Talent Attraction and Development
Attracting and developing talent is not only a key issue but also essential for achieving sustained progress of the industry. In the chemical industry, the selecting, cultivation, and retention of talents are crucial factors for ensuring long-term success. Facing increasingly complex and diverse challenges, we understand that only by having an outstanding talent team can we drive technological innovation, implement environmentally friendly production methods, and respond to social needs.
Implementation Results in 2023
▍Employee Skills Enhancement, Training Opportunities, and Career Development
The Company conducts talent selection, training, employment, and performance management based on job competency structure. Employees submit an annual education and training needs survey based on general competency qualifications, specific competency qualifications, and the BCM critical manpower list and competency confirmation form to enhance the skills of various employees.
▍Further Training Opportunities and Career Development
According to the annual training plan, the Company arranges and implements training courses within the education
and training system for employees, such as pre-employment training (including general and professional subjects) and on-the-job training (including motivational education, hierarchical training, and professional training). The goal is to continuously enhance the abilities and qualities of talents in various fields such as production, research and development, marketing, and management, thereby enhancing the Company’s competitiveness.
Employees may be assigned domestic or abroad training and study opportunities by the Company due to job requirements (including pursuing master’s or doctoral degrees or professional technical studies) to improve their own performance, enabling them to achieve better results in the workplace. Satisfaction surveys are conducted after training courses, and feedback and suggestions from colleagues is used as a reference for future course.
▍Pre-Employment Training
Training new employees through the “master-apprenticeship” system
New employees undergo pre-employment training, which includes browsing the Company’s HR website and introducing various company policies and employee welfare measures upon their registration. In addition to implementing pre-employment training according to the “Implementation Measures for Education and Training,” senior employees are assigned to teach new colleagues for training through a mentorship system. Senior colleagues teach professional knowledge and skills through personal instruction and supplementary audiovisual materials, enabling new employees to acquire the necessary competencies. Supervisors also engage in frequent discussions to help new employees become familiar with the work environment and increase their job involvement. The operating headquarter and each plant arrange “New Employee Dialogues/Meetings,” where decision-makers or senior executives of each plant, along with HR managers, directly address and listen to the adaptation status of new employees.
▍Employee Character Building Education
Everlight aims to enhance employees’ sense of security at work, family, and personal lives by promoting positive intrinsic qualities through character education. Cultivating good character serves as motivation for individuals and is viewed character as a lifelong learning goal. We adhere to the “Implementation Measures for Character First” as the basis for continuous promotion. At all levels of management, a “Servant Leadership” mindset is embraced, leading by example and deepening employees’ integration and alignment with the Company’s business philosophy and corporate culture.
▍Specific practices
▍Regular Performance and Career Development Reviews
- Everlight implements performance appraisals for employees, including the operating headquarter and Plant I, II, III, IV, through the establishment of a “Performance Appraisal Procedure.” These assessments is implemented in May and November each year, based on annual key work and employee communication evaluations, as the basis for competency training and job promotion.
- By the end of 2023, 100% of Everlight’s regular employees had been completed the performance assessments. Additionally, we are also considering planning ans reviewing the career development of specific supervisors or individuals who meet talent development and cultivation plans.
- Each level of supervisors discusses with employees through performance appraisals annually based on organizational development and environmental changes, department needs and job requirements, aiming to enhance employees’ qualities and cultivate necessary knowledge, attitudes, and skills for work.
- In 2022, Everlight introduced a personal development plan utilizing a “Management Capability Assessment Tool” for senior executives, which continued in 2023. Thirty-one senior executives have participated so far, aiming to strengthen the organization and enhance the Company’s competitiveness.
Performance Appraisal Percentage
Number of Employees Appraised
▍Types of Performance Appraisal Related to Individual Performance and Categories of Applicable Employees
For managers’ salaries and bonuses, they are based on the Company’s salary standard, considering their duties, contributions, performance and responsibilities. These are reviewed individually by the Remuneration Committee on a regular basis and submitted to the Board of Directors for approval. Business bonuses are provided to sales staff based on their contributions.
▍Content of Performance Appraisal
The aspects considered in performance evaluation include professional skills, interpersonal skills, conceptual abilities, leadership abilities, and other assessment indicators. These factors are taken into account in the distribution of year-end bonuses and employee remuneration.
