The company adheres to the principle of meritocracy and treats all employees with fairness, without discrimination based on race, gender, nationality, or disabilities. We strictly comply with labor laws and regulations, and all human resources policies and regulations are established based on the "Labor Standards Act". We strive for the completeness of our human resources system while at the same time being legal and in compliance with regulations, thereby taking care of our employees and fulfilling our corporate social responsibility. The company regularly holds labor-management meetings, prohibits forced labor, and provides channels such as grievance mechanisms. All employees are protected by the human resources policies and regulations. The company firmly believes that talent is the key to success, so we treat our employees like family and strive to establish a warm atmosphere at work. By providing a good working environment and benefits, we hope to help employees achieve a work-life balance. At the same time, the company continues to promote "sharing the achievements and sharing the future" with its employees, working together to create the world's most popular national economic culinary brand and jointly moving towards the goal of a happy enterprise. Additionally, we are committed to:

1. Promoting workplace diversity and building a warm workplace without discrimination.
2. Continue to cultivate potential talents and fulfill the company's commitment to sustainable management.
3. Building a safe and healthy working environment and preventing material occupational hazards.
4. Promoting employee health and preventing occupational diseases.

1.Talent Attraction and Retention

1.1 Employee Diversification

The company adheres to the principle of meritocracy and treats all employees with fairness, without discrimination based on race, gender, nationality, or disabilities. We strictly comply with labor laws and regulations, and all human resources policies and regulations are established based on the "Labor Standards Act". We strive for the completeness of our human resources system while at the same time being legal and in compliance with regulations, thereby taking care of our employees and fulfill our corporate social responsibility. The company regularly holds labor-management meetings, prohibits forced labor, and provides channels such as grievance mechanisms. All employees are protected by the human resources policies and regulations.
 

Manpower structure

As of 31st December 2024, the company has a total of 544 employees, of which 40% are male and 60% are female. This is an increase of 41 people compared to the previous year, mainly due to the establishment of the new brand Shuan Jin Shabu Shabu and an increased talent retention rate. The average age of employees is 38.13 years old. Employees below the age of 30 account for 28% of the workforce, while those between the ages of 30 and 50 account for 57%, and those over the age of 50 account for 15%. In terms of gender, there are more women than men in each age group of employees. Regardless of gender, age, or nationality, all employees share equal development opportunities. The management level of the company is composed of 100% local people and is accounting for 13% of the workforce. Among them, 7% are female. In terms of education, the majority of employees who holds university and college qualifications or above accounts for 62.3% of the workforce.





In terms of the company's employee structure, there are 541 Taiwanese employees and 3 foreign employees. Foreign employees are foreign spouses who are qualified to work. The company will continue to employ foreign individuals to provide job opportunities for a diverse workforce and promote the integration of multi-ethnic groups.


 

Other indicators on diversity: Employing individuals with disabilities

The company is committed to providing job opportunities for individuals with disabilities and protecting their employment rights, with adherence to the provisions of the "People with Disabilities Rights Protection Act". In 2024, the regulation required the employment of 5 individuals with disabilities. However, we surpassed this requirement by employing 10 individuals with disabilities, exceeding the quota by 5. The average length of service for these employees is 3.77 years, and they are employed as full-time staff by a ratio of 70%. The company headquarters is equipped with a complete set of accessible facilities, providing a warm, caring, and convenient environment to individuals with disabilities.

Employment policies

The company upholds the spirit of equality, recruits through open channels, and selects talents through a fair process that treats individuals equally regardless of race, gender, nationality, or disability. According to operations strategy and career development of employees, we recruit outstanding talents in different aspects through various channels. The recruitment channel is not limited to job banks but also includes active participation in campus recruitment, job fairs, and middle-aged and elderly internship program as well as other diverse channels. Providing job opportunities to the diversified employment group, which includes the middle-aged and elderly, individuals with a disability, and new immigrants, meanwhile actualizing the outcome of equal pay for equal work. We aim to achieve stable employment by continuously recruiting outstanding talent, creating a diverse workplace culture, and fostering a friendly work environment. In 2024, the company organized two one-day workplace experience events specifically for diverse groups (including new immigrants and indigenous peoples). These activities aimed to help participants gain a better understanding of the company and its job roles, while also allowing the company to better understand the values of diverse communities. In return, this supports improved job matching and increases the retention rates of newcomers.
As a chain enterprise in catering, the company is headquartered in Taoyuan City, with directly operated stores located throughout Taiwan to support local education and provide students with practical work experience. The company actively arranges internships for college and university students.



