FENC is adamant about providing a friendly workplace with zero tolerance for discrimination of any form. A corporate mentorship program is in place to provide new employees support in life and at work in the first three months of employment. Managers or senior staff are assigned to help them get acquainted with work and the environment quickly, which has been effective in lowering the turnover rate among new employees. FENC continued to recruit talent from wide disciplines in 2025 through diverse channels, including job banks, recruitment consultants and dispatch agencies, to facilitate robust succession planning for its operation across the globe. To replenish its sales and administrative force, the Company has tapped into the recruitment mechanism of job banks. To bolster its talent pool at the middle and senior level, the recruitment team relies on the long-term partnerships with more than 20 recruitment consultancies, from which the team received over 50 referrals of management professionals for mid-level positions and above during the reporting year. These channels have given FENC diversified talent recruitment options.

FENC also works closely with dispatch agencies, through which the Company has supplemented its need for professional talent, including senior consultants and experienced production personnel. To achieve corporate sustainability and fulfill social responsibilities, FENC examines employment agencies’ compliance with applicable labor regulations prior to contracting the service. The review plays a key role during the evaluation of the collaboration to protect the rights of dispatched personnel.

A human resource inventory was conducted across FENC to focus on promoting and training current employees. The effect of this strategy can be observed from the percentage of open positions filled through internal recruitment, which is also reinforced through the job rotation program to empower employees and maximize their potential.

↪More information：Statistics on New Employee Hires

1. Campus Recruitment Program

To increase FENC’s visibility among students as an employer brand and build stronger university relations, the recruitment team held eight campus recruitment campaigns in Taiwan during 2025. The campaigns targeted fields of study such as polyester and textile materials; textiles and clothing; chemistry and chemical engineering; business administration and management.  One of the campus recruitment events was the VISION 2025 NTU Campus Recruitment. The campus job fair, which took place at the National Taiwan University, is the largest in Taiwan, and during the event, FENC showcased its key recycling technologies, which tackle waste from the land, ocean and air, and displayed innovative textile and polyester products. The Company also prepared eco-friendly coasters made with 100% recycled materials as gifts for visitors, which attracted crowds of students gathering for exchange.

To address its demand for talent in the management, R&D, manufacturing and sales departments, FENC held employer information sessions at seven universities in a format that combined a corporate briefing with an alumni sharing program. During the events, FENC gave students an in-depth look into its open positions, corporate systems and company culture, provided career advice and stressed the Company’s corporate values and future development strategies to help students build a sense of identification with and trust in FENC.

Meanwhile, FENC continues expanding the talent acquisition strategies for its overseas locations with foresight, connecting to the sources of international talent by forming close ties with local educational resources and building strong long-term partnerships with communities. APG Polytech, for instance, participates in campus career and job fairs, such as the Hannan High School Career Fair and the Bridge Valley Career and Technical College Job Fair. During these events, APG Polytech introduces FENC’s mission, industry development and diverse employment opportunities to local high school and vocational school students, getting them acquainted with the manufacturing industry and increasing their propensity in this career path. In 2025, APG Polytech hosted Mason County Career Center–Discover Your Future Day, inviting students to visit the plant and interact with representatives from multiple departments. The experience gave them a realistic understanding of the job duties and career journey. Through campus collaborations and job fairs, FENC is strengthening its employer brand, cultivating deeper connections to localize employment and building a solid foundation for talent acquisition to help FENC achieve corporate sustainability.
 

2. The Talent Pool Program

FENC has been implementing the Talent Pool Program since 2012 with the goal of deepening industry-academia collaboration. The program offers internship and career development opportunities to top students from Yuan Ze University and Asia Eastern University of Science and Technology, which are founded by the Far Eastern Group (FEG). The program offered 29 internship opportunities in 2025, and 16 top-performing students were selected. During the internship, the students gained practical experience and an early start in adapting to the corporate culture, which prepared them for future employment.

3. Internal and External Personality Tests

FENC started assessing employees with the DISC personality test in 2023, and over 3,300 employees in Taiwan have completed the test. The Company also added the personality test as part of the job interviews to help managers determine the person-job fit and select the ideal candidate. FIGP is the first overseas FENC site to implement the DISC personality test. Recognizing the effectiveness, the management implemented the personality test for the entire plant to boost team performance and competitiveness. The next phase is to expand the implementation across FENC’s global production sites. The results of credible personality tests give employees insights into their own personality traits, and managers a clearer perception of their team members’ personalities, strengths and weaknesses, which will optimize work planning, team building and the efficiency of internal collaboration.

Human Resources Overview

Human Resource Statistics in 2025

When it comes to human resources, FENC has always believed in finding the right person for the right position and giving employees the opportunity to develop their full potential. The Company puts such conviction to practice with a comprehensive organizational structure and human resources system. Permanent employees hold 94% of the key positions, and the Company offers internal training, job rotation and internal promotion track for top performers, which demonstrate the comprehensive and diverse opportunities for career advancement at FENC.

The 2025 turnover rate among all employees in Taiwan is 19%, which reflects FENC’s ambition to put together a professional team with enhanced competitiveness through reorganization and human resources allocation. In mainland China, the number of departing employees dropped by 397 in 2025, which represents a 43% drop from the previous year.

FENC sites in Vietnam offer highly competitive salaries at a level 50% higher than the market average. With robust internal and external recruitment strategies as well as a quality workplace, the effectiveness of recruitment and retention is amplified to power its expansion in Vietnam. The number of new employees in Vietnam in 2025 was 5,560. Among the new hires, 59% are under the age of 30, indicating the Company’s effort to energize the organization with new blood.

At the FENC sites in Japan, the 2025 voluntary turnover rate is 8%, and the involuntary turnover rate is merely 1%. The figures appear to be slightly higher than those from past years. However, they are lower in comparison with the 9.6% average for the manufacturing sector from the latest statistics published by the Japanese Ministry of Health, Labour and Welfare, a sign that employee turnover remains relatively stable at these production sites. FENC creates a win-win by providing comprehensive welfare systems to employees, fostering work-life balance and generating cohesiveness to help them refine work performance and efficiency. At FENC sites in the U.S., the 2025 turnover rate is 7%. To retain employees, FENC implements ongoing reviews of and adjustments to the employee welfare systems, providing them with a workplace promising attractive working conditions and development opportunities.

↪More information：Human Resource Statistics、Number and Rate of New Employee Hires、Number and Rate of Resignations、Number and Rate of Voluntary and Involuntary Resignations