Employee Development

Implementation of GigaDevice's Human Rights Policy

Rights and Interests of Employees: The Company upholds the principles of employment equality and diversity, fully respecting the diverse backgrounds of all employees.  We strongly oppose workplace bullying and harassment, striving to cultivate a diverse, equitable, and integrity-filled workplace for all employees.

The Company places a strong emphasis on fulfilling its corporate social responsibilities and strictly complies with human rights and labor regulations applicable in all countries and jurisdictions where it operates. At GigaDevice, 100% of regular employees have signed labor contracts with the Company, and 100% of regular employees have been covered by social insurance.

GigaDevice prioritizes talent team development and offers diverse promotion pathways for its employees. The Company consistently upholds and implements systems such as the Promotion Mechanism and the Talent Training and Development Plans to ensure fair and transparent career development through two channels, including technical promotion and management promotion. This dual-track approach is designed to fully unleash employee strengths and potential, while providing ample opportunities for personal growth. In 2024, the Company further implemented its Career Architecture Management System. Through scientific methods for talent management and development, GigaDevice improved the alignment between roles and individual capabilities, refined the standards and competency requirements for post ranking management, and continuously optimized its talent selection and appointment system through practice.

In alignment with the Diversity, Equity, and Inclusion(DE&I) Policies of GigaDevice (referred to as the DE&I Policies), the Company strictly prohibits discriminatory practices in hiring, compensation, training, promotion, termination, and other matters, and ban any prejudice or discrimination based on race, color, gender, language, religion, political views, nationality, disability, and other factors. In 2024, the Company continues to integrate the DE&I Policies into mandatory courses for all employees, promoting diverse labor recruitment practices and talent development channels, and fostering an open, inclusive, and innovative diversity culture.

Freedom of Association: GigaDevice respects employees' rights to freedom of association, assembly, and pluralistic expression. Through a dual-track mechanism composed of the Employee Association Council (EAC) and the Employee Representative Congress (ERC), the Company has established an institutionalized communication platform to ensure that employees' rights and interests are fully protected.

The EAC is responsible for coordinating employee-initiated interest associations (e.g., sports, employee benefits programs, external exchanges). As of June 2025, it has supported the establishment of five associations, covering badminton, football, table tennis, basketball, and women-focused themes. These associations have organized over 1,000 events, with participation from more than 70% of employees, fostering a healthy environment characterized by autonomous management and collaborative development.

To implement the requirements of a modern enterprise system, further improve the Company's governance structure and safeguard the democratic rights of employees, the ERC functions as a democratic decision-making platform. It has reviewed and approved key regulations such as the Employee Handbook and the Total Compensation Management Guideline, and has conducted elections for employee directors. Representatives participating in the ERC cover over 80% of departments..

Communication with Employees: GigaDevice is devoted to building a robust, friendly and safe working environment, and establishing good and harmonious relationships with employees. The Company adheres to "people-oriented" management concept, keeps employee communication channels smooth, continuously improves the employee care system, and effectively safeguards employees' welfare, health and safety.

GigaDevice pays attention to the personalized voice of every employee. The Company sets up interviews in the HR Share Service Center at key nodes such as joining and leaving to collect the real ideas and valuable suggestions of employees, organizes and analyzes reasons for job-hopping in semi-annual and annual reports, feeds back the analysis results to the relevant department, and continues to improve employees' working experience. HRBP organizes employee communication meetings on a regular basis, arranges one-to-one interviews with employees, and gets to know resource demands for business development and employees' situation. At the same time, the Company has formulated the Internal Mentorship System for new graduates and new employees who graduated within a year, carried out internal mentorship management, and helped them enhance position competence. The Company will select an excellent mentor for every new graduate, communicate with new employees regularly, care about problems encountered by new employees, help them fit into their positions, and provide them with targeted counseling as the case may be. In addition, we have established a complete employee appeal mechanism and developed the Reporting and Informant Protection System so that employees can make complaints to the relevant party or department involved if they consider that their personal interests are unduly infringed upon or if they find violations of company regulations. In 2024, the number of complaints lodged by employees who considered that they had been subjected to unequal treatment at work or other labor issues was zero.

We established a dedicated report/complaint mailbox (gd-info@gigadevice.com) (available 24/7 globally) and added written correspondence, where employees can provide feedback anonymously or with their real names.  