The company expects to inject new blood and maintain vitality through effective recruitment and retention policies. In addition to regularly reviewing new hire and turnover indicators, recruitment and retention policies are continuously adjusted by enhancing care for new employees and conducting exit interviews to understand the reasons for departure. These efforts are made to respond to the needs of the market. In 2024, the company recruited 327 newly hired employees, accounting for 60% of the total employees.
In 2024, there were 327 newly hired employees, a decrease of 27 individuals compared to the 354 employees hired in 2023. In terms of the structure of newly hired employees, there are 152 employees below the age of 30, 135 employees between the ages of 30 and 50, and 35 employees over the age of 40. In 2024, the company undertook the following measures in response to employee resignations to effectively reduce the turnover rate:



In 2024, 288 employees left the company, which was a decrease of 2 individuals compared to 2023. The turnover rate of full-time employees in 2024 decreased by 5% compared to 2023. In terms of the structure of employees who left the company, there were 133 employees below the age of 30, 120 employees between the ages of 30 and 50, and 38 employees over the age of 50.

Gender Friendly

The company provides tangible care and support for employees with parental needs, regardless of gender. This includes establishing comprehensive temporary parental leave without pay policies, setting up lactation rooms, and formulating an internal transfer system. At the end of the unpaid leave period, besides returning to his/her original position, employees can also choose to apply for transfer to other internal vacancies. This is aimed at assisting employees in transitioning through different stages of life and enabling them to take a balance between work and family. In 2024, a total of 8 employees applied for parental leave, out of which 6 were expected to return to work after their leave, resulting in a reinstatement rate of 75%. In 2023, a total of 7 employees returned to work after taking parental leave and remained employed for at least one year, achieving a 100% retention rate.

1.2 Protection of Human Rights and Equality

The company has stipulated a human rights policy that acknowledges and adheres to various international human rights conventions, such as the "United Nations Universal Declaration of Human Rights", "United Nations Guiding Principles on Business and Human Rights", "United Nations Global Compact", and "United Nations International Labor Organization". We are committed to preventing any infringement or violation of human rights, ensuring employee freedom of employment, and refraining from the use of oppressive or coercive conditions in employment. We treat all employees, contracts, interns, and temporary staff with dignity and respect. In 2024, we continued to focus on human rights protection issues and strengthened training related to the protection of human rights. The total learning hours reached 1,617 hours. A human rights risk assessment is scheduled to be conducted in 2025 to identify potential sources of human rights risks (eg, working environment, labor conditions, and discrimination or harassment). The assessment will evaluate the level of human rights risk and develop corresponding management measures.

Labor-Management Relations

Safeguarding the basic human rights of all employees is the foundation step of the company, and any actions that violate or infringe human rights are strictly prohibited. With the idea of labor and management working in unity and sharing mutual respect and prosperity, the company values the opinions of its employees highly when handling labor relations issues, and both formal and informal communication channels are provided to employees to reflect their problems at work or in their daily lives. These channels include new employee forums, biannual performance assessment feedback collection, and an employee complaint hotline. In 2024, the company received zero employee complaint cases. To enhance effective communication between labor and management, the company plans to conduct an employee satisfaction survey in the second quarter of 2025, targeting all full-time employees who have been employed for at least six months. The survey aims to gain a deeper understanding of employees' needs and feedback. Based on the results, appropriate improvement measures will be formulated, with implementation of feasible actions expected by the fourth quarter. At the same time, the company will establish an employee feedback hotline to provide a convenient channel for employees to express their thoughts and suggestions. This measure is designed to better listen to employees, improve job satisfaction and well-being, and further strengthen the harmonious relationship between the company and its employees.



In addition, the company holds regular labor-management meetings quarterly, which are attended by supervisors at all levels and employee representatives. Besides explaining the relevant development strategies of the company, these meetings also serve as a communication channel to collect suggestions from employee representatives regarding work-related matters and amendments to welfare systems. The company currently does not have a labor union or collective agreement, and will continue to adopt the following methods to maintain good labor relations:



The company strives for a flat organizational structure, expecting every employee to have the opportunity to express their opinions fully. This enables us to understand the needs of employees and make improvements to the management regulations of the company, thereby enhancing the mutual understanding between the labors and the management and building up consensus. In summary, the company adheres to the regulations of labor laws and establishes a working environment that meets the requirements of labor safety regulations, and safeguards the rights of employees. We are committed to moving towards a more humane management system.

