Echoing the Taiwan Talent Sustainability Action Alliance initiative titled “TALENT, in Taiwan” initiated by CommonWealth Magazine, momo endeavors to not only create a diverse and inclusive workplace, but also enhance talent competitiveness by building a comprehensive education and training system, thereby creating exciting careers with all our employees.
Talent Development
Echoing the Taiwan Talent Sustainability Action Alliance initiative titled "TALENT, in Taiwan" initiated by CommonWealth Magazine, momo endeavors to not only create a diverse and inclusive workplace, but also enhance talent competitiveness by building a comprehensive education and training system, thereby creating exciting careers with all our employees.
Career Paths and Accomplishments
The momo training structure consists of six components: new hire training, competency development, legal compliance awareness, corporate culture, team building and self- development, and management development. Systematic planning on progressive training for each type of role is conducted in accordance with the training roadmap each year. To ensure the quality of training and learning, we study and plan for course requirements in advance, conduct follow-ups after the course, and make continuous improvements to the course afterwards.
Key Compensation and Performance
• Performance and Reward Scheme
momo not only offers our junior staff a higher starting salary than the statutory minimum wage, but also provides our staff with a fair and reasonable compensation package based on academic credentials, work experience, performance, expertise and skills in an effort to build a workplace environment that suits their capabilities.
• Compensation System and Key Data
momo' s compensation structure and system are based on employee roles and take into account prevailing market salary rates, the Company's business situation, and personal performance. Compensation is composed of monthly salary, other bonuses, annual bonuses, and employee remuneration. Under the momo Employee Promotion and Salary Adjustment Management Regulations,'' salary adjustments are made each year based on regular assessments of external market rates as well as a combination of company and employee performance. This is to provide employees with competitive compensation and incentives, ensure the effective retention of internal excellent employees and increase the pull of external talents. The compensation of company managers is put to the "Remuneration Committee" for discussion each year. The reasonableness of linkages between personal performance, company business performance and future risks are examined to determine the standard of salary adjustments and annual bonuses. Recommendations are made by the Remuneration Committee to the Board of Directors for review, adjustment, and eventual disbursal.
To enhance internal salary competitiveness, attract and retain outstanding talent, and stabilize employees' quality of life and compensation for frontline staff, the starting salary for newly hired telemarketing personnel in 2024 complies with the statutory minimum wage. For other full-time frontline employees, regardless of gender, the starting salary exceeds the statutory minimum wage by 1.13 times. There is no gender-based salary disparity among full-time frontline employees. Additionally, in accordance with the revised regulations of the Taiwan Stock Exchange, momo discloses the average salary of full-time employees who do not hold managerial positions, demonstrating its commitment to valuing employees through transparency and accountability.
In 2024, there were 2,756 full-time employees in non-managerial positions at momo, where the average annual salary was NT$880,000 and the median annual salary was NT$753,000. While the number of full-time employees grew by 0.3%, the average and median annual salary rose by 3.3% and 2.2%, respectively compared to 2023. In addition, the ratio of the annual total compensation of the highest-paid individual in the organization to the median annual total compensation of the remaining employees in the organization (excluding the highestpaid individual) in 2024 was 13.43:1; whereas the ratio of the percentage of increase in the annual total compensation of the highest-paid individual in the organization to the median percentage increase in the average annual total compensation of the remaining employees in the organization (excluding the highest-paid individual) was 6.38:1. (The two calculations above do not include contract employees and employees with less than six months of service). For all other temporary workers at momo, the minimum salary threshold was higher than the statutory minimum wage when setting employment conditions.
• Performance Evaluation System
We conduct company-wide performance evaluation on a regular basis to enforce a performance-based compensation policy. It is conducted as a three-stage process that includes the setting of targets at the start of year, a mid-year evaluation, and an end- of-year evaluation. A code of ethical conduct has also been defined that clearly sets out the corporate ethics, duties and obligations expected of employees. Employee conduct in the workplace is also part of the performance evaluation criteria. Explicit rewards or punishments are issued based on their behavior. In 2024, all full-time employees, regardless of gender or job category, excluding those in their probationary period, participated in and completed the annual performance evaluation.
Employee Welfare Scheme
momo looks after employees in diverse ways in keeping with the spirit of every matter, matters to momo" . In addition to establishing a number of job benefits that exceed statutory requirements, the Employee Welfare Committee was established. Monthly employee payroll deductions (0.5%) and 0.1% of operating income are allocated each month to the benefits fund. The Committee has overall responsibility for the management of employee benefits. It plans and implements annual benefits plans and measures with the goal of maximizing employee benefits, promoting the physical and mental well-being of employees, as well as balance in life.
• Standard Benefits
momo provides permanent employees with a range of standard benefits. These include seven major benefits as listed below:
• Unpaid Parental Leave System
momo supports the government's push on unpaid parental leave to allow the employees to be more flexible in childcare. We also ensures that employees returning from leave can resume their original positions upon completion of the leave period. If an employee requests a transfer due to family commitments, then we actively assist with their transfer to a suitable vacancy after reinstatement.
• Employee Stock Ownership Trust
On top of the above benefits, to safeguard employee well-being, achieve sustainable corporate employment relations, enhance employee cohesion and strengthen the retention of outstanding employees, an employee stock ownership trust scheme has been in operation for two years since January 2020. Under the system, senior specialists and employees above the grade of junior manager make a regular voluntary contribution from their monthly payroll along. A company contribution of the same amount is allocated as well with employees encouraged to make regular and fixed-amount investments in momo each month. They can then become a momo shareholder and share in the Company' s business results to improve the business management. As of December 31, 2024, there were 1,375 eligible employees, with 1,108 voluntarily joining the employee welfare association, resulting in a participation rate of 81%. The number of new members in 2024 increased by 8% compared to December 2023, reflecting employees' confidence in the Company' s development. The total accumulated contribution to the employee welfare fund amounted to NT$27.28 milion, representing an 8% increase from 2023.
• Retirement System
According to the Labor Standards Act and the Labor Pension Act, momo has developed the Employee Retirement Rules for all employees to handle their retirement matters and to ensure that the company makes full contributions to protect the rights and interests of the employees to claim their pensions in the future. Employees may apply for voluntary retirement if they meet any of the following criteria.
Shaping a Sustainability Culture
To foster a shared commitment to sustainability and integrate ESG into daily operations, momo annually utilizes diverse communication channels such as the "International ESG Quarterly" , EDM newsletters, and the Company intranet to share the latest sustainability insights, trends, and momo' s ongoing ESG initiatives. This facilitates thorough communication of our sustainability goals and vision with employees.
momo also continuously organizes sustainability training seminars and ESG employee activities to embed corporate sustainability DNA and cultivate employees' understanding, engagement, and alignment with the Company' s sustainability culture. In 2024, the total sustainability training hours completed by all employees amounted to 32,217 hours. In 2024, momo held its inaugural Employee ESG Innovation Proposal Competition, establishing an incentive mechanism to encourage employees to develop practical and sustainability-driven action plans based on their daily work. This initiative aims to jointly advance the Company' s sustainability goals and collaborate with employees in progressing toward the vision of becoming "Taiwan' s Leading Green E-Commerce Pioneer".
