Talent Attraction and Development

M31 has invested a large amount of resources in recruiting excellent talent. We strive to better connect all employees and their efforts to the core values (Innovation, Quality and Passion) of our boutique culture. We also offer compensation and benefit systems that are competitive and meet the employees’ needs to attract and retain excellent talent with the aim of creating a better future together with them.

Compensation Policy

M31’s core value is humane orientation. We respect the value of each person and treasure our team. Therefore, the Company has formulated a competitive compensation policy with more diversified rewards to share the Company’s business results with the employees, creating a win-win working environment, which is also our commitment to M31’s employees. In addition to paying our employees’ salaries in accordance with laws and regulations, M31 also pays the employees holiday bonuses, and may grant dividends and performance bonuses to them according to the revenue and profit for the year as a reward for their contribution to the Company. M31 also makes annual salary adjustments to maintain the overall compensation level. Employee remuneration, annual salary adjustments, year-end bonuses and dividends and performance bonuses as well as their maximum amounts are determined based on the Company’s business operations, the employees’ individual and departmental performance results, with the prevailing industry standard, price level and other factors taken into account. In accordance with M31’s Human Rights Policy, there should not be any discrimination in the overall compensation of each employee on the basis of gender, age, race, religion and nationality. This allows the employees to give full to their value and specialties in an equal workplace.

Talent Development

M31 offers a diverse and inclusive environment to attract professional R&D talent. We also value continuous talent development, allowing the talent to pursue mutual sustainable growth with the Company.

Digital Transformation in Learning

Digital transformation is an indispensable part of sustainable learning and development (L&D) for technical talent. In recent years, M31 has been promoting education and training by cultivating talent through three models: physical learning, digital learning, and hybrid learning. “Learning” drives corporate and digital transformation and the key to success in the face of future challenges is to cultivate talent in a stepwise manner.

  • Physical learning: improving training results through OJT professional training, workshops, and practical trainings
  • Hybrid learning: enhancing learning effectiveness through pre-class online learning + in-class questionnaires + offline activities
  • Digital learning: creating a mobile learning model through E-Learning, learning platforms, microlearning, and assessment for learning

Leadership Competency Development

In the process of the continuous growth of the Company’s, developing the management competencies of entry-level and middle managers is paramount. Thus, in order to improve the management competencies of the managers and effectively facilitate good communication at work, the Company has drawn up a manager competency development program from the perspective of sustainable talent development and actively adopted diverse online and offline learning models, maximizing the benefit of flexible learning and exchange.

  • Entry-level managers: they can take courses on the management topics they would like to learn on the online learning platform, and the Human Resource Department also assigns learning assignments to them for different management competencies for learning.
  • Middle managers: relevant books or articles are picked every year for the managers to read together and exchange thoughts at “reading sessions for managers” to strengthen the management culture of the Company.
  • Senior managers: business management lectures, sessions for reading and analyzing financial statements and keynote lectures for senior managers are held regularly.

Technology Innovation and Development

Due to fast industry development and advanced technology evolution, silicon intellectual property plays a key role in the semiconductor industry. M31 takes the creativity of R&D talent very seriously. Hence, we organize regular R&D lectures and technical sharing sessions every year and encourage our R&D personnel to participate in external seminars. Continuous learning of innovative technologies is encouraged from top to bottom, increasing the IP R&D capacity of M31 and thereby placing M31 in a key position in the IP industry.