The minimum notice periods regarding operational changes

For significant operational changes and relevant response measures that may affect employee rights, the company will first communicate with the employees through labor-management meetings or forums before the execution. Advance notice will also be given to the affected employees in accordance with the provision of laws and regulations. In addition, the company also provides related support measures, such as assisting in internal transfers to other departments and providing employees with the necessary assistance to apply for relevant government subsidies.

1.3 Lucrative Salaries and Benefits

The company complies with labor laws and regulations, and its remuneration policy is based on job positions, ensuring equal pay for equal work without discrimination based on gender, age, nationality, or any other factors. The company continues to actively recruit talents with a passion for serving others. In 2024, the average starting salary for full-time grassroots employees was 1.23 times the statutory minimum wage, and for part-time employees, it was 2.63 times the statutory minimum wage. The salary appraisal varies depending on the job category and job position. For operational roles, the salary structure has a higher proportion of variable pay, while for staff roles, the salary structure has a higher proportion of fixed pay. The company conducts annual salary surveys to assess the market salary levels and overall economic indicators. Based on the annual operational performance, job responsibilities, and individual performance, the company makes appropriate adjustments to employee salaries to attract talent to join the company. It also provides outstanding employees with opportunities to participate in domestic and overseas visits and employee stock options programs. In addition to broadening their horizons and improving their professional capabilities, they also share the company's growth and value.







Since its establishment, the company has adhered to the principle of mutual prosperity between labor and management, thus actively fostering harmonious labor relations and placing a strong emphasis on employee welfare and well-being. To enhance employee cohesion, the company has implemented comprehensive welfare measures. In 2024, Youngqin International invested a total of NTD 365.676 million in employee welfare. In addition to basic benefits such as labor and health insurance, retirement pensions, performance-based bonus systems, and employee remuneration, the company also offers enhanced protections, including employer liability insurance and group accident insurance. Further welfare provisions include marriage subsidies, childbirth incentives, scholarships for employees' children, and funeral allowances for employees and their dependents. In accordance with regulations, the company has established a Labor Welfare Committee, which manages the allocated employee welfare fund to support various welfare activities such as employee trips and emergency medical assistance. To proactively respond to the 2025 minimum wage increase, the company implemented a salary adjustment for frontline employees in its catering locations ahead of schedule in November 2024. This move not only ensures that frontline employees receive timely pay raises to improve job satisfaction and quality of life, but also demonstrates the company’s commitment to caring for its employees, thus supporting sustainable corporate development.
 
Retirement benefits include both the old pension system and the new pension scheme. For employees who remained with the company prior to the corporate spin-off in 2015, in accordance with the provisions of the former Labor Standards Act, the company has established an employee retirement plan that a portion of the total payroll is allocated as a retirement reserve monthly and deposited into a dedicated pension account at Bank of Taiwan. Each year, an actuarial report on the employee benefit plan is commissioned, with the valuation date set as December 31 of that year. The company ensures that the retirement reserve fund is fully allocated and properly stored in the designated account. Currently, most employees are covered under the Labor Pension Act, which took effect on July 1, 2005. The company adopts an allocation system, contributing at least 6% of each employee’s monthly salary to their individual pension account, which is managed by the Bureau of Labor Insurance.
 
The company places long-term emphasis on promoting a sports culture and has been awarded the “Sports Enterprise Certification” by the Ministry of Education. Employees are encouraged to spend leisure time outdoors with their families, be closer to nature, and maintain a healthy lifestyle. In addition, through the benefits of the free sports clubs, the company aims to inspire employees to engage with the outdoors, prioritize their health and wellness, and achieve a better work-life balance.

