2022 Goals and Achievements- Promoted the "Talent DNA- Leadership Management Assessment", laid out all levels of management and understood the status of reserve talents at all levels.
- Expanded the succession plan, and strengthened the executive leadership course; 60~70 junior-senior executives participated in the program and we aim to cultivate the successors with potential and development capability.
- The total investment in internal staff training cost exceeded NT$ 7.31 million, and the total training hours exceeded 50,000 hours, with average training hours of 28.51 hours per person.
- The total investment of agency force training cost exceeded NT$ 23.45 million, and the total training hours exceeded 350,676 hours, with an average training hours of 36.52 hours per person.
- The pass rate of new staff to obtain the personal insurance agent license was 68.5%, better than the industry average of 39.6%. At the same time, in 2022, there were 9,129 agents qualified for selling the investment-type products (the pass rate of the test was 79.3%, better than the industry average of 43%), and 8,773 agents qualified for selling the foreign-currency non-investment products (the pass rate of the test was 76.6%, better than the industry average of 49.2%).
2023 Goals- The training and cultivation of digital talents promote education and training at all stages and drove the digital transformation.
- Strengthen the development of business channels and improve the retention rate of the new agent.
- Improve the professional certification acquisition of agency force.
- Create an equal, safe and healthy workplace environment.
Create an equal, safe and healthy workplace environment- Provided the maternal health protection measures for internal staff, covering 36 employees who were pregnant or gave birth within one year.
- Provided professional physical and mental counseling services to staff, benefiting 93 people times.
- Performed workplace environmental monitoring, such as air carbon dioxide concentration monitoring, etc.
- Regularly advocated occupational safety and health-related information.
- More than NT$ 4.1 million was invested to improve workplace safety and health.
2023 Goals- Continue to implement the four major labor health programmes of occupational safety and health, and evaluate the effectiveness and improvement.
To cultivate and continuously track the talents with high potential, we have activated the “Succession Plan” in 2019 and selected 60-70 intermediate and senior supervisors to participate in the plan in 2022. Through the stages of talent selection, cultivation and development, evaluation and review, we aim to cultivate the successors with potential and development capability, thereby reducing the deficiency in the key management talents in the Company and allowing both the Company and employees to head toward the goal of sustainable business together.
For the Company's long-term development vision as the outline, cultivate professional talents, and respect their own will and ambition according to the comprehensive consideration of the management leadership team to promote rotation. Each unit may, depending on the nature of its business, encourage colleagues to rotate in enhance job experience, expand personnel exchange, and increase the scope of transfer through on-the-job training for the purpose of cultivating talents, effectively utilizing talents, and developing qualifications for appointment to other positions.
To encourage staff to participate in volunteer activities, they may participate in volunteer activities organized by public welfare organizations such as government agencies, people's organizations approved by the Ministry of the Interior and funds approved by competent authorities.0.5 days of volunteer leave will be applied for if more than 3 hours of volunteer activities are accumulated; and after 6 hours, you can take one day off. You can apply for up to 2 days a year. In 2022, 69 people participated in volunteer activities and applied for 119 volunteer leave days.
We pay attention to the development of all-round ability of internal employees and classify the trainings into core training, management training, and professional training according to the job ranks and course objectives, so as to improve the occupational competitiveness of employees, cultivate the professional management talents, and implement sustainable business. Furthermore, we encourage the employees to obtain the US license of Life Office Management Association (LOMA) and relevant professional licenses for the work fields, and provide the welfare of examination subsidy. We build a digital learning platform to provide the employees, so as to improve the convenience and accessibility of learning. We also provide the diverse training plans with depth and breadth, so that employees can grow together with the enterprise. In 2022, we invested a total exceeding NT$ 7.31 million training expense, and the total training hours of internal employee exceeded 50,000 hours, with an average training hour per capita of 28.51 hours.
The Company has formulated the Employee Welfare Committee Method, providing not only business trip allowance, preferential housing loan, holiday gifts, maternity leave, employee insurance or bonus, incentive travel and employee preferred shares for internal employees, but also professional examination incentive system, club activities, employee marriage, and maternity subsidy, travel allowance, and annual health examination, etc. Moreover, an annual tourism allowance of NT$ 6,500 will be provided to employees who have been on the job for one year, to encourage the balanced development of both body and mind.
