Current Members of the Board
| Title | Name | Education | Experiences |
|---|---|---|---|
Expertise and Independence of Directors
BBoard Diversity and Independence
Board Diversity:
HDRE advocates for and respects a policy of Board diversity. This policy is aimed at strengthening corporate governance and promoting the sound development of the Board’s composition and structure. HDRE believes that a diversity policy enhances overall corporate performance. The selection of Board members is based on merit, ensuring a diverse and complementary skill set across industries. Board members possess essential qualifications and values (such as gender and age), as well as professional knowledge and skills. Board members possess expertise in areas like law, accounting, industry, finance, marketing, or technology, along with professional skills and relevant industry experience.
HDRE’s current Board Diversity Policy and implementation status are as follows:
|
Diversity items
Name of directors
|
Gender | Age | Seniority of Independent Directors |
Industry Experience | Professional Competencies | |||||
|---|---|---|---|---|---|---|---|---|---|---|
| Less than 3 years |
More than 3 years |
Business Management |
Venture Capital |
Green Energy Application and Registration |
Construction Development |
Finance and Accounting |
Securities Finance |
|||
| -- | -- | -- | -- | -- | -- | -- | -- | |||
Board Independence:
The current Board is comprised of seven members, including three independent directors, one female director, and two directors who are also employees, representing 42.86%, 14.28%, and 28.57% of the Board, respectively. HDRE aims to achieve a female director representation of 25%. All independent directors meet the regulatory requirements set by the Financial Supervisory Commission (FSC) in Taiwan.
Diversity of Board Members
The Board members are selected through a "candidate nomination system," with final decisions made by the shareholders' meeting after approval by the Board of Directors. The composition of the Board of Directors should consider diversity. In addition, directors who also serve as managerial officers of HDRE should not exceed one-third of the Board seats. HDRE should also formulate an appropriate diversity policy based on its operations, business model, and development needs. This policy should include, but is not limited to, the following two main criteria: Board diversity and independence.
1. Basic Qualifications and Values: Gender, age, etc.
2. Professional Knowledge and Skills: Professional background (e.g., law, accounting, industry, finance, marketing, and technology), professional skills, and industry experience.
Board members should generally possess the knowledge, skills, and qualities necessary to perform their duties. To achieve the ideal goals of corporate governance, the Board as a whole should have the following competencies:
1. Sound operational and business judgment.
2. Accounting and financial analysis.
3. Management expertise.
4. Crisis management.
5. Industry knowledge.
6. International market perspective.
7. Leadership qualities.
8. Decision-making capabilities.
Board Diversity:
HDRE advocates for and respects a policy of Board diversity. This policy is aimed at strengthening corporate governance and promoting the sound development of the Board’s composition and structure. HDRE believes that a diversity policy enhances overall corporate performance. The selection of Board members is based on merit, ensuring a diverse and complementary skill set across industries. Board members possess essential qualifications and values (such as gender and age), as well as professional knowledge and skills. Board members possess expertise in areas like law, accounting, industry, finance, marketing, or technology, along with professional skills and relevant industry experience. HDRE’s Board of Directors is comprised of seven directors, including three independent directors, and aims for a 25% representation of female directors. The Board of Directors emphasizes diversity in its composition and possesses the necessary knowledge, skills, and diverse professional backgrounds required for their roles. The directors' extensive expertise, personal insights, and business acumen are highly valued and relied upon by HDRE.
Succession Planning
Succession Planning for Board Members and Key Management
1. Succession Planning for Board MembersThe selection of board members is conducted through a candidate nomination system in accordance with the "Rules for the Election of Directors." Currently, the Board is comprised of seven directors, including three independent directors, all possessing expertise in business, law, finance, accounting, or corporate management. In the future, HDRE will continue to strengthen the board's structure and assess the need to increase the number of independent directors. HDRE will seek external professional talents as part of its succession planning for the Board of Directors. For independent directors who are legally required to have relevant experience in business, law, finance, accounting, or company operations, HDRE will appoint them in accordance with legal requirements to further enhance sound corporate governance.
2. Succession Planning for Key
ManagementEmployees at the Assistant Vice President level and above are considered key management. We have methodically implemented a succession planning system for these crucial roles, including the introduction of a deputy system. Each key management position is paired with a designated deputy to ensure continuity and readiness for future leadership transitions. To develop and enhance the skills of key management and their deputies, we regularly conduct both internal and external training programs. These programs are meticulously designed to not only bolster professional skills but also to enhance judgment, management capabilities, and problem-solving abilities. Our focused approach aims to refine the decision-making quality of our management team and cultivate high-caliber talent, essential for HDRE’s sustained growth and long-term success.