CH. 7 Talent cultivation
110
7.1.2
Forming Professional Teams
The Company does not discriminate based on gender,
age, race, political inclinations, nor religious beliefs whether in
recruitment or in promotions. As long as an employee's skills
and qualifications fits the requirements for a given position
and professional capabilities, every employee can enjoy
equal opportunities and rights. Since we value performance
and potentials equally, in addition to viewing an employee's
individual target and status as reference for performance
evaluation, we also assign scores for potential as references
for promotions by assessing whether an employee has
crucial core competencies, or has development potentials
for higher-ranking positions based on the employee's actual
performance.
For those who have served in a position for two years
or above, we offer appropriate mechanisms to provide
job rotation opportunities based on employees' individual
career planning objectives. Employee job rotation provides
the purpose of strengthening talent cultivation and effective
personnel utilization. It enhances an employee's work
experiences and inspires innovation and breakthrough, and
enhances internal development opportunities. Whenever the
Company has any vacancies in existing positions or newly
created positions, our recruitment unit will undertake internal
job vacancy announcement as a first priority. Prior to the
annual HR budget meeting each year, our HR Department
also establishes the ratios for personnel transferring in
and out for the subsequent year based on the horizontal
development of each position and the quantity of these
positions in each department.
Just like CTCI's vision that "employee is the most valuable
asset," we believe that professional talent is the lifeline of
CTCI's sustainable development. Hence, except for those
who have significantly violated labor contracts or relevant
legal regulations, CTCI has never terminated an employee
without valid reasons. If major changes in the Company's
operations could potentially impact employee rights, CTCI
would clearly set announcements prior to the change
taking place in accordance with Article 16 in the R.O.C.
Labor Standard Act listed in the Employee Handbook, in
to protect employee rights. To understand the thoughts
of employees who leave voluntarily, when an employee
hands in resignation, in addition to face-to-face talks with
the employee's departmental supervisor, the HR Department
would also clearly understand the main causes of the person's
resignation. And this will be used as basis for conducting
turnover analysis and the subsequent management system,
as we hope to retain high-performing employees in the
Company. In 2015, 8.6% of the new entrants had left within a
year of employment. The turnover rate of normal employees
was approximately 10.2%, most of whom were under 30
years old. And the highest percentage of turnover had been
those with work experiences of 1-3 years, and lowers as work
experience increases.
Starting from 2012, CTCI conducts online professional
capability evaluation every 6 months and evaluated by
supervisors, in order to establish the professional capability
and standards required of each position. Results of the
professional evaluation will be used to set up learning and
development plans to strengthen the continued employment
and career management of employees. A supervisor should
proactively seek for the causes for the insufficiencies in
professional skills or lowered performance results and
discuss methods to handle these problems with the
employee and the relevant departments for the employee to
receive assistance and to reach a consensus. The supervisor
should encourage the employee in question to receive
external courses or invite internal lecturers to host lectures,
and routinely evaluate the employee's learning conditions
and developments. If an employee enters into a performance
improvement plan, his/her supervisor should discuss and plan
out the actional plan for improvement with the employee.
"employee is the
most valuable asset"
