信鋐工業打造全齡共融職場，實現永續發展願景

隨著全球及台灣社會面臨高齡化趨勢，勞動力結構的變化對各產業構成新的挑戰，特別是製造業。中高齡員工不僅是寶貴的經驗傳承者，更是企業穩定發展的重要基石。2025年10月31日，本公司永續長Florence受邀出席由勞動部勞動力發展署中彰投分署中彰投區銀髮中心主辦的「中高齡友善職場座談會」，以「職務再設計：提升製造業用才效率」為題進行深度分享，展現信鋐工業在人才永續上的前瞻策略與具體實踐。

「職務再設計」策略：多元共融的創新實踐
透過策略性的「職務再設計」，能夠有效回應上述挑戰，將潛在的限制轉化為發揮人才潛力的機會。我們的職務再設計策略，是針對多元化員工背景與工作場域特性，量身打造一系列改善措施：

• 場域環境優化：打造人體工學與安全兼具的友善空間 - 針對廠房與倉儲等生產場域進行全面檢視與優化。包括導入人體工學設計，例如調整工作站高度、提供省力輔助工具、改善照明與通風系統，並加強安全防護措施。這些改善不僅降低了中高齡員工的身體負擔，也提升了整體工作效率與安全性，讓所有員工夥伴都能在更舒適、安全、健康的環境中工作。
• 考量三明治世代背景：彈性政策支援生活平衡 - 許多中高齡員工同時肩負著照顧年邁雙親與撫育子女的「三明治世代」壓力。為此，我們積極推動彈性工作政策，例如提供家庭照顧假、遠端工作選項（針對顧問型職位）、或協助協調上下班時間等，以期在工作與家庭之間取得平衡。我們相信，支持員工在家庭中的角色，亦能激勵他們在工作上的投入與表現。
• 彈性工時與顧問模式：善用經驗智慧，創造多贏局面 - 針對擁有豐富產業經驗的資深員工，特別導入顧問形式的彈性工時制度。這不僅讓他們能夠根據自身情況調整工作時間，更重要的是，其寶貴的專業知識與經驗得以透過指導、傳承或專案參與的方式，持續為公司創造價值。這種靈活的用才模式，不僅提升了公司的創新能力，也確保了技術與知識的代際傳承。

透過這些具體的職務再設計策略，SIMHOPE旨在讓所有員工夥伴，無論年齡與背景，都能獲得公平的機會，在職場上盡情展現自身的能力與價值。

 對人才的戰略性投資與企業永續發展
職務再設計並不僅是單純的福利政策，更是對人才的戰略性投資。除了有助於維持人才留任的穩定度，降低因年齡因素造成的人力流失，更進一步透過讓員工在最適合的崗位上發揮職業優勢，極大化個人的產能與貢獻。最終，這些能長久留任且持續發光發熱的夥伴，成為公司穩健營運不可或缺的核心力量。

打造全齡共融職場，共創永續未來
建立一個全齡共融的友善職場，是推動企業永續發展的關鍵。當不同世代的員工，從初入職場的年輕世代到經驗豐富的中高齡夥伴，能夠融合彼此的視角與經驗，將激發前所未有的創新思維。這種多元的視角，也能在面對複雜的商業決策時，促使我們做出更全面性、更具洞察力的判斷。正是這種共融的文化，使信鋐工業得以持續成長，並堅定地邁向永續發展的願景。

SIMHOPE透過「職務再設計」的積極推動，不僅展現了對人才的重視與承諾，更為製造業樹立了中高齡友善職場的典範。我們堅信，以人為本的永續策略，是企業長青的基石。誠摯邀請所有認同信鋐工業理念的夥伴，無論您的年齡與經驗，都能加入我們，一同為打造更具活力、創新與包容性的職場環境而努力。期待您的加入，共同書寫SIMHOPE的永續篇章！

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Job Redesign: SIMHOPE's Strategic Approach to an Age-Inclusive Workforce

