人力資源 


一、精彩職涯   

 
D-Link
企業影片:https://youtu.be/L72PRVl8fwg  

加入我們:
https://www.104.com.tw/company/a5habd4 
員工類型:定期契約員工於 2020 年比例為 0.42%,於 2021 年為 0.36%

員工學歷結構:高素質人力結構,大學畢業以上佔比近88%。為達成公司整體經營策略目標,友訊近年來持續逐步建構在智能生活產品與雲端服務上的軟實力,對於研發人力的投入已佔總人數的 60.8%。 高素質人力結構,大學畢業以上佔比近87%。為達成公司整體經營策略目標,友訊近年來持續逐步建構在智能生活產品與雲端服務上的軟實力,總部對於研發人力的投入已佔總人數的 60.8%。 

 

博士 

碩士 

大學 

專科()以下 

員工學歷結構

1% 

37% 

50% 

12% 








近三年全球人數

 地區

2019

2020 

2021

台灣

751

717

555

印度

355

344

330

歐洲地區

199

189

182

美洲地區

177

159

124

新興市場和其他

786

721

642

總數

  2,268  

  2,130  

  1,833  





二、友善職場 

 

1. 員工健康 

友訊重視員工的工作與生活平衡,照顧好每一位員,提供健康友善的工作環境更是友訊一直以來對員工的承諾,D-Link供每位員工每2年1次健康檢查,並致力推動各項健康促進活動,打造健康的職場環境,2020年榮獲衛生福利部國民健康署頒發健康職場認證之「健康啟動標章」。公司聘任專職護理師執行勞工健康服務、規劃辦理健康檢查及健康促進活動;特約職業醫學科醫師定期臨場服務,提供員工健康諮詢及工作場所訪視;另依規定設置急救人員與AED自動電擊器等急救設施於工作場所中。在疾病預防保健方面,2021年度辦理流感與人類乳突病毒(簡稱HPV)疫苗施打;員工健康促進方面,公司特設立健康促進社團,不定期舉辦動態或靜態之健康促進講座,2021年度共開立8堂課程、計有306人次踴躍參與。

  

2. 員工參與 

D-Link友訊科技尊重每位員工都有結社自由以及依法能籌組工會的權利。為建立友善暢通的溝通管道以維護員工各項權益,公司設有退休金監督委員會、勞資會議、職工福利委員會、員工意見箱、員工申訴管道(一般申訴及工作場所性騷擾申訴),提供多元管道予員工發表想法和建議,公司也能藉此更了解員工的意見,進而透過討論而達成共識。

 

3. 活力友訊 

員工活動:家庭日、社團活動、尾牙活動、部門聚餐
員工福利:優惠停車、午餐補助、社團活動補助、免費健身房及淋浴空間

 

4. 女性保護 

設有獨立空間的哺乳室,遵守相關的女性保護法令,包含:育嬰留職停薪、提供彈性工時(8:00-9:30上班,17:00-18:30下班)以利員工運用;同時亦給予優於法令的全薪家庭照顧假,讓同仁在家庭與工作之間取得平衡。

 

5. 勞工標準 

本公司於 2021 年並無發生任何未遵循勞工標準致受處罰之事件。







三、優渥福利 

 

1. 薪資獎酬 

友訊以具市場競爭力且對內公平性的理念制定薪酬政策,總體薪酬定位以第三方市調公司調查為原則,依照整體經濟及景氣變動、政府法令規定等,及公司整體獲利表現、單位績效與個人績效以調整變動,發放績效獎金、員工酬勞等多元化薪酬制度。
 
本公司敘薪標準依照各國法令及本公司人權政策,不因性別、種族、宗教、政治立場、婚姻狀況等有所區別,薪酬福利包含了績優調薪及各項獎金等,以確保及吸引優秀人才。本公司敘薪標準依照各國法令及本公司人權政策,不因性別、種族、宗教、政治立場、婚姻狀況等有所區別,薪酬福利包含了績優調薪及各項獎金等,以確保及吸引優秀人才。


為鼓勵員工追求持續成長,公司透過每年兩次的績效管理與發展制度、晉升制度,針對績優同仁給予晉升調薪機會,並制定獎懲辦法,獎勵特殊貢獻、成效卓著同仁

 

項目\年度 2021 2021
調薪人數占比
78.80% 83.70%
整體調薪率
2.70% 4.80%

 
 

