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 2024, educational training achieved skills training diversity with an expenditure of 714,900 NTD and an average training time of 34.81 hours per person.
In 2024, educational training achieved skills training diversity with an expenditure of 714,900 NTD and an average training time of 34.81 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-management | 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.
To enhance employees’ knowledge and professional skills and improve work performance and quality, our company has designed a comprehensive training system and is gradually implementing various essential programs. This helps employees acquire the necessary knowledge and skills, enabling them to advance further in their personal career development. As employees age, we will assign appropriate tasks based on their roles and age groups to create a more harmonious work environment and foster a strong corporate culture.
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.
To enhance employees’ knowledge and professional skills and improve work performance and quality, our company has designed a comprehensive training system and is gradually implementing various essential programs. This helps employees acquire the necessary knowledge and skills, enabling them to advance further in their personal career development. As employees age, we will assign appropriate tasks based on their roles and age groups to create a more harmonious work environment and foster a strong corporate culture.
2024 Employee Training Statistics
| Item/Category | Management | Non-management | Direct Personnel | Indirect Personnel | |||||
| Unit/Gender | Male | Female | Male | Female | Male | Female | Male | Female | |
| Total Number | people | 30 | 13 | 93 | 79 | 61 | 47 | 62 | 45 |
| Total Training Hours | hours | 1,565.50 | 606.5 | 2,840.50 | 2,471.00 | 2,103.00 | 1,356.00 | 2,303.00 | 1,721.50 |
| Average Training Hours | hours/person | 52.18 | 46.65 | 30.54 | 31.28 | 34.48 | 28.85 | 37.15 | 38.26 |
| Training Cost | NT dollars | 158,346 | 33,407 | 63,840 | 101,857 | 38,080 | 4,680 | 184,106 | 130,584 |
Notes:
- Management positions include members at the assistant vice president level and above.
- The table summarizes the entire year's employee training situation (including those who left).