the next stage of their lives. In addition to presenting commemorative gold medals to express their appreciation, Asia Cement has also established a retirement re-employment system to promote the transfer of experience and technology. Furthermore, it collaborates with external organizations to provide post-retirement health and financial consulting services, ensuring that employees feel respected and needed during their role transitions.

Yu Donglin, Deputy General Manager of Asia Cement's Human Resources Department, stated that low-carbon and digital transformation are not single-point investments, but rather a long-term project requiring time to accumulate. The same applies to talent development; like refining low-carbon cement, digital knowledge is the catalyst that accelerates the reaction, while ESG awareness and comprehensive employee care are the key structural components. Only by integrating both can a solid foundation for the company's sustainable development be built, realizing a shared vision for the company and its employees.

Vice President Yu Donglin (center) led all colleagues from the Human Resources Department to receive the Gold Award for Happy Enterprise in Manufacturing.