2. 退休制度 

本公司之退休事項係依『勞動基準法相關規定』及『勞工退休金條例』辦理本公司員工之退休業務。舊制部分依法設立『勞工退休金監督委員會』成立『勞工退休準備金專戶』,按向主管機關核備之提撥率實付薪資2%提撥退休準備金,並專戶儲存於台灣銀行;2021年底確定福利義務新台幣86,814千元。確定提撥計畫係依勞工退休金條例之規定,依員工每月工資6%之提繳率,提撥至勞工保險局之勞工退休金個人專戶;國外子公司則依當地相關法令提撥退休金。合併公司2021年度認列退休金費用為新台幣131,606千元。

本公司之員工退休辦法,已於2020年04月經台北市政府勞動局同意修訂備查。


 

3. 保險 

• 員工免費之團體保險:定期壽險、意外險、住院醫療險、癌症醫療險、重大疾病險、職災保險。  
• 補助員工眷屬住院醫療險、癌症醫療險。 
 

• 因應新冠肺炎,提供員工特殊防疫期間相關保障。


4. 優於勞基法的假勤制度 

• 新進員工到職日起,享有 3 日預支特別休假  
• 每年享有 5 日全薪病假 (含生理假) 
 

• 每年享有 3 日全薪家庭照顧假
 

• 彈性上下班 1.5 小時
 


  

5. 福利 

• 提供各式年節禮金、禮券、生日禮金及禮品    
• 安排員工戶外活動,放鬆心情,增進員工情誼 
 

• 公司現況社團共計 15 個,每年補助社團經費上百萬元,除補助各項社團活動之外,也補助其他大項活動上讓員工依自我興趣,與同好相互學習成長 
 

• 提供餐廳團膳補助,讓同仁吃得健康又安心 
 
• 免費定期員工健康檢查,協助同仁了解自身身體情況    
• 免費機車停車位及優惠的汽車停車方案 ( 每個月500元 ) 
 

 
 
 

四、人才培育與發展 

 

1.多元學習 


友訊科技的學習發展體系是基於組織的策略、願景及價值觀透過全方位開課計劃,以新進人員、專業訓練、管理訓練、自我發展為主軸建構而成的學習體系。  
  

學習體系課程包含:  

• 針對新進同仁規劃的- 友訊公司與產品介紹、文化型塑。  

• 著重同仁自我學習層面生活講座。  

• 提升專業能力的領域知識。  

• 為管理階層設計的領導統御及管理課程。  

 
 

訓練體系圖




 

2.人才發展  


友訊科技致力於人才培養,讓員工依照個人特質與專長、在管理或技術/專業領域取得良好的發展,同時強化各階層主管的管理能力,激勵員工投入與承諾,讓員工與公司一同成長。
  

 

人才培育計畫  

考量不同角度的發展目的,我們提供完整的培育計畫,確保整體高素質的人才實力,並強化各階層主管的領導 與管理能力。包括高潛力人才發展,主管領導力發展與專業能力養成。透過訂定個人發展計畫,協助主管與同仁在多元且完善的教育訓練體系下,持續強化職涯永續發展的動能。
 

1. 高潛力人才發展  

(1) 針對全公司主管進行高潛力人才盤點  

(2) 針對高潛力人才進行計畫性發展計畫,包括個人發展計畫、發展工作指派。

 

2. 主管領導力發展  

(1) 定期和執行長及總經理就組織與高階主管發展計畫進行討論  

(2) 針對不同組織發展與需求設計工作坊,引導主管思考討論  

(3) 主管領導力訓練課程

 