The Company streamlines the whistleblowing process to ensure clarity and ease of use at every stage. It has established dedicated positions for complaint intake, with reports accepted at designated secure facilities or through secure online portals and dedicated phone lines. Timeliness of complaint resolution is strictly managed, and a full-process confidentiality mechanism is enforced. Whistleblowers have the right to be informed about the process and outcome and may report any misconduct or negligence by the handling personnel or department. For cases involving suspected legal or regulatory violations or significant loss to the Company, an escalation process is in place, with serious cases submitted to the General Manager for decision-making. Through a closed-loop management system and a tiered accountability framework, GigaDevice effectively upholds employees' legal rights and interests.

Employee Dedication and Satisfaction Survey

GigaDevice respects employees' views, and emphasizes the establishment of an effective communication mechanism and a sincere communication culture. It constantly organizes investigations on the dedication and satisfaction of employees according to business and staff scales in order to improve internal management. The Company conducts a company-wide employee dedication and satisfaction survey every two years. In 2024, the survey achieved an impressive 93% response rate, with all indicators scoring at or above industry benchmarks. Notably, the statement "Employees often go the extra mile to help the Company succeed" received a score of 78, representing a 6-point increase from 2022. Satisfaction with "Employee Training and Development" reached 76, a 3-point improvement over 2022. We will make proper use of the investigation results, formulate action plans and implementation plans, aimed at improving internal processes, strengthening cross-departmental collaboration, and improving organizational effectiveness. At the same time, the Company will improve its expert talent management program and upgrade the "Chuxin" program for new graduates, continuously optimizing talent structure and capabilities.

Targeted Training Programs by Job Function

GigaDevice has developed a comprehensive and professional training system tailored to different job roles, ensuring that every employee receives upskilling opportunities aligned with their responsibilities and career aspirations.

For technical R&D positions, training courses cover advanced topics such as analog IC design, digital backend design, RF and analog circuit design, and project management. These programs combine theoretical instruction with hands-on practice and delve into the latest chip technologies and design tools.

Training for marketing roles focuses on market trend analysis, customer relationship management, and product promotion strategies, aiming to strengthen market insight and business expansion capabilities.

For quality and operations roles, courses emphasize process technology, supply chain management, and quality control to ensure the efficiency and compliance of product manufacturing processes.

In addition, legal training is provided, covering topics such as anti-monopoly, anti-commercial bribery, employee code of conduct, information security, and system certification. These programs help ensure the Company operates in a healthy and compliant manner.

All training content is updated regularly to stay aligned with industry developments. These programs not only enhance employees' professional capabilities but also support GigaDevice's long-term development and innovation strategies. Through this structured training approach, GigaDevice is committed to fostering a continuous learning and improvement culture, promoting employee career growth, and contributing to the Company's sustainable corporate development.

Talent Team Training Program

GigaDevice places strong emphasis on building a comprehensive talent pipeline, with customized development programs tailored to fresh graduates, new managers, mid-level leaders, and senior executives. These programs, namely "Chuxin," "Ranxin," "Huixin," and "Lingxin" programs, designed to support employees' career lifecycle.

Chuxin: This is a key development program specifically designed for fresh graduates, forming a crucial part of GigaDevice's talent pipeline strategy.. It provides a full-cycle development pathway and a structured 0-24 months talent cultivation system, incorporating internal mentorship, technical rotation training, on-site experiential camps, and on-the-job assignments. The program follows a "three-pillar" cultivation strategy that integrates training, mentorship, and hands-on practice.

Ranxin: Tailored for entry-level managers and high-potential candidates, this program focuses on management skills development. Through systematic learning of foundational management, it aims to develop insightful team leaders who excel at guiding others and driving execution. The goal is to improve team performance, motivate employees, develop future management talent, and create a sustainable management pipeline for the Company's long-term growth.

Huixin MBA Management Workshop: Targeted at mid-level managers, this one-year program enhances their systematic management knowledge and methodologies. It strengthens managerial foundations, broadens strategic perspectives, and equips managers to address challenges from a business operations standpoint.

Lingxin: Designed for senior executives, this program offers access to comprehensive business management theories and practical case studies through partnerships with leading external business schools, aiming to broaden executives' industry perspective, elevate strategic acumen, and refine operational strategies. In addition, executive coaching is provided for key leadership positions to facilitate rapid breakthroughs in critical areas.

Honors and Recognition

In July 2024, GigaDevice was honored with the "2024 Top Graduate Employer Brands" award, presented by 51job.com, China's most influential human resources service provider.