How to make good use of basic wage hours to improve corporate efficiency? Latest strategy for 2025

along withBasic salary to increase again in 2025, enterprises are facing the challenge of increasing personnel costs, but they are also facing the opportunity to improve management efficiency. This article willThe latest data, expert opinions, and a list of management tools and strategies, deeply analyzing how to make good use of basic wage hours, improve the overall efficiency of the enterprise, and enable the enterprise to find competitive advantages in compliance.

The latest trend of basic wage hours in 2025

Basic wage adjustment data and corporate impact

According to the latest announcement in 2025,Taiwan’s monthly minimum wage will increase from NT$27,470 to NT$28,590, and the hourly minimum wage will increase to NT$190.(The increases were approximately 4.08% and 3.83% respectively) This move concerns approximately 2.57 million workers in Taiwan and directly affects the cost structure of all industries. The following table shows the key points of basic salary adjustments over the years:

Key TipsAlthough the hourly increase in basic wages is not as high as monthly wages, the impact is particularly evident in industries that employ a large number of part-time workers and have flexible working hours (such as retail, catering, and accommodation).

Labor and health insurance linkage and corporate burden

The increase in basic wage not only increases direct wages, but also pushes up the overall level of labor and health insurance coverage.The insurance standards at all levels will be adjusted as follows in 2025:

The labor insurance premium rate is expected to increase to 12.5% in 2025.Calculated based on average wages, the premiums shared by workers, employers and the government have all increased, directly affecting the company's total personnel costs.

Key strategies to leverage basic wage hours to drive business benefits

H2 Pre-implementation strategy: Compliance and cost budgeting

H3 1. Actively adjust salary and insurance level

Strengthening compliance management. Every time the basic hourly wage is increased, the company must proactively check the salaries of all full-time and part-time employees, quickly complete batch salary adjustments, and update the labor and health insurance levels to avoid illegal risks.

H3 2. Cost calculation + budget simulation scenario

It is recommended that the HR department establishMulti-scenario personnel cost simulation model, simulations are conducted for different manpower sizes, overtime seasons, and part-time scales. As shown below:

Key Points: Make good use of advance budget control to prevent sudden labor cost pressure in 2025.

Organizational management: tool introduction and process reengineering

H3 3. Make good use of the payroll system to adjust salaries in batches and flexibly

Digital management tools greatly improve the efficiency and accuracy of personnel work.For example, the "Femas HR Cloud Human Resources System" can automatically apply the annual insurance template, adjust wages in batches, and update human resources information simultaneously, greatly saving HR operation time and reducing error rates.

The tool should have the following features:

• Automatically matches the latest regulations
• Support batch adjustment for different job types (such as part-time and work-study students)
• Generate payroll and insurance report automation function
• Integrate attendance, scheduling and leave data

It is recommended that enterprises introduce modern salary management systems to effectively improve the efficiency of human resource management.

H3 4. Smart scheduling and manpower allocation

along withThe basic hourly wage has been raised, and the unit time cost has increased.Challenge companies to maximize human output. suggestion:

• Apply data analysis to predict peak and off-peak hours.Flexible allocation of hourly staff shifts
• Combined with AI/algorithms to automatically optimize shift scheduling,Reduce ineffective working hours and improve productivity
• Strengthen cross-departmental and multi-skill training,Allow part-time staff to rotate at appropriate times, achieving multiple uses by one person and avoiding idleness

Practical case: Upgrading management with an empirical approach

H3 10. Enterprise batch salary adjustment & AI intelligent scheduling - management efficiency before and after comparison table

Next step: Taking regulations as the bottom line and innovation as the growth engine

The increase in the basic hourly wage in 2025 will bring about a new challenge of "reconstructing corporate human resources management." Compliance is the bottom line, more efficient management is the key to growth, and continuous optimization of digital tools, talent incentives, and flexible organizational structures will become the only way for Taiwan's corporate competitiveness to evolve again.

In the future, we recommend that companies:

• Continuously track changes in statutory "basic wage hours" to measure the personnel costs of the entire case
• Strengthening digitalization and AI applications
• Creating a flexible employment model
• Establish an open, transparent culture that inspires employee growth

onlyActively take advantage of the legal niche of the basic wage hour and the new market situation to turn institutional changes into business advantages, so that enterprises can be more competitive in 2025 and beyond.