3. 專業能力養成  

(1) 針對非主管提供個人效能課程與學習資源,強化工作效率

(2) 提供專業技術相關訓練

 
4. 接班人計劃 
 

(1) 盤點公司內部關鍵職位,以「嚴重衝擊與影響」與「高風險性」二項指標進行盤點  

(2) 針對關鍵職位安排接班人,以管理能力與專業技能進行評比挑選。

(3) 每個關鍵職位安排1~3位接班人  

      a. 針對關鍵職位接班人給予專案以增加其歷練。

      b. 給予關鍵職位接班人職務輪調,輪調可培養多元視野與格局、快速挖掘問題、激發抗壓性、執行資源配置與決策訓練。

 
5. 目標績效管理 
  

我們自1992年即導入目標績效管理 ( Management by Objectives ) 概念,透過歷年的演進與組織的需求,以系統化的目標績效管理設定,將公司的願景、策略目標與員工個人工作目標結合。藉由3個階段:期初設定、期中檢討、期末考核,達成上下溝通及組織回饋的目的,同時依管理職/非管理職員工區分不同面向的職能評量,協助組織進行人力資源之發展與運用。結合組織營運績效與績效管理制度,將績效考核結果確實地反映到人員年度晉升管理與公司獎酬制度中,讓每一位員工都能與公司一起成長。全公司員工除契約人員與留職停薪復職未滿三個月人員外,凡到職三個月試用期滿之員工,皆需進行定期績效及職涯發展檢視。



 
 

五、實習計畫 


D-Link 深入校園網羅優秀人才 強化產業人才培育 

 
人才培育是友訊 D-Link 的永續目標之一。在全球化與數位科技趨勢下,智慧浪潮已席捲全球,迎接新世代的戰略佈局刻不容緩,各種數位轉型的口號紛紛充斥在耳邊,資訊人才已是各產業爭相網羅的目標。為擴大及強化產業的新資訊技術人才資源,培育並吸引更多優秀人才加入本公司,2020年度開始 D-Link 踏著智慧浪潮進入校園,致力於挖掘在地人才,一共參與 8 所校園徵才或實習活動,包含政治大學、暨南大學、東吳大學、台北科技大學、台灣科技大學、臺灣師範大學、中央大學及德明財經科技大學。透過各項新產品並以深入淺出的方式帶領同學了解新技術,串聯匯聚智慧浪潮下的 3 大科技:人工智慧(Artificial Intelligence)、5G 通訊(5G Telecommunication)、物聯網(Internet of Things)。  
 
經過這幾次的校園說明會及講座,感受到學生對於未來職涯發展其實很有自己的想法,也因為資訊的發達,同學可以透過各種不同管道了解各公司技術內容,因應美中貿易戰,原赴中設廠之台商紛紛於台灣擴廠經營,各科技廠商於台均擴大徵才,友訊以永續經營概念,除持續朝向5G技術發展之外,注重員工工作與生活平衡,並提供員工更公平合理工作環境及薪資待遇,D-Link將持續前進各大專院校進行技術分享及就業媒合,期待未來能吸引更多莘莘學子加入友訊D-Link。

D-Link友訊科技與各大專院校建立長期合作的模式,持續深根校園,縮短學用落差,並向政府申請「青年旗艦計畫」,雖未能於2020年及2021年COVID-19疫情肆虐期間,透過該計畫晉用人員,但公司仍持續進用30歲以下青年就業;此外也持續產學合作,推動實習計畫,2020年錄用3位、2021年錄用2位分測試技術實習生,期間給予做中學、專業指導等教育訓練,該批實習生現況仍全數在職,3位畢業後全數轉為正職員工、2位在學持續實習;測試技術部門現況更有高達30%正職員工是透過實習計畫留任之員工。2022年更已著手與國立台灣科技大學國際事務處合作,設立優秀外籍生獎學金,以延攬國際化人才,落實立足台灣、服務全球的願景。


  

 

政治大學:僑外生職涯講座暨媒合會 
 



 暨南大學外文系:僑外生企業說明會 
 
 


東吳大學資管系:開放原始碼授權教戰手冊 
 



北科大資工系:AI智慧感知跨域應用  
 



師範大學  
 



台灣科技大學  
 

 


中央大學  
 




Human Resources

 

  I.  Rewarding Careers
 II.  Friendly Workplace
III.  Excellent Compensation and Benefits
IV.  Talent Cultivation and Development
 V.  Internship Program

 

I. Excellent Career Opportunities

1. Introduction to D-Link: https://youtu.be/L72PRVl8fwg 
2. Join Us: https://www.104.com.tw/company/a5habd4
3. Type of Employees: The percentages of fixed term contract employees are 0.42% in 2020 and 0.36% in 2021 respectively.
4. Employee education background: Well-educated staff with nearly 88% of employees holding a bachelor's degree or higher. To achieve overall business strategic goals, D-Link continues to invest in the development of smart products and cloud services, with R&D personnel accounting for more than 60% of the total workforce.
 