As global and Taiwanese societies face an aging trend, shifts in the workforce structure pose new challenges for various industries, particularly manufacturing. Middle-aged and older employees are not only valuable custodians of experience but also a crucial cornerstone for stable corporate development. On October 31, 2025, our Chief Sustainability Officer (CSO), Florence, was invited to attend the "Age-Friendly Workplace Seminar" hosted by the Taichung-Changhua-Nantou Regional Center for Senior Workforce, Workforce Development Agency, Ministry of Labor. She delivered an in-depth presentation titled "Job Redesign: Enhancing Workforce Efficiency in the Manufacturing Sector," showcasing SIMHOPE's forward-looking strategies and concrete practices in talent sustainability.

Job Redesign" Strategies: Innovative Practices for Diversity and Inclusion
Through strategic "Job Redesign," we can effectively address these challenges, transforming potential limitations into opportunities to unleash talent potential. Our Job Redesign strategy involves a series of tailored improvement measures designed for diverse employee backgrounds and workplace characteristics:

• Workplace Environment Optimization: Creating Ergonomic and Safe Friendly Spaces We conduct comprehensive reviews and optimization of production areas, including factories and warehouses. This involves incorporating ergonomic design, such as adjusting workstation heights, providing labor-saving assistive tools, improving lighting and ventilation systems, and strengthening safety protection measures. These enhancements not only reduce the physical burden on middle-aged and older employees but also improve overall work efficiency and safety, enabling all team members to work in a more comfortable, safe, and healthy environment.

• Considering the "Sandwich Generation" Background: Flexible Policies Supporting Work-Life Balance Many middle-aged and older employees bear the pressure of the "Sandwich Generation," caring for elderly parents while raising children. To address this, we actively promote flexible work policies, such as providing family care leave, remote work options (for consultant-type positions), or assisting with flexible work schedules, to help them achieve a balance between work and family life. We believe that supporting employees in their family roles can also motivate their commitment and performance at work.

• Flexible Working Hours and Consulting Model: Leveraging Experienced Wisdom for Win-Win Outcomes For senior employees with extensive industry experience, we specifically introduce a flexible working hour system in a consulting capacity. This not only allows them to adjust their working hours according to their personal circumstances but, more importantly, ensures that their invaluable professional knowledge and experience can continuously create value for the company through mentoring, knowledge transfer, or project participation. This flexible talent utilization model not only enhances the company's innovation capabilities but also ensures the intergenerational transfer of technology and knowledge.

Through these concrete Job Redesign strategies, SIMHOPE aims to ensure that all employees, regardless of age or background, receive fair opportunities to fully showcase their abilities and value in the workplace.

Strategic Investment in Talent and Corporate Sustainable Development
Job Redesign is not merely a welfare policy but a strategic investment in talent. It helps maintain talent retention stability, reduces human resource loss due to age factors, and further maximizes individual productivity and contribution by enabling employees to leverage their professional strengths in the most suitable roles. Ultimately, these long-tenured and continuously excelling partners become the indispensable core strength for the company's stable operations.

Creating an Age-Inclusive Workplace for a Sustainable Future
Establishing an age-inclusive and friendly workplace is key to promoting corporate sustainable development. When employees from different generations, from young professionals entering the workforce to experienced middle-aged and older colleagues, integrate their perspectives and experiences, it will inspire unprecedented innovative thinking. This diverse perspective also prompts us to make more comprehensive and insightful judgments when facing complex business decisions. It is this inclusive culture that enables SIMHOPE to continue growing and firmly advance towards its vision of sustainable development.

Through the proactive promotion of "Job Redesign," SIMHOPE not only demonstrates its emphasis on and commitment to talent but also sets a benchmark for age-friendly workplaces in the manufacturing sector. We firmly believe that people-centric sustainable strategies are the cornerstone of corporate longevity. We sincerely invite all partners who resonate with SIMHOPE's philosophy, regardless of your age and experience, to join us in striving to create a more dynamic, innovative, and inclusive workplace environment. We look forward to your joining us to co-author SIMHOPE's sustainable chapter!