2.Occupational Health and Safety

 

2.1 Occupational Health and Safety Management

The Occupational Safety and Health Act serves as the foundation for Youngqin International's implementation of occupational safety and health (OSH) measures. The company continues to refine and review various standard operating procedures, including: Workplace safety and health self-inspection plan, safety management guidelines for contractors and visiting vendors, employee health promotion measures in accordance with the Labor Health Protection Rules. Occupational hazard investigations and responses are carried out in accordance with the company’s “Occupational Hazard Response and Management Guidelines”, as well as the Personnel Hygiene Management Guidelines, Emergency Response Procedures, and the Code of Safety Work. These protocols provide employees with clear procedures and standards to follow regarding workplace safety and hygiene operations, thereby reducing the risk of occupational accidents. The company originally planned to implement the ISO 45001 Occupational Health and Safety Management System in 2025. However, after careful consideration of multiple factors, it has decided to prioritize obtaining Healthy Workplace Certification and temporarily postpone the ISO 45001 implementation.
The measures required for the Healthy Workplace Certification are more aligned with Youngqin International’s current goal of creating a health-friendly and supportive work environment.
These measures include strengthening tobacco control, achieving zero major occupational accidents, and zero occupational diseases. Moreover, obtaining the Healthy Workplace Certification is regarded as a milestone in building a positive workplace, and it will serve as a solid foundation for the future adoption of the ISO 45001 system.

In accordance with legal requirements, Youngqin International has established an Occupational Safety and Health Committee, composed of occupational safety and health personnel, relevant department managers, and labor representatives, with meetings held quarterly. In 2024, a total of four meetings were convened, achieving a 100% execution rate. Labor representatives made up more than one-third of the committee members, enabling them to actively participate in discussions and jointly deliberate on the following matters:



Moreover, the company disseminates OSH-related information to employees via internal emails, the LINE OSH group, and training sessions. Topics include monthly workplace health campaigns, news-based awareness messages, case studies of occupational hazards, and updates on occupational safety and health regulations.

In 2024, the occupational safety and health organization arranged 19 occupational safety and health supervisors, 1 occupational safety and health administrator, and 4 first-aid personnel. The Environmental Safety Office (Occupational safety and health administrators) arranges the schedule of evaluations of workplace safety on-site, combined with a routine process for identifying occupational hazards and assessing risks. Appropriate measures are taken in response to potential hazards, and continuous improvement of workplace safety and health is required. In 2024, a total of 30 evaluations were carried out in 41 directly owned stores.

Contractor and Supplier Management Measures

The company considers contractors as important working partners, and to ensure the work safety of contractor personnel, we have established the "Regulations on Contractor and Guest Supplier Safety Management" in accordance with laws and regulations regarding occupational safety and health. This allows for the management of contractors and other workers, clearly defining the rights and obligations of contractors concerning safety and health. Contractors are required to sign a notification form regarding the working environment and hazardous factors before commencing work. Besides that, the organizing unit of the company needs to send personnel for on-site supervision, thereby preventing occupational hazards from happening. In addition, workers who are non-employees will be included in the company's annual health checks in the future. For supply chain suppliers, a supplier corporate social responsibility code of conduct is developed to regulate suppliers' alignment in different important aspects such as labor rights, environmental protection, health and safety, code of ethics, management mechanisms, and systems. This serves as an evaluation criterion for suppliers during on-site visits and aims to prevent material negative impacts on occupational safety and health and reduce risks of hazards.

The company promotes the idea of zero violence in the workplace and has publicly announced a written statement on preventing workplace violence. All employees have a responsibility to help maintain a working environment free from workplace violence. Anyone who witnesses or hears of workplace violence incidents can report them through the complaint channels.

Building a safe workplace

The company promotes the idea of zero violence in the workplace and has publicly announced a written statement on preventing workplace violence. All employees have a responsibility to help maintain a working environment free from workplace violence. Anyone who witnesses or hears of workplace violence incidents can report them through the complaint channels. 2.2 Workplace Safety and Employee Healthcare

2.2 Workplace Safety and Employee Healthcare

Healthy Workplace Certification

The Healthy Workplace Certification is administered by the Health Promotion Administration (HPA) of the Ministry of Health and Welfare, with the goal of fostering healthy lifestyles and promoting the physical and mental well-being of employees. This initiative extends beyond providing individual health resources to encompass a comprehensive assessment and improvement of both the physical and psychosocial work environment. It also considers the well-being of employees' families and the surrounding community, thereby fulfilling corporate social responsibility and fostering a supportive, health-oriented workplace. Youngqin International plans to obtain the "Badge for Launching Health Initiatives" by Q4 of 2025. The certification is valid for three years, during which the company aims to advance further and obtain the “Badge for Health Promotion” within the same period. To qualify for certification, three primary criteria must be met: 1. No violations of the Tobacco Hazards Prevention Act; 2. No incidents that significantly damage the company's public image; 3. No fatal occupational accidents at the workplace.



To meet these criteria, the company will implement the following action plans: 1. Promote awareness of the Tobacco Hazards Prevention Act and strengthen smoking cessation activities; 2. Proactively prevent incidents that could harm the company's image; 3. Continuously improve workplace safety to prevent serious occupational injuries and reduce illness and injury rates among employees.
In addition, to prevent potential negative events, the company also plans to take the following measures: 1. Immediate correction of on-site issues identified during inspections, followed by post-incident investigation and improvement; 2. Maintain transparent and sincere communication both internally and externally; 3. Conduct employee education and training; 4. Preventing recurrence; 5. Perform effectiveness evaluations and continuous improvement of the above actions.
Youngqin International remains committed to creating a healthy and supportive work environment to enhance employee satisfaction and overall well-being.

Preventive measures for workplace hazard

New employees of the company are required to provide a qualified "Food Service Personnel Health Examination Report". In order to ensure proper job selection and matching and prevent any adverse effects on the health of colleagues, new employees must also complete the "General Labor Physical and Health Examination". In addition, Regular free health checks for employees are organized annually to encourage them to be mindful of their own health and become more relieved in the workplace. Work environment measurements are conducted to let the company have a better understanding of the actual working environment of employees. These are also the implementation of planning, sampling, and analytic or instrumental measurements to evaluate the exposure conditions. Therefore, it is necessary to establish a monitoring plan for operational environments and implement it effectively to achieve the aforementioned objectives. The company headquarters, in compliance with laws and regulations, regularly entrusts a Ministry of Labor-approved monitoring institution to assess the operational environment every six months and measure carbon dioxide concentrations. This ensures that the carbon dioxide concentrations in the workplace are below the regulatory standards, thus maintaining a safe working environment for employees. The company headquarters ensures that the operational environment complies with the regulatory standard of a permissible exposed concentration of below 5000 ppm and publicly announces the monitoring results.

The company has established the "Code of Conduct for Occupational Safety and Health" and "Response Measures to Emergency Disasters and Treatment and Management Procedures" to protect the personal safety of employees and their working environment. They clearly define the distribution of rights and responsibilities of personnel in different departments in responding to material emergency events such as fires and natural disasters, so that the safety of employees can be protected. Furthermore, according to Article 18 of the Occupational Safety and Health Act, if a worker encounters immediate dangers while performing duties, they have the right to stop working and evacuate to a safe location without endangering the safety of others, and immediately report to their direct supervisor. Employers are prohibited from dismissing, transferring, withholding wages during the work stoppage, or taking any other disadvantageous punishments against workers mentioned in the preceding paragraph. In the event of an incident (such as a fire), the company promptly notifies all employees and ensures their evacuation to a safe place as quickly as possible. Furthermore, annual fire drills and training are conducted to enhance employees' awareness of disaster prevention. During the pandemic, the company provided workplace prevention measures for COVID-19 such as: all personnel entering the company are required to wear masks and have their body temperature taken.

Implementation Status of the Four Major Plans

To promote employee health, the company has entrusted hospitals affiliated with National Health Insurance to organize on-site health services and provide occupational health services. In 2024, a total of 48 sessions of on-site labor health services were conducted by contracted occupational physicians and nurses. These services provided assessments and health consultations related to workplace maternal health protection, workplace unlawful infringements, excessive workloads, prevention of human factor engineering hazards, and safety and health of middle-aged and elderly workers. The four major protection plans and workplace visits serve as routine processes of identifying occupational hazards and assessing risks. The results are then utilized to implement graded controls and eliminate work hazards as much as possible and minimize risks. For specific sensitive groups such as employees with potential maternity health risks, special measures are arranged. In 2024, ten pregnant employee was receiving maternal health protection, who had undergone face-to-face interviews by contracted medical personnel to conduct risk identification, risk assessment, and confirmation of work contents, and health education information on pregnancy and postpartum-related care is provided.

Statistics on occupational health and safety education and training

The company declares the situation of occupational hazard statistics monthly in accordance with the law. We also conduct review analysis and safety promotion to reduce the occurrence rate of occupational hazards. To ensure that every worker is familiar with occupational safety and health-related laws and regulations and the company's safety and health management mechanism, education and training are provided. Employees are reminded of the importance of safety and health, disaster prevention, and issues such as labor laws and regulations. In addition, contractors and other workers are managed in accordance with the "Regulations on Contractor and Guest Supplier Safety Management". For example, contractors must receive occupational safety and health education and training before commencing work, and be informed of the possible hazards in their work. In 2024, a total of 122 individuals received training on occupational safety across 14 sessions, the training hours for employees reached 139.5 hours.