 

Doctorate (PhD) 

Master (MA) 

Bachelor (BA) 

Others 

Employee Education

1%

37%

50%

12%

 





Number of Global Employees for the Past Three Years
 

Region

2020

2019 

2018 

Taiwan

717

751

677

India

344

355

320

European region

189

199

207

America region

159

177

196

Emerging markets and others

721

786

806

Total

  2,130  

  2,268  

  2,206  

 

  
II. Friendly Workplace 


1. Employee Well-being 

A healthy work-life balance is very important at D-Link and taking good care of our employees has been an on-going commitment. We offer regular medical examinations to monitor employee health, and on-site nursing staff to provide the latest health information. The company also has an Occupational Safety department, which periodically holds workplace safety and health seminars to help employees work with peace of mind.

 

2. Freedom of Association

D-Link respects employees' rights to form organizations and join labor unions. In addition to regular Labor Management committee and Employee Welfare committee meetings, a suggestion box is also available for employees to voice their opinions, which enables the company to better understand, negotiate, and resolve employee concerns.

 

3. Employee Engagement and Welfare 

- Events and Activities: Family Day, Year-End Banquet, departmental gatherings, employee club-sponsored activities.
- Facilities and Benefits: Preferred parking, employee cafeteria with subsidized meals, company funding for employee club activities, fully-equipped gym with shower facilities.

 

4. Protection for Female Employees

D-Link adheres to all relevant gender equality regulations for female employees. We offer private nursing rooms, maternity leave, flexible working hours (start time 8:00 to 9:30 AM, end time 5:00 to 6:30 PM), and paid family leave to help female employees achieve a healthy work-life balance.

 

5. Labor Standards

No incidents of labor standards non-compliance resulting any fine or penalty occurred in 2021.









III. Excellent Compensation and Benefits

1. Salary and Bonuses
 

D-Link's compensation policies offer employees fair market and competitive salaries, which are mainly determined by third-party research, economic fluctuations, and government regulations. Various bonuses are also awarded with consideration to overall company profit, departmental performance, and personal achievements.

The Company's compensation policies comply with international labor laws, human rights regulations, and strictly prohibit discrimination against anyone for reasons such as gender, race, religion, marital status, or political views. Salaries and benefits are adjusted according to performance reviews and includes numerous bonus opportunities to ensure we attract and retain outstanding talent.

To encourage employee personal development, D-Link conducts semi-annual performance and development evaluations to reward outstanding employees with salary adjustments, promotions, and special recognition.

Year 2020 2021
Percentage of employees with salary adjustments
 6.7%   78.8% 
Overall salary adjustment rate
 0.5%   2.7% 


 
2. Retirement 

Retiring employees can elect to have their retirement processed according to the Labor Standards Act, or the newer Labor Pension Act of 2005. For retirements processed under the Labor Standards Act, monthly pension payments are paid by the Labor Pension Supervision Committee via the Labor Retirement Reserve Account. The company's employee retirement policy has been amended and approved by the Taipei City Department of Labor in April 2020.
 


3. Insurance 

Employees are protected under the group health insurance plan provided by the company at no cost, and subsidized coverage is available for family members. In response to COVID-19, relevant insurance coverage is offered to employees during the epidemic prevention period.

 
 

4. Generous Annual Vacation and Leave Allowance
(more than the statutory minimum required by law)
 

  New employees are given a 3-day vacation allowance
•  5 days of paid sick leave annually 
•  3 days of paid family leave annually 
•  Flexible working hours (1.5 hours) 

 
 

5. Benefits 

•  Cash, gift vouchers, and gifts for various holidays and birthday 
•  Outdoor activities for employee relaxation and bonding 
•  Over one million NT$ dollars funded by the company for activities of 18 employee clubs in 2020
•  Funding provided for special events to promote personal development through individual interests and
    peer learning
•  Employee cafeteria and subsidized meals to promote a healthy diet
•  Free regular medical check-ups for employees to monitor health 
•  Preferred employee parking (cars: NT$500/month, motorcycles: free)



 


IV. Talent Cultivation and Development 

Diverse Learning 

The company's training programs are based on D-Link's vision, values, strategy, and focus mainly on onboarding training, professional training, management training, and personal development.

 
Training courses include:

•  Company, product, and culture introduction for new employees
•  Seminars on self-learning and personal development
•  Refining professional competence and industry knowledge
•  Leadership and management training for managers


Training System
 



Talent Development 

 
D-Link's commitment to talent cultivation enables employees to excel in management, technical, and professional fields that suit their personalities and are within their areas of expertise. Also, by refining managerial skills at all levels of management and motivating employees to engage and commit, we can ensure that our company and staff will grow as one.

