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
- Economic Potential Negative Impact Enhancing employees' skills and knowledge may strengthen the Company's competitiveness, but it may also result inincreased training costs.
- People/Human Rights Actual Positive Impact Training and education that enhance employees' awareness of social responsibility help improve the Company's social image.
- People/Human Rights Actual Positive Impact Providing diverse training programs and anti-discrimination education can help protect employees' human rights. 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 Quality training and education help enhance employees' environmental awareness, thereby reducing the Company's environmental footprint. This reflects the environmental (E) aspect of ESG, demonstrated by the Company's active participation in sustainable development efforts and its initiatives to reduce environmental impact.
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 goal Achieve a 90% completion rate for the implementation of educational training.
- Mid-term goal Increase the budget allocated for employee training.
- Long-term goal Establish a comprehensive link between educational training and competency assessments. Through annual evaluations of each employee, provide training programs based on the competency gaps identified.
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 2025, educational training achieved skills training diversity with a training expenditure of NT$674,786 and an average training time of 41.95 hours per person.
In 2025, educational training achieved skills training diversity with a training expenditure of NT$674,786 and an average training time of 41.95 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
The Company's performance evaluation process ensures that 100% of employees, regardless of gender or employee category, receive regular performance and career development evaluations. TNP regularly uses performance evaluations to measure the extent of organizational performance and to support individual employee development, with an emphasis on job function management and development to prevent inequalities. Regular assessments can boost employee satisfaction and improve competencies. Our current evaluation mechanism includes monthly work evaluations, semi-annual average evaluations, year-end evaluations, and three-month new hire evaluations. The evaluation content covers work efficiency, work quality, cooperation, and sense of responsibility, using both quantitative scores and qualitative descriptions, to ensure that employees' performance 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
The company highly values employees' career development and lifelong learning. Therefore, each December, we require each department to conduct a comprehensive review based on the performance goals for business and production in 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.
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.
2025 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 | 25 | 13 | 93 | 80 | 61 | 46 | 57 | 47 |
| Total Training Hours | hours | 2,134.50 | 681 | 3,283.00 | 2,754.00 | 2,309.50 | 1,385.50 | 3,108.00 | 2,049.50 |
| Average Training Hours | hours/person | 85.38 | 52.38 | 35.3 | 34.43 | 37.86 | 30.12 | 54.53 | 43.61 |
| Training Cost | NT dollars | 463,367 | 32,860 | 84,192 | 94,367 | 71,250 | 4,620 | 476,309 | 122,607 |
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).
- The statistics exclude the Chairman but include one employee who was on parental leave without pay as of September 2025.