Measures for a friendly workplace

To protect the rights of female colleagues and create a friendly workplace environment, the company has set up a lactation room at the headquarters. The room is equipped with comprehensive facilities for female colleagues in need, providing a comfortable and safe space for breastfeeding (breast milk collection) to female employees returning to work after maternity leave. Since its establishment until 2024, the accumulated number of using: 65 times.

A comprehensive health promotion activity

The company is committed to promoting a culture of sports among employees. We have established various sports clubs to enhance employees' motivation to engage in sports and promote their physical and mental well-being. In 2024, 3 clubs were established, and they are the badminton club, the iron rider club, and the hiking club, respectively. In addition, we also organize yoga classes to provide a diversified range of club activities. These activities not only allow employees to engage in leisure activities after work but also facilitate interaction and bonding among employees from different departments, thus increasing the internal cohesion of employees. Moreover, the company actively participates in the "Heart Walk" organized by the Syin-Lu Social Welfare Foundation each year. This is a public welfare event designed to promote physical and mental well-being. By encouraging employees to join with their families, the company promotes a healthy lifestyle and demonstrates its support for social causes. In 2024, a total of 42 participants took part, contributing 126 hours to the event.
 

2.3 Occupational Hazards Management

Management policies and approaches to occupational hazards

Matters regarding occupational hazard incidents should refer to the "Regulations on the management of employment occupational hazard response measures". Unit supervisors not only assist employees in providing relevant medical diagnosis certifications but also promptly investigate the incident and its causes, and make every effort to preserve evidence for subsequent operations. The handling process of occupational hazards follows the flowchart for responding to employee occupational hazards. If there are incidents of occupational hazards, as defined in Article 37-2 of the Occupational Safety and Health Act (material occupational hazards), at the company's workplace, the company should report them to the labor inspection institution within eight hours. When an employee experiences an aforementioned occupational hazard, except for executing necessary first aid and rescue measures, the scene should not be moved or disturbed without permission from judicial authorities or labor inspection institutions.

Occupational Hazards Statistic

Based on the investigation and analysis, the main causes of occupational hazards in 2024 were traffic accidents during commuting and accidents that occurred while performing tasks during operational work (such as slipping or scalding). The statistics are as follows:



Most importantly, occupational hazard incidents are systematically incorporated into bi-weekly management meetings, monthly store manager meetings, regular training sessions, and quarterly Occupational Safety and Health Committee meetings for discussion, reporting, and analysis. This approach aims to raise employee safety awareness and ensure that all staff remain highly vigilant about potential hazards. Moreover, improvement measures are implemented in all store brands across all regions to prevent the recurrence of similar incidents. In 2024, the number of people involved in occupational hazards was higher compared to previous years. This increase was partly due to a rise in the overall number of employees within the group, which naturally elevates the associated risk. However, we believe these incidents serve as valuable opportunities to identify previously overlooked occupational safety risks. As a result, we are improving existing safety measures and developing more effective preventive strategies. No cases of occupational diseases were reported among company employees in the current year. In 2024, colleagues worked a total of 970,306 hours. Moreover, no cases of occupational hazards were reported among contractors and other workers in the current year.
 

3.Talent Cultivation and Development

3.1 Employee Training and Growth

The company has established an effective employee education and training program, and we plan various training courses according to the annual plan, so that employees' professional working skills and management capabilities can be cultivated. In 2024, an accumulated total of 1,812 employees received training, with a total of 5,762.5 training hours. On average, each employee received 11 hours of training per year. The internal training courses cover a wide range of topics, including products, quality, sales, risk management, customer service, store management, business operations, and human resources. These training programs enhance employees' professional competencies comprehensively. Furthermore, considering the long-term development and self-learning opportunities for employees, since 2018, the company has collaborated with national universities to offer credit courses as part of industry-academia collaboration. This allows our colleagues to pursue academic qualifications while balancing their work responsibilities, enhancing career development, and paving the way for their future growth. Colleagues can pursue academic qualifications while balancing their work responsibilities.



