2023 Training Results
In 2023, KTB held or participated in 865 internal or external education training classes (including 294 physical classes, 510 online classes and 61 financial management classes) with 78,236 participants. Every employee took part in 81 education training courses on average, with a total of 70 training hours. For details on education training, please refer to Appendix 8.4 Human Resource Management Indicators (page111 of 2023 Sustainability Report).
Comprehensive Training System
KTB provides a comprehensive training system based on the 4 principles, Preliminary Training, On Site Training, On Job Training, and Development Training. Based on the employees' experience, job function, professional ability, KTB conducts or encourages them to participate in internal or external education training, with the aim of enhancing the professional ability of our employees, improving organizational operation efficiency, strengthening employee's identification with KTB, and assisting them to build their own career development plans.
Programs for Enhancing Employee Skills and Transition Assistance
KTB places great importance on the career development of each employee and provides workplace adaptation support and counseling (via telephone or face-to-face) when necessary. We are committed to assisting employees in adjusting their roles or units, or providing mutually agreed-upon solutions as needed. For employees who retire or are terminated, we offer support through interviews to understand their reasons. We provide suggestions and assistance for job retraining, reemployment, or applying for relevant subsidies from government agencies. From 2022 to 2023, the Company rehired a total of 19 retired or former employees, offering them ongoing opportunities for reemployment in a supportive work environment.
Special Project Training Plan
KTB has developed training programs for its four major training systems, and through the Kirkpatrick Model and Human Capital ROI, we quantify the effectiveness of training, track and evaluate the changes in employee behavior and mperformance after learning and training, and calculate the ROI of training to verify the specific economic benefits of training to the enterprise, and further optimize the training content to ensure that employees are professionally equipped.
ESG Sustainable Finance Course - Analysis of Industry Trends
✓ Course attributes and target audience: This project plan falls under the category of "On-the-Job Training" and is aimed at credit personnel and business unit managers. The instructors for this program are selected by the Credit Assessment Department and the Compliance Department.
✓ Course content: This course provides an introduction to sustