Employees form the core of the financial service industry. FFHC has not only established a brand image of sound management in the minds of the general public but is also working actively to build a "happy workplace." We have long adhered to our philosophy of "employees are the company's most valuable asset." We are committed to creating an ethical, transparent, caring and cooperative working environment for employees. Employees are also encouraged to realize their full potential and create value.As of 2023, the number of full-time employees in the group is 10,305 (594 foreign personnel (including 123 new employees), 6,167 female employees, 4,138 male employees, female to male ratio of approximately 6:4, managerial personnel account for 17.0%, female managerial personnel account for 49.3%, the proportion of female managers and employees is higher than their male counterparts; The proportion of senior management hired from domestic residents was 100%. Additionally, there were a total of 506 non-employee workers (includes staffers, security, maintenance, and cleaning personnel) at the Group in 2023.

Unit: person

To catalyze the development of innovative financial products and services, we recruit top professionals with a background in business management, information science, science and engineering, law or psychology. Since 2014, we have recruited more than 300 professional personnel and high-level managers with related digital technology expertise such as information safety management, big data analysis, social media management, and Internet marketing management. In coordination with the global strategy of dedicating recruitment efforts in the ASEAN region, the search for talent also continues in overseas locations across the U.S. and Europe. The addition of an overseas group when hiring reserve managers has resulted in the active recruitment of talent with language skills such as English, French, German, and Spanish into the operations team to implement an elite talent cultivation policy based in diversity.

On the other hand, the Company focuses on the observable professional capabilities of employees as well as their internal personality traits to predict the future job performance of employees. As such, a variety of digital tools have been introduced for this purpose, such as: AI video interviews and talent assessment systems to improve the efficiency of talent selection and act as a basis for refining human resource development. In order to understand the leadership potential of employees, the bank introduced the Career Personality Aptitude System (CPAS) for the selection of deputy manager reserves in 2014. The result of aptitude tests provides an objective assessment of managerial capabilities and were given to interviewers for reference and improving the identification of professional ability as managers. Starting in 2016, the test was also implemented into the selection process of core reserve talent (MA).

The Group recruits new employees each year, embracing multicultural diversity without restrictions on school, major, age, class, or gender. In 2023, we recruited a total of 929 new employees, with a female-to-male ratio of approximately 6:4. Our overseas operations also prioritize providing employment opportunities to local residents, highlighting our group's commitment to cultural diversity and inclusion. In 2023, all subsidiaries employed people with disabilities at rates that met or exceeded the standards set by regulatory authorities, and they received the same salary and benefits as regular employees.

FFHC evaluates the impact of ESG risk factors on the Group's operations in the establishment of business locations, new business development, loan investments, procurements, planning of business strategies, and human resource development.The human resource management risk graph drawn up based on the 22 selected evaluated factors in 2023, with the vertical axis as incidence probability and horizontal axis as the impact on company operations, is as follows. The 10 factors designated as medium to high probability incidence were categorized as those requiring risk management.

In 2023, due diligence investigations were conducted to identify the occurrence rate and impact level of major issues such as "occupational safety and health management", "information security", and "major infectious diseases" to establish and implement plans that can mitigate relevant risks and their impact on this Group, such as: In response to natural disasters such as earthquakes and fires and geopolitical risks of overseas operating locations, the task group method is used to form crisis management teams that seek solutions to prevent the risk of interruption to operations in the event of a crisis or disaster.

New employees immediately enter our training system upon reporting for work. Comprehensive training plans are available from basic, advanced professional, deputy managers, managers, and senior management. For those that meet management personnel selection qualifications, we organize related training courses and tests and used one or two phases of interviews, 270-degree evaluations (supervisors, peers, and subordinates) to evaluate employees' management and leadership skills.

Regarding employee training, active participation in training courses and obtaining certifications required for relevant business operations are encouraged, as well as the submission of innovative work proposals. Professional certifications are considered a bonus item in the annual performance evaluations, and adopted innovative proposals are rewarded with bonuses. The Group also organizes a variety of professional training, online training, internships, language training, internal certification testing and management competency training. To acquire new financial knowledge and understand the latest industry developments, personnel are frequently sent to attend training courses organized by professional training bodies.

We use the performance evaluation matrix to identify employees with high performance or potential then tailor "Individual Development Plans" to their professional background, language skills, and competency analysis. We continue to work with external professional training institutions to provide financial knowledge and skill training, which includes First Bank collaborates with the Academy of Banking and Finance and the Taipei Foundation of Finance to conduct professional training in areas such as foreign exchange derivatives, trust, regulatory compliance, anti-money laundering, and training for overseas reserve personnel. Additionally, we organize various professional training and language courses to enhance language skills, business acumen, and diverse management capabilities, preparing a pool of overseas professional talent. First Securities and First Securities Investment Trust arrange professional training courses such as pre-service training, on-the-job training, and business seminars through related business associations and the Securities and Futures Institute.

To assess the effectiveness of training, the group’s subsidiaries use the Kirkpatrick Model and Human Capital ROI to evaluate changes in employee behavior, attitudes, and job performance after completing training programs.

To enhance employee learning efficiency, 229,896 employees participated in internal and external training courses in 2023, with an average training time of 59 hours. Among these,