The company recognizes the significance of passing on generational knowledge among middle-aged and elderly employees. We are initiating an inheritance program and organizing workplace experience-sharing sessions to foster cross-generational exchange and collaboration in 2025. Additionally, we aim to enhance training programs for non-management employees, focusing on essential professional skills across various departments and positions, including communication skills. This effort aims to broaden employee education and training and increase the diversity of courses. Through workplace experience-sharing sessions for middle-aged and elderly employees, we aim to achieve multiple benefits such as knowledge inheritance, skill transfer, cross-generational exchanges and cooperation, and improved job satisfaction and employee loyalty. These efforts contribute to the long-term development of the company and the career growth of our employees.

3.2 Blueprint on Career Development

The percentage of employees undergoing regular performance and career development reviews

The company's performance management system is centered around talent development and management, as well as reward design. It aligns individual key performance indicators with the overall strategic goals of the company through goal management, ensuring the effectiveness of goal setting. With the support of the Performance Management System, we implement a performance management cycle that not only emphasizes the achievement of key objectives but also focuses on the demonstration of employee behaviors and real-time feedback from supervisors.

3.3 Strategic Manpower Planning

 

In addition to quarterly management courses that enhance team leadership and cross-departmental communication skills, leaders from benchmark companies are invited semiannually to share their successful management practices. An annual strategy consensus camp is also organized to share organizational culture and leadership practices in business management. In 2024, the number of individuals participating in management-related courses reached 372, with a total of 2,272 learning hours.
 

Outstanding store managers, Service angels

In the chain restaurant industry, providing quality service is at the core, and the most important key is having outstanding "talent". Outstanding frontline service staffs are instrumental in delivering high-quality service, attracting more customers, and consequently boosting the company's economic performance. Similarly, excellent back-office staff who possess a deep understanding of market trends and innovative abilities can enhance operational efficiency, and drive upgrades and innovations in catering products, leading to an increase in brand value. To commend outstanding frontline service staff and back-office personnel, Youngqin International led five employees to participate in the "2024 National Excellent Store Manager Commendation and Outstanding Store Manager Selection" and the "2024 Service Angel Awards" organized by the "Taiwan Chain Stores and Franchise Association". Among them, three employees received the "Outstanding Store Manager" award, while the other two employees received the "Service Angel Award". Through the cross-platform professional selections and public recognition from the Taiwan Chain Stores and Franchise Association, not only can hardworking employees receive the most prestigious approval, but they also have the opportunity to learn about the service excellence displayed in other service industries, opening up different perspectives.
 

4 Franchisee Management and Care

4.1 Franchisee Management

【Store Development】

1. Franchise Inquiry and Communication: Franchise inquiries are received through various channels, including the franchise hotline, online messages, and exhibitions. Based on geographic location, the headquarters assigns regional business representatives to explain franchise proposals and clearly communicate the responsibilities and obligations involved in becoming a franchisee. 2. Store Location Search and Evaluation: Once the franchisee confirms their intention to open a store, the company assists in locating a suitable site based on the preferred area indicated by the client. If the client already has a proposed location, the company conducts a site suitability assessment. The evaluation is primarily based on the forecast of conflicts in the business circle, foot traffic, and profitability. Additionally, the company supports the client in finalizing lease negotiations and confirming the store’s launch location. 3. Store Renovation and Construction: Youngqin International coordinates with various contractors to conduct on-site measurements and planning. Once quotations are finalized, renovation work proceeds according to the current year’s store development standards. This includes store interior construction and the installation of equipment. Upon completion, a final inspection and acceptance process is carried out before formally handing over the store to the franchisee. 4. Training Programs: Once the store location is confirmed, recruitment of store personnel begins. After staffing is complete, Youngqin International provides a three-phase training program, conducted at the company headquarters, regional branches, directly owned stores, and the store to be launched. The training includes Product handling and management skills, an on-site internship at directly owned stores, and support for grand openings. For existing operating stores, ongoing support is provided periodically through physical training materials and digital learning resources, enabling franchisees to learn continuously. 5. Other Store Opening Services: In addition to new store openings, the company also provides support for various other store-related services, including: Upgrading and renovation of existing stores, store ownership transfers, and relocation of store locations.

