Core Philosophy

In the process of the company’s continuous growth, we have come to deeply realize that a clear, transparent personnel system capable of supporting long-term development is the key to attracting and retaining top talent.

Therefore, we have established a personnel system framework centered on “Career Development, Performance Outcomes, and Capability Growth.” Our goal is to ensure that every employee who joins the team clearly understands their role positioning and development path, and knows how their efforts will be fairly recognized and rewarded.

I. Core Philosophy of the Personnel System

We believe that a healthy and highly efficient organization comes from allowing the right people to exert their influence in the right positions.
Based on this philosophy, the design of our personnel system focuses on the following aspects:

• Clearly defining the responsibilities and expectations for every role.
• Establishing clear and predictable career development paths.
• Using concrete results and capabilities as the basis for evaluation.
• Providing compensation and feedback that align with both the value of the job grade and market standards.

We want every member to know exactly where they are now, where they can go next, and how to continue growing through their own efforts.

II. The Three Pillars Supporting Every Career Path

To implement the aforementioned philosophy, our personnel system is built upon three core pillars:

1. Clear job grading system

We use “Grade” as the foundation for talent management, and each grade clearly specifies:

• Role positioning and key priorities.
• The value and scope of influence of the position within the team.
• Required professional skills and competency requirements.
• Corresponding level of responsibility and work complexity.

Through clear grade and job descriptions, employees can understand their current positioning and see the capabilities required and the direction for effort for the next stage.

2. Transparent and consistent compensation system

Different job categories and grades correspond to a clear compensation structure, including:

• Annual salary structure
• Composition of fixed and variable compensation.
• Reasonable salary range and pay scale.

We emphasize the consistency and understandability of the system, ensuring that compensation reflects role value, individual performance, and overall contribution, rather than being an opaque or difficult-to-explain outcome.

3. Result-oriented performance and bonus system.

Through regular goal reviews and performance feedback, effort can be seen in real-time while also taking long-term development into account.
Two types of bonus mechanisms distributed based on results to align with different job natures and work goals, including:

• Sales Bonus: Applicable to sales positions, distributed based on clear performance targets and achievement status.
• Performance Bonus: Applicable to non-sales positions, distributed based on work results and goal achievement status.

Regular talent reviews to support long-term development.

In addition to short-term results, we also conduct regular talent reviews and assessments from the perspectives of overall capability, work performance, and development potential. This serves as an important reference for career development, promotions, and role adjustments.
This design ensures that both short-term results and long-term growth are valued simultaneously, rather than focusing solely on performance at a single point in time.

III. Overview of the Human Resources System Framework

The overall system covers the following key aspects:

• Career Development System: Job categories, grades, role positioning, and development paths.
• Job and Competency System: Job descriptions, skill requirements, and proficiency levels.
• Compensation System: Compensation structure, pay scale design, and principles for adjustment.
• Performance Management Mechanism: Goal setting, evaluation methods, and feedback processes.
• Bonus and Incentive System: Incentive methods designed based on results and roles.
• Talent Development and Promotion Mechanism: An evaluation framework for comprehensive capabilities and potential.

IV. Support Provided by This System

Through this system, we aim to create for the team and every partner:

• A clear, communicable human resources system and development direction.
• A system that ensures results correspond to tangible rewards and recognition.
• A concrete basis for capability growth and career development.
• Making management and goal alignment simpler and more effective.

Most importantly, we hope that every employee who joins the company can find their place here, be treated fairly, and see the possibility for long-term growth.