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Talent Management

Talent Management Status

Talent Management Status

DB HiTek respects the rights of all employees and accepts the creative and cultural diversity of all individual employees.

Talent Management Details

Workforce Status 1)

(Unit: persons, %)

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Classification 2024 2023 2022
Total no. of personnel 2,051 1,993 2,143
Technical officers 1,252 1,227 1,295
Production workers 775 749 811
Contract workers 24 17 37
Ratio of permanent personnel 98.8 99.1 98.3
Managers 2) 40.0 38.3 34.0
Technical officers 13.1 14.2 13.9
Production workers 95.5 99.6 99.8
Average length of employment (years) 10.7 10.5 9.8

Following the change in the method for calculating personnel, it has been applied in the same way as in the DB HiTek business report disclosed on DART

The percentage of woman in managerial position

Employment Retention Status

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Category Unit 2024 2023 2022
Total Turnover Persons 163 179 216
Total Turnover Rate % 7.9 9.1 10.5
Voluntary Turnover Persons 151 174 203
Voluntary Turnover Rate % 7.6 8.9 9.9
Involuntary Turnover Persons 6 5 13
Involuntary Turnover Rate % 0.3 0.3 0.6
Average Length of Employment Retention Years 10.7 10.5 9.8
Male Years 11.4 11.3 10.8
Female Years 9.9 9.6 8.9

Nurturing Talent

DB HiTek provides various training opportunities to its employees and strives to foster the best experts in each field.

Fostering Semiconductor Experts

Investment per person 1)

DB HiTek operates various training programs for each position and concentrates on cultivating leaders with technical expertise.

(1000KRW/personnel)

  • 2024: 1,216
  • 2023: 1,328
  • 2022: 1,256

Total training cost current year/No. of technical office personnel at the end of the year

Technical Leader Training Program

Associates receive support through deliberate advancement facilitated by the company and its organizational initiatives, aimed at fostering the timely acquisition of essential knowledge and skills. Professionals and managers are offered a specialized training program with the objective of nurturing technical leaders possessing problem-solving capabilities in their respective fields, thereby encouraging voluntary learning.

  • Managers: Mentoring, College of Semiconductor Technology (Off-line), Collaborative Host Education, Seminar on Technology Trends, Cultivate In-Company Instructor, External Education, Overseas Academic Conference, DB DNA
  • Professionals: Mentoring, College of Semiconductor Technology (Off-line), Collaborative Host Education, Seminar on Technology Trends, Cultivate In-Company Instructor, External Education, Overseas Academic Conference, DB CNA
  • Associates: Mentoring, Basic Course for Job Skills (Off-line + On-line), Collaborative Host Education, Seminar on Technology Trends, External Education, Overseas Academic Conference

Grievance Handling

DB HiTek constantly inspects the human rights and labor implications of stakeholders through various channels including the joint labor-management council, the grievance committee, employee meetings, and the in-house counseling center.

Joint Labor-Management Council

DB HiTek operates a joint labor-management council at each workplace to listen to the opinions of its employees and to improve their grievances and welfare. The labor-management council of each workplace consists of six members from the management and six members from the non-management. In accordance with the Act on the Promotion of Worker Participation and Cooperation, the labor-management council is operated by electing worker members under the principle of direct, confidential, and anonymous voting.

The joint labor-management council listens to the opinions of employees from time to time, delivers them directly to the management, discusses them, and communicates freely. Management performance is shared through regular meetings, and various agendas such as improvement of working conditions and establishment of systems are discussed. In 2024, a total of 25 agenda items were discussed across four regular meetings, and the results of these discussions are shared with all employees via the company intranet. Since 2022, a bulletin board where any employee can anonymously propose an agenda to the labor-management council was created to actively collect and communicate the opinions of employees.

Grievance Procedures

The DB HiTek joint labor-management council appoints three grievance procedures committee members from each workplace to provide consultation and support for employees' grievances. The grievance procedures committee strives to resolve employee grievances such as workplace harassment, workplace sexual harassment, verbal abuse and assault, and corruption. To this end, it operates on an anonymous basis to strictly protect the identity of the complainant to prevent further damage such as retaliation for reporting.

In addition, we operate an anonymous bulletin board where any employee can ask questions about inconvenience and injustice or just general company life, and provide immediate action or feedback on received VOCs. All VOCs received through the anonymous bulletin board are promptly addressed and responded to, promoting internal communication within the organization.

Employee Health Enhancement

DB HiTek operates various health management programs to promote the health of its members and their management of stress.

