Management Policy
Reason for the Issue's Importance
"Training and education" play a vital role in TNP's management
practices, contributing to the company's social image, enhancing
employee quality, meeting human rights standards, and achieving
environmental sustainability. These initiatives reflect effective
corporate governance and positively impact the company's longterm
value and sustainability. By investing in these areas, TNP
fosters a workforce that is skilled and aware of its responsibilities,
while also aligning with broader societal and environmental goals.
This holistic approach strengthens the company's position and
ensures its ongoing success and growth.
Impact and Influence
- Social Actual Positive Impact: Corporate training and education can be viewed as a part of the company's social responsibility. By offering skills training, diversity training, and anti-discrimination education, the company can actively participate in solving social issues, enhancing its social image.
- Human/Human Rights Actual Positive Impact: Effective training and education help ensure employees receive proper support and skill development in the workplace. This aligns with ESG requirements on human rights and labor conditions, ensuring employee rights, good working conditions, and transparent labor practices.
- Environmental Actual Positive Impact: TNP emphasizes environmental knowledge and practices in training and education to reduce the company's environmental footprint. This reflects the ESG environmental aspect, showing the company's active participation in sustainable development and reducing environmental impact.
- Corporate Governance Actual Positive Impact: Providing training and education also reflects the effectiveness of corporate governance. Good corporate governance involves developing and managing internal talent, which is achieved through training and education. This has a positive impact on improving the company's operational efficiency and agility.
Policy/Strategy
TNP upholds the company philosophy of integrity, dedication,
competition, and surpassing. It aims to cultivate a spirit among
all members to "break through the status quo, bravely face
various challenges, learn everywhere, and always strive for selfimprovement."
By enhancing employees' capabilities, the company
can achieve its goals. Only through continuous improvement of
colleagues' abilities can TNP sustainably progress.
Monitoring and Reporting Progress: Regularly monitor the implementation of training plans and report the company's training performance to stakeholders periodically.
Monitoring and Reporting Progress: Regularly monitor the implementation of training plans and report the company's training performance to stakeholders periodically.
Goals and Targets
- Short-term Goals: Enhance the diversity of educational training.
- Long-term Goals: Increase the budget for educational training
Management Evaluation Mechanism
Set the achievement rate for educational training each year.
Performance and Adjustments
The achievement rate of educational training is part of each unit's
KPI, and its results directly impact the year-end performance
evaluation.
In 2023, educational training achieved skills training diversity with an expenditure of 236,243 NTD and an average training time of 2.18 hours per person.
In 2023, educational training achieved skills training diversity with an expenditure of 236,243 NTD and an average training time of 2.18 hours per person.
Preventive or Remedial Measures
- Training Cost Control: The company can control training costs by improving efficiency and choosing appropriate training methods.
- Adapting to Market Changes: Regularly review training plans to ensure that employees' skills align with market demands, reducing the risk of training becoming outdated.
- Open and Transparent Communication: Establish transparency and actively share training plans and outcomes with shareholders and investors to reduce potential information asymmetry.
Fair Performance Management System
Our company's performance evaluation is conducted for 100% of employees,
regardless of gender or employee category, with regular assessments of
performance and career development. TNP consistently uses performance
evaluations to gauge organizational performance levels, support personal
development, and emphasize competency management to prevent inequality.
Regular assessments can boost employee satisfaction and improve competencies.Our current evaluation mechanism includes monthly job evaluations, semi-annual
average assessments, and year-end evaluations, based on efficiency, quality,
cooperation, and responsibility. The assessment mechanism is based on quantitative
assessment and qualitative explanation to ensure that the performance of
employees meets the company's expectations. All employees passed the annual
evaluation during this reporting period, with no employees failing to meet retention
standards.
Assessment Statistics Table
| Item | Management | Non-manageme nt | Direct Personnel | Indirect Personnel |
|---|---|---|---|---|
| Percentage of Male Employees Assessed | 100 | 100 | 100 | 100 |
| Percentage of Female Employees Assessed | 100 | 100 | 100 | 100 |
Employee Training
Each year during budget allocation, the company formulates an annual employee
education and training plan in line with the company's business strategy and
allocates a budget. Regular (and irregular) employee education and training are
conducted to enhance employee quality and work skills, ensuring smooth
achievement of annual budget and business strategy goals. Employees can also
flexibly apply for external education and training based on business and work
conditions.
Although the company does not implement TTQS, it highly values employees' career development and lifelong learning. Therefore, each December, in accordance with the company's operational guidelines QP-AF010 for education and training planning, execution, tracking, and QP-TN018 for education and training procedures, relevant annual execution plans are formulated.We require each department to conduct a comprehensive review based on the performance goals of business and production for the next year, particularly focusing on competency deficiencies in management, production processes, and operations, to formulate corresponding training plans.
At the same time, we require that the retraining and certification courses needed for compliance with safety, environmental protection, and management laws be included in the requirements list. These training activities include internal training, externally hired internal training, and external training, which will be investigated and organized by the HR department and converted into an annual education and training plan.
為了提升員工的知識和專業技能，提高工作績效和品質，我們公司設計了一套完善的教育訓練體系，逐步實施各項必備的培訓。這有助於員工獲得所需的知識和技能，促使其在個人生涯發展中更上一層樓。隨著員工年齡的增長，我們將根據不同的職能和年齡段安排適當的工作，以建立更加和諧的工作環境和培養出良好的企業文化。
Although the company does not implement TTQS, it highly values employees' career development and lifelong learning. Therefore, each December, in accordance with the company's operational guidelines QP-AF010 for education and training planning, execution, tracking, and QP-TN018 for education and training procedures, relevant annual execution plans are formulated.We require each department to conduct a comprehensive review based on the performance goals of business and production for the next year, particularly focusing on competency deficiencies in management, production processes, and operations, to formulate corresponding training plans.
At the same time, we require that the retraining and certification courses needed for compliance with safety, environmental protection, and management laws be included in the requirements list. These training activities include internal training, externally hired internal training, and external training, which will be investigated and organized by the HR department and converted into an annual education and training plan.
為了提升員工的知識和專業技能，提高工作績效和品質，我們公司設計了一套完善的教育訓練體系，逐步實施各項必備的培訓。這有助於員工獲得所需的知識和技能，促使其在個人生涯發展中更上一層樓。隨著員工年齡的增長，我們將根據不同的職能和年齡段安排適當的工作，以建立更加和諧的工作環境和培養出良好的企業文化。
Employee Training Hours Statistics Table
| Item/Category | Management | Non-manageme nt | Direct Personnel | Indirect Personnel | |||||
| Unit/Gender | Male | Female | Male | Female | Male | Female | Male | Female | |
| Total Number | peopl e | 5 | 1 | 121 | 96 | 62 | 46 | 64 | 51 |
| Total Training Hours | hours | 14.4 | 1 | 620 | 742.7 | 591.9 | 239 | 881 | 504.7 |
| Average Training Hours | hours / perso n | 31.97 | 1 | 5.12 | 7.73 | 9.55 | 5.2 | 13.77 | 9.9 |
| Training Cost | NT dollar s | 50,000 | 0 | 257,443 | 111,650 | 36,100 | 0 | 271,343 | 111,650 |
Notes:
- Executive-level management members.
- The table summarizes the entire year's employee training situation (including those who left).
- In 2023, direct female personnel received only internal training with no external training planned, so training cost is NT$0.
- In 2023, the number of male management personnel was higher than females, resulting in more training hours.