台新新光金控

People are the key that supports business growth, and through the use of three main channels including industry- academia collaboration, overseas recruitment, and substitute military service / R&D substitute service, TS Holdings recruits suitable and top quality talents from the market to meet the plans and requirements of its business units. In 2025, TS Holdings recruited a total of 5,260 employees, and the average recruitment cost per employee was about NT$4,990. TS Holdings has been able to maintain new recruits at approximately 20% of its staff size and a gender distribution close to 50%-50% in the last 3 years, which conform with the organization's diversity and non-discrimination policies. Young employees aged 30 and below accounted for more than 39% of new recruits; their presence not only brings energy and secures the foundation of this organization, but also helps build a creative and refreshing image.

TS Holdings attaches great importance to talents and widely recruits talents. It actively recruits professionals from different regions, genders, nationalities, languages, and races. By the end of 2025, TS Holdings and its subsidiaries had a total of 29,374 full-time employees, 555 part-time employees, and 4,684 dispatched personnel, totaling 34,613 persons.

Among them, there were18,949 full-time female employees, accounting for 64.5%; there were a total of 2,015 full-time female managers, accounting for 51% of the total number of managers, of which the proportion of revenue-generation female managers was 52%. TS Holdings expects that the proportion of revenue-generation female managers will increase to 55% in 2029, to show that TS Holdings does not discriminate based on gender in terms of personnel appointment and promotion. As the figures have shown, TS Holdings does not allow gender discrimination in the recruitment or promotion of employees. In terms of diverse employment of disadvantaged groups, ethnicities, and nationalities, TS Holdings meets legal requirements, appoints sufficient number of people with disabilities, and provides a barrier-free work environment for people with disabilities. We set up overseas operations in 9 foreign countries. TS Holdings makes it a priority to hire workers locally for overseas operations. In 2025, overseas operations hired a total of 684 workers. TS Holdings continues to implement local management. In addition, our employees come from 14 nationalities/ regions. We actively blend multiple cultures into the organization and incorporate them as part of our competitive advantage.

Well-defined Career Plans

To help our employees' development, TS Holdings conducts annual Management by Objective (MBO) and Individual Development Plan (IDP) to help employees identify their future career path. Employees may choose and plan their career paths through means such as training, job rotation, mentoring, meeting participation and project involvement with close guidance from supervisors. The percentage of open managerial positions filled by internal candidates at TS Holdings is close to 70% and the retention rate of outstanding staff is over 90% in 2025. It shows TS Holdings provides ample opportunities and resources for employees to develop their own career plans.

Career Development Learning Program

1. Industry-university Cooperation

2. Comprehensive Financial Talent Training

3. Succession Program

TS Holdings has review panels, appraisals, and a talent evaluation committee available to assess its employees on a regular basis, and is therefore able to identify elite talents at various grades. The identified candidates are then assigned job duties and goals that help build up skills for their intended positions.

4. Diversified Talents

To strengthen the all-round competence and dedication of employees, TS Holdings has been maintaining a learning platform called "TS Holdings University", structured similarly to courses offered by university, that consolidates internal and external resources. As an incentive for self-motivated learning, TS Holdings introduced a "Learning Account" system in which every full-time employee is granted a credit of TWD 10,000 per year that staff can spend independently on foreign language training, computer courses, or license examination fee subsidies. The points can also be spent on lectures by famous experts, artistic and cultural activities, language training, various self-learning courses, and themed courses on any area in life, all in order to offer our staff sufficient resources to expand their knowledge and broaden their horizons.

Self-learning courses are designed around the concept of "Life Cycle," covering topics such as workplace soft skills, digital transformation, AI, and lifestyle. To support employees' physical and mental well-being, festival-themed activities are arranged, including "Valentine's Day Handmade Confession Candle" and "Mother's Day Handmade Leather Bag." In response to the financial accessibility initiative, universal design courses are also offered. Furthermore, in line with the spirit of ESG sustainability, handmade courses prioritize the use of eco-friendly materials for upcycling, and ESG-related topic seminars have been added, comprehensively meeting employees' needs in both professional and personal learning. In particular, we provided tickets to the Taipei TS Holdings Mars basketball games for employees to watch the games with companions, which was well received for promoting work-family balance and adding color to employees' lives.

In addition, we also promoted “fitness courses” and “marathon road running activities” in order to achieve a positive cycle including strengthening employees’ physical and mental health, developing regular exercise habits, and improving work efficiency. Furthermore, we introduced subsidies for diverse learning, online learning, on-the-job training to encourage lifelong learning, thereby achieving the sustainable development goals (SDGs). In 2025, the number of people using the training passbook reached 8,201, and the number of points used exceeded 9.70 million points, an increase of as high as 28% in the number of users over the previous year.