 
 
  

Talent Cultivation Strategy 

After taking multiple objectives into consideration, we implemented an all-inclusive talent cultivation program to ensure a solid talent base and strengthen leadership and management capabilities throughout the organization. This includes high-potential talent development, supervisory leadership development, and professional development. Through personal growth planning, we enable supervisors and subordinates to continuously strengthen their motivation for sustainable career development under a diversified and comprehensive talent cultivation program.

 
 

1. High Potential Talent Development 

•  Conduct high-potential talent assessment for all employees in supervisory positions
•  Begin development program for all high-potential employees, including personal development planning and developmental work assignments

  
 

2. Management Leadership Development 

•  Regular discussions with the CEO and General Manager on plans for organizational and executive development
•  Workshops designed to initiate supervisory discussion for different organizational development and operational needs
•  Management leadership training program

 
 

3. Professional Development 

•  Provide personal effectiveness training and learning resources for non-supervisory employees to enhance work efficiency
•  Provide professional and technical related training

 

 

4. Succession Planning 

•  Identify critical positions with “severe impact” and “high risk” to company operations
•  Arrange 1 to 3 successors for each critical position based on management ability and professional skills
 

(1) Assign projects to successors to enhance experience

(2) Job rotations to help succession candidates broaden perspectives on company operations, quickly identify problems, improve stress tolerance, perform resource allocation, and develop decision making skills.

 

5. Management by Objectives (MBO) 

Since 1992, D-Link has implemented the concept of “Management byObjectives” to systematically integrate our vision, strategic objectives, andemployee performance goals to align with the evolving needs of the organization.Through initial goal settings, mid-term evaluations, and final assessments wecan ensure effective upward and downward communication throughout theorganization, as well as assist in the development and utilization of humanresources for managerial and non-managerial staff.

 

Thecombined assessment results of the company's operational performance (OPM) andthe employee performance management systems will have a direct impact on annualemployee promotions and compensations, ensuring opportunities for employees andthe organization to grow as one. All employees (except contract employees and employeeswho have been on leave without pay and reinstated for less than three months)are required to participate in regular performance and career developmentreviews upon completion of their three-month probationary period.


 
  

V. Internship Program 


D-Link enters campuses to recruit outstanding talent and strengthen the cultivation of industry workforces 

 
Talent development is a continuous effort at D-Link. With Digital Transformation and Artificial Intelligence (AI) technologies advancing at breakneck speeds across the globe, the battles to win tomorrow's wars are being fought now and talent acquisition is one of the main battlegrounds. In efforts to expand and strengthen our talent pool within the industry, cultivate and attract more outstanding talents to D-Link, we participated in internship and recruitment events of eight university campuses in 2020 to demonstrate our local commitment; campuses include Chengchi University, National Chi Nan University, Soochow University, National Taipei University of Technology, National Taiwan University of Science and Technology, National Taiwan Normal University, National Central University, and Takming University of Science and Technology. Through an in-depth introduction of a variety of new products, we aimed to spark interest for students in the fields of Artificial Intelligence, 5G telecommunication, and Internet of Things.
 
Through these campus presentations and seminars, we realized that the students have already given much thought to their future and career path development. Students have also done research to understand the different types of technologies from various companies.
 
In addition to adhering to our concept of corporate sustainability in continuous 5G advancements, we believe strongly in providing our staff with fair wages and reasonable working environments. We will also continue to share the latest technology and recruit talent at major colleges and universities to ensure we attract the best talent for D-Link.
 
Through long-term collaboration with major universities and colleges, D-Link aims to close the student employability gap and create internship opportunities. During the epidemic from 2020 to 2021, D-Link also hired young talent under the age of 30 through the government-sponsored “Youth Flagship” program and hired three interns for our testing facility to receive technical training; Through our internship program from local college, 13 out of 21 interns have become full-time employees after graduation. 

 
 

Talent matchmaking conference for overseas students at Chengchi University 




 
Corporate Presentation at National Chi Nan University

  

Open-source licensing course at Soochow University

 
 
 

AI multi-domain application seminar at National Taipei University of Technology

 
 

National Taiwan Normal University 

 
 

National Taiwan University of Science and Technology 

 
 

National Central University