Talents are the core asset of the IC industry, thus RichWave actively invests resources in recruiting outstanding talents and establishing diverse talent recruitment channels, offering competitive remuneration to attract and retain suitable talents. Furthermore, we have established a comprehensive training system that caters to our employees’ needs in a bid to enhance the company’s competitive edge.

Talent Structure and Talent Recruitment

In 2024, RichWave had 302 employees, consisting of 71.8% male and 28.2% female workers, with women accounting for 21% of the company’s management positions. During recruitment, RichWave offers everyone a fair employment opportunity based on their advantages and work experiences, regardless of their race, religion, nationality, and gender. However, since the industry requires more engineering and science-related talents, the ratio of male employees tends to be higher. RichWave continues to support workplace diversity and inclusiveness. In 2024, we hired a total of four employees with disabilities, which exceeded the percentage stipulated by the government.

Total Number of Employees at RichWave: By Category

Total Number of Employees at RichWave: By Job Level

Total Number of Employees at RichWave: By Age

Total Number of Employees at RichWave: By Education Level

Total Number of Non-employee Workers at RichWave

RichWave’s Employee Structure in 2024

To drive growth momentum, RichWave actively recruits and retains key talent through the 104 Job Bank platform to attract high-potential, high-quality candidates. At the same time, the Company values the cultivation of professional talents, we have forged a long-term and close partnership with schools to engage in industry-academe collaboration in higher technical education. We have developed a wide range of cutting-edge technologies in different technological fields with various schools for the sake of keeping abreast of the latest international trends and recruiting key talents. Furthermore, the Company strives to foster a positive work environment by conducting exit interviews with employees prior to their departure. These interviews help identify the reasons behind their decision to leave, enabling the Company to explore possible retention measures, such as internal transfers or improvements to the work environment—to address concerns and reduce employee turnover.

In 2024, RichWave employed a total of 302 individuals, comprising 217 males and 85 females. In Taiwan, 43 new full-time employees were hired, resulting in a new hire rate of 14.2%, including 33 males and 10 females. During the same period, 45 full-time employees resigned, representing a turnover rate of 14.9%, with 39 males and 6 females.

Number of New and Resigned Employees

Employee Remuneration and Appraisal

Performance Appraisal

Our performance management system and development system helps our employees to attain optimum work performance and showcase their core values through ongoing target focus, two-way dialogue, real-time feedback and performance evaluation, thereby realizing the best organizational and individual performance. RichWave’s employee performance evaluation takes place over different stages, assessing our employees’ annual work performance and setting their future career development goals through initial target setting and year-end appraisal. The annual performance appraisal outcome is used as a reference for making human resource-related decisions such as employee performance bonuses, promotion, as well as talent development. In 2024, 100% of RichWave’s employees regularly received performance appraisals and career development reviews, regardless of their job category or job band within the Company.

Remuneration Policy

RichWave sees employees as important assets of the Company and provides a competitive remuneration system that adjusts our employees’ salaries based on the overall performance of the Company and personal performance. If the company has earned a profit for the year, we will set aside at least 8% of the profit as employee remuneration, which will be awarded to our employees in the form of stocks or cash dividends (to be decided by the Board of Directors) based on their performance.

Per information from the MOPS, the “average salary” of RichWave’s full-time, non- management employees Note 1 in 2024 was NTD 1,490 thousand and the “median salary” was NTD 1,266 thousand, both showing growth compared to the previous year.

Training and Education

RichWave values talent cultivation and emphasizes employee education, training, and career development. We offer a comprehensive training framework encompassing new employee orientation, general education, professional skills training, and management skills training, providing employees with diverse learning and development plans throughout their careers. The Company plans annual education and training and allocates a budget based on the needs of each department, in accordance with the "Education and Training Management Procedure." The plan is implemented after approval by supervisors and the President.

New employees are required to complete new employee orientation within three months of joining the Company, including job-related training assigned by department heads and the annual company-wide new employee orientation. The general education courses are arranged according to the annual education and training plan, covering ESG-related content, interpersonal communication, and physical and mental health, among other topics. Examples include a climate-related risk and opportunity identification workshop, an introduction to green products and hazardous substance management, the origins of origin point medicine, and a sharing session on practicing calligraphy as a tech professional. The professional courses cover multi-layer perceptron neural networks, non-linear power amplifiers (NPA), RF and analog signal distortion, AMAM and AMPM curves, and error vector magnitude (EVM) technologies, as well as RF power amplifier simulation and measurement, recent R&D in RF power amplifiers, 3D transient thermal theory and model extraction on PA IC, etc. Management competency training is conducted for management employees at all levels to enhance the management capabilities of executives and middle and junior-level supervisors. In 2024, a total of 1,546 person-times participated in training courses excluding the new employee orientation, accumulating 2,126.5 training hours. Additionally, 40 person-times participated in the new employee orientation training, totaling 480 training hours. In 2024, the accumulated investment in education and training was NTD 74,160.

Work-life balance engenders better performance and quality of life. Since 2021, RichWave has devised a series of physical and spiritual well-being lectures to let our employees take charge of their physical and spiritual conditions. Through the positive thinking techniques, they can alleviate their stress and emotions to overcome difficulties at the workplace and discover happiness. The program received an enthusiastic response from employees. In 2024, a series of ESG courses were held, including “Origins of Origin Point Medicine” and “A Sharing Session on Practicing Calligraphy as a Tech Professional.” These initiatives not only reflected the Company’s commitment to employee well-being, but also reinforced its dedication to promoting and nurturing local culture. In the future, the Company will continue to offer health promotion courses to foster a positive and supportive workplace environment.