Major Health Activities
for Employees

Measurement and Management of Work Environment

  • Measurement of work environment in the first and second half of the year
  • Maintenance and management of physical and chemical hazard factors that may occur in the workplace below the legal standards, including hazardous chemicals, noise, excessive light, and electromagnetic waves, and self-measurement of working environments for short-term and temporary tasks

Medical Check-up

  • General health examination, comprehensive health check-ups, special health check-ups, flu vaccination, operation of Love Day (blood donation), vision loss prevention measures, management of counseling for workers with health problems, body fat measurement, company-wide physical fitness measurement, physical therapy room operation

Health Care

  • Prevention of musculoskeletal disorders, operation of stop smoking clinic, risk assessment of brain and cardiovascular diseases, operation of designated hospitals, health promotion counseling

Others

  • Operation of mother's room, prevention program for confined space health work, national infectious disease (MERS, COVID-19, etc.) prevention, recreational club activity, etc.

Maternity Protection Policy

DB HiTek has introduced and applied the maternity protection system so that female workers can comfortably focus on both childcare and work.

Maternity Protection Policy Details

Maternity Protection Policy Information

The policy is implemented as a system to support female workers in terms of work protection so as to reduce inconvenience and bring comfort while taking care of children. Also, we are making efforts to create a comfortable working environment to the extent possible to reduce the stress relating to work and childcare.

  • Support for flexible vacation day: Before/After childbirth, Miscarriage/Stillbirth, Spouse’s childbirth, Infertility treatment
  • Support for flexible work hours: Pregnancy, Fetal examination, Work during childcare period
  • Support for facility/wage: Parenting (lactation) time, Wage support, Health care room and nursing room
  • Support for temporary retirement: Parental leave, Family care leave
  • HR System
  • Free use of nursing room

Parental Leave Status

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Type Gender Unit 2024 2023 2022
Total number of employees eligible for parental leave 1) M Persons 226 218 270
F Persons 143 121 141
Total number of employees who took parental leave 2) M Persons 4 3 1
F Persons 34 35 31
Total number of employees who returned to work after parental leave 3)
(Employee return rate after
parental leave4)) 		M Persons
(%)		 3
(75) 		2
(67) 		1
(100)
F Persons
(%)		 28
(82) 		30
(86) 		27
(87)
Number of employees who have been employed for more than 12 months among those who returned to work after parental leave 5)
(Rate of continued employment for more than 12 months in employees who returned to work after parental leave 6)) 		M Persons
(%)		 4
(100) 		2
(67) 		0
(0)
F Persons
(%)		 25
(74) 		24
(69) 		21
(68)

Number of employees with children under the age of 8 or in the second grade of elementary school or younger

Number of employees who took parental leave in the current year

Number of employees who returned to work after parental leave in the current year

Number of employees who returned to work after parental leave in the current year/Number of employees who took parental leave in the current year

Number of employees who have been employed for more than 12 months based on the return date from parental leave in the current year

Number of employees who have been employed for more than 12 months based on the return date from parental leave in the current year/Number of employees who returned to work after parental leave in the current year

A Good Company to Work For

DB HiTek operates various welfare programs to respect the lives of employees and to ensure a healthy work-life balance.

Organizational Culture

Executive-Employee Communication Program

  • CEO management briefing
  • Organizational culture Avengers
    (Employee activist group for improvement of management activities)

Efforts for sustainable growth and development through the diagnosis of organizational culture and feedback

  • Survey regarding employee perception
  • Leadership diagnosis and feedback

Employee Assistance Program

  • Psychological counseling center within the workplace
  • Cultural lectures, special lectures by invited speakers
  • Fitness club, gym, etc.
  • Re-employment support service

Certified as a family-friendly company

  • Support for childbirth and child-rearing (labor protection for pregnant women, infertility treatment, etc.)
  • Flexible working system (reduction of working hours during pregnancy and child-rearing, etc.)
  • Creating a family-friendly workplace culture (spouse maternity leave, workplace daycare, etc.)

Family-Friendly Certification

  • Family-Friendly Certificate

    Establishment of a Family-Friendly Management System and Implementation of Family-Friendly Programs

    Certificate Number
    2021-0952
    Valid Until
    2026.11.30
    Certified Sites
    Fab1, Fab2
    Download

Welfare Programs

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Dormitory
Employee dormitory provided
Provides dormitories for employees with long-distance travel between home and company workplace for a stable work-life
Support of Leisure Facilities
Leisure facilities supported
Recreation facilities nationwide
Leisure clubs supported
Soccer, basketball, baseball, golf, fishing, bowling, flower arrangement, etc.
Amenities
Employee restaurant, fitness club, table tennis court, golf driving range, badminton court, etc.
Childcare Support
Childcare Support
Mother's room (nursing room), female-only lounge and parking lot In-company daycare for employees with young children Children's day event
Others
Health care support
Support for a healthy work-life through regular health checkups once a year Join group accident insurance
Monetary congratulations and condolences supported
Support for monetary congratulations/condolences for marriage, 60th birthday, or death of employees and their families, and flexible leave of absence for congratulations and condolences
Selective welfare system
Holidays, founding day, and workers' day gifts Financial support for housing, medical expenses, tuition fees, etc.
Financial aid for child education
Tuition support including tuition and upbringing fees for all high school/university courses for employees’ children
Psychological counseling (Mind Care)
Psychological tests for members to assess their mental health status, with effective psychological counseling also available Provision of newsletters for managing members’ physical and mental health, and individual and workplace counseling programs tailored to their individual needs

Human Rights Management Policy and Risk Management

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Classification Stakeholder Description
Ethical Management Code of Conduct Members DB HiTek has established a Code of Conduct for Employees Relating to Ethical Management to pledge its commitment to transparent and rational management, defining appropriate conduct and value judgment criteria.
DBH Code of Conduct Members DB HiTek has established the DBH Code of Conduct in alignment with the principles of the Responsible Business Alliance (RBA). This code sets forth operational guidelines regarding human rights and labor practices that all members must adhere to, such as the prohibition of forced labor, child labor, excessive working hours, and discrimination. Every year, DB HiTek undergoes the RBA audit based on this Code of Conduct.
  • Revision of DBH Code of Conduct based on the RBA Code of Conduct
  • DBH self-assessment
  • RBA on-site audit
  • Follow-up monitoring (Implementation of improvements,re-audit, etc.)

Compliance with the Code of Conduct, self-assessments, and on-site audits to be managed by TFT composed of Management Planning, HR, ESH, etc.
Prevention of Workplace
Bullying/Sexual Harassment		 Members DB HiTek strictly prohibits any form of workplace harassment and sexual harassment, and operates a dedicated reporting center to not only receive and handle reports but also to provide ethical guidelines through annual education.
In 2024, a total of 8 cases were reported and all 8 were successfully resolved.
  • Awareness of the incident
  • Initial reporting (Intranet, mobile, email, messenger, etc.)
  • Consultation (In-house professional counselor, to be kept confidential)
  • Investigation (In-house labor experts, external experts)
  • Follow-up monitoring (Implementation of agreements, prevention of recurrence, operation of healing programs)
Partners’ Code of Conduct Partners DB HiTek has established and distributed a Supplier Code of Conduct to ensure that its suppliers comply with legal and social responsibilities. Compliance with the Supplier Code of Conduct is mandated in the contracts with the suppliers.
Signature for the Prevention of
Anti-Slavery and Human Trafficking 		Members, Partners DB HiTek declares its opposition to all forms of forced labor and commits to making every effort to ensure that forced labor does not occur within DB HiTek and its related suppliers.
RBA Evaluation Members DB HiTek conducts self-assessments in accordance with RBA principles to review human rights and labor-related conditions. Identified risks are addressed with improvement measures.
Organizational Assessment Employees As part of its ESG management efforts, DB HiTek conducts regular assessments covering human rights, labor practices, and overall organizational culture, continuously striving to foster a healthy working environment. In July 2024, job stress and mental health assessments were conducted to prevent health impairments and promote mental well-being among employees, with 66% of the workforce participating. These assessments provided in-depth analysis across various areas, including job autonomy, interpersonal conflict, organizational operations, and workplace culture. The results revealed a strong correlation between job stress and symptoms of depression, with increased stress levels in the areas of job demands and autonomy compared to 2023. In response, the company has provided professional support for employees identified as being at mental health risk. In addition, company-wide programs have been implemented to strengthen stress management capabilities and promote wellness at the organizational level, offering practical and sustained measures to support employees’ mental health and reduce job-related stress.
Company-Wide Human Rights Training Members DB HiTek conducts annual education on preventing workplace harassment and sexual harassment, as well as education to prevent discrimination, and to promote respect for human rights among all employees, including disabled individuals, aiming to raise awareness and foster an inclusive work environment.
Risk Assessment of Working Environment Before and After Childbirth Members DB HiTek conducts work environment risk assessments for employees who may be vulnerable to safety and health risks, such as pregnant and lactating employees, in relation to shortened working hours, childcare and breastfeeding breaks, leave options, as well as workplace risks including exposure to hazardous factors. In July 2022, a risk assessment was carried out, in which all 16 evaluated items received a rating of "high" (evaluation rating: high/medium/low).

Refusal of Unauthorized Email Collection

This website prohibits the unauthorized collection of email addresses posted on the site through email harvesting programs or other technical means. Any violation of this policy may result in penalties under the Act on Promotion of Information and Communications Network Utilization and Information Protection, among other applicable laws.