Talent Attraction, Retention, and Development

Oneness Biotech is an international innovative drug company. In order to continue to innovate and develop new drugs, we heavily rely on human resource and recruit talent for R&D, production, marketing, and sales. The Company recruits outstanding talents that meet the needs of the Company through multiple channels such as the Raise Program of the Ministry of Science and Technology, the LIFT Program of the Ministry of Science and Technology, 104 Job Bank, LinkedIn, internal employee referrals, recruitment firms and consultants. At the same time, we closely communicate and cooperate with academic research units and teaching hospitals to ensure the innovation and marketability of drug development. In 2024, the Company invested NT$3.17 million in recruitment and successfully recruited 81 elites. In response to the organization development and expansion, the number of employees in 2024 decreased by 12.7% compared to 2023.

Human Capital ROI

Oneness Biotech actively invests resources in talent cultivation and builds a “learning organization” to enhance professionalism and general ESG functions. In order to enable new employees to quickly understand the company culture and integrate into the team, Oneness Biotech has developed a mentor program to assist new employees through diverse approaches by the cooperation between the mentor and the unit supervisor. The following are the results of our employee career development plans and learning activities. For detailed information, please refer to the Employee Development Program.

• Strengthen R&D capabilities
  To strengthen the Company’s R&D capabilities and pass down drug development expertise, a Professional Knowledge Lecture Series was launched in 2022. Led by senior executives who are also well-regarded industry lecturers, the series provides in-depth training to colleagues in the R&D Center. The curriculum covers a wide range of topics, including new drug development, pharmacology and toxicology, animal studies, botanical drug development, and protein-based therapeutics—ensuring the transfer of both technical knowledge and the core values of the Company’s drug development philosophy.
• Organize ESG Internalization Activities
  Enhance the concept of ethical management of employees, add and plan education and training related to ethical management policies, and encourage all employees to participate in. Conduct education and training on Ethical Corporate Management Best Practice Principles when new employees get onboard. Organize annual education and training on “Ethical Corporate Management Best Practice Principles” and “Regulations Compliance” every year. In 2024, a total of 8 sessions were held. In addition, to assist employees in achieving a work-life balance and to alleviate daily work pressure, in 2024, we regularly organized healthy workplace lectures. These lectures, conducted by external professional speakers, covered topics such as healthy aging, emotional management, and emergency response training (CPR and AED). These practical and life-oriented courses aimed to provide employees with soft health knowledge that they could apply to their personal and family lives.

Note: Average training hours = Total training hours / Total employees.

To assist new employees to successfully adapt to the corporate culture and working environment, in July 2021, the Company launched the “New Employee Mentor System”, and department heads or experienced senior employees serve as mentors to assist the stable adaptation and fast growth of new employees during their probation period through one-on-one guidance and passing-on of experience. This system not only enhances the job experience and work efficiency of employees, but also strengthens the internal communication and team cohesion. Experienced senior staff in each department act as the mentors, and they also serve the role of “culture conveyor” and “career guide” within the system. They assist new employees in the understanding of the Company’s requirements and expectations, and also assess whether their workload and responsibilities are appropriate. Through regular interactions, work guidance, and psychological support, they are able to help new employees to understand the Company’s values, to establish correct work concepts, and to gradually master the key aspects of their job responsibilities in practice, thereby improving new employee adaptation and retention rate while strengthening the stability and cohesion of the entire team.

• System Effectiveness:

i. Increase new hire retention: Reduce the risk of resignation during the adaptation period, and save recruitment and training costs
ii. Facilitate knowledge and experience transfer: Enable senior staff to share hands-on expertise and corporate culture, building a learning organization.
iii. Promote cross-generational and cross-departmental communication: Enhancement of the interpersonal connections and the culture of cooperation is beneficial to the establishment of mental security and organizational recognition
iv. Develop leadership potential: Provide mentors with opportunities to improve teaching and communication skills, supporting management talent development.
v. Respond to social responsibility and humanistic care: Demonstrate the Company’s commitment to talent development, aligning with ESG human capital investment goals.

Through ongoing optimization and promotion, the mentor system aims to create a workplace culture centered on care, learning, and growth—reinforcing the Company’s long-term talent sustainability, organizational resilience, and ESG commitments.

The Company’s President serves as the Chairperson of both the ESG Committee and the Risk Management Task Force, overseeing sustainable development management and risk monitoring. Therefore, the performance bonuses and annual assessments in the compensation structure are linked not only to the progress of drug pipeline development but also to the contribution to ESG. This includes the corporate governance performance (e.g., governance evaluation results), the execution of risk management measures, and the promotion of sustainable practices (e.g., greenhouse gas inventory, energy-saving initiatives). 

Note: The number of full-time employees who are not in management positions: 112 people in 2021, 151 people in 2022, 145 people in 2023 and 150 people in 2024.

Note: based on monthly salary and bonus

To encourage the professional development of employees, Oneness Biotech has established On-The-Job Training Management Procedures to fully subsidize employees to obtain professional certificates. The total cost of certifications is covered by the Company. For example, at Oneness Biotech’s Nanchou Plant, we have subsidized employees to earn 12 professional certificates in 2024.

※The above content is taken from the ESG Report