【Operations Support】

1. Marketing campaign execution: Headquarters campaigns: Planned from a brand marketing perspective, nationwide campaigns are designed around current events and seasonal themes (e.g., back-to-school season). These may include cross-industry collaborations, new product launches, and single-item promotions. Store-specific campaigns: Based on regularly submitted operational data, individual store challenges are analyzed. Event proposals and corresponding marketing materials to support their implementation are provided to help improve store performance.
2. Store visit and audit operations: To ensure effective management and provide operational guidance to franchisees, Youngqin International has established regional business divisions across various areas. Each region is staffed with managers, supervisors, and sales coordinators responsible for supporting and guiding franchise operations in their respective territories. Each store is assigned a designated supervisor, who conducts irregular store visits on a quarterly basis. These visits include assessments in key areas such as customer service, marketing campaign implementation, and food safety and hygiene management. Furthermore, formal store audits are conducted at least once every six months, with detailed inspection reports provided. Stores are required to take corrective actions based on the findings, with specific improvement recommendations covering aspects such as environmental cleanliness, interior setup, and overall operational standards.
3. Menu update process: Menus are updated twice a year, including the introduction of new products and the removal of slow-moving items to optimize product offerings.
4. Expansion of digital services: Ongoing updates and enhancements are made to the ordering app, QR code ordering system, store manager management system, and various payment solutions to improve operational efficiency and user experience.
5. Promotion of operational regulations: Real-time updates on operational policies and announcements from the headquarters are delivered through printed notices or via the store manager system. In cases of contract violations, the company issues reminder letters prioritizing guidance and correction before taking further action.
6. Contract renewal is now conducted through an online signing process, promoting environmental sustainability and improving contract management. Before renewal, the company reviews each store’s compliance with contract terms throughout the current period. Renewal proceeds only after thorough communication and confirmation, ensuring enhanced store management capability.
7. Termination procedures apply to stores that either fail to meet contractual obligations or voluntarily request termination. The process involves removing store trademarks and online store information from public platforms. Once this is completed, both parties sign a mutual termination agreement, followed by the refund of the security deposit. This process ensures transparency for consumers regarding the status of branded stores and protects the rights and obligations of franchisees during contract termination.

Resources Provided to Franchisees

Youngqin International provides comprehensive support to franchisees in two primary areas: store establishment and operational guidance.

 

 

4.2 Franchisee Care

The Business Owners Conference

Since 2017, My Warm Day headquarters has been organizing small gatherings called "Homecoming of Franchisees". As the company approaches its 37th anniversary, this activity has expanded into a large-scale group award ceremony event. The event is conceptualized around Youngqin International and connects the three districts of Northern, Central, and Southern Taiwan. It includes all its brands: " My Warm Day ", "Fried Chicken Master" (both domestic and international), " REAL．Café．Bread ", and "Shuan Jin Shabu Shabu". This gathering makes the event very lively and exciting, with about 1,200 participants from a total of 820 stores.
The Business Owners Conference is the most important annual occasion for communication with franchisees. At the Conference, the annual theme for the coming year is set. The theme of 2024 is "Elevate", which symbolizes Youngqin International's determination to lead franchisees and directly-own stores to surpass oneself, becoming more wonderful year by year. In the short term, we will strengthen the sense of belonging to the company and enhance internal communications through the Business Owners Conference. As a result, My Warm Day directly-owned stores can achieve a 100% certification rate as star-rated restaurants in the Taoyuan District. In the medium- to long-term, we will compile statistics on participant satisfaction and integrate star-rated restaurants in the Taoyuan District into the franchise system. We will encourage franchisees to participate in achieving our goal of an annual growth rate of 3%. The brand image will also be strengthened through the power of third-party certification, which will encourage franchise store participation and enhance brand consistency.

In 2024, Youngqin International held its annual Franchisee Summit under the theme: "Sustainable Development, Digital Value, and Future Innovation", demonstrating its forward-looking vision in response to global trends and industry transformation.

5.Social Contribution and Participation

5.1 Social Contribution

Youngqin International is committed to making the most of its corporate resources to serve as a bridge between society and underprivileged communities. Through participation in and promotion of public welfare programs such as charity meal initiatives, every hot meal and every act of kindness becomes a meaningful expression of warmth and care. By integrating technology with food service, we are building a responsive and empathetic social support network, ensuring that those in need receive timely and dignified assistance. We believe that warmth is not just an occasional act of kindness—it can become a sustainable part of everyday life. Youngqin International aspires to be a role model for businesses that continually spread love and hope. In the future, we will continue to expand the depth and reach of our public welfare efforts, striving to be a reliable, compassionate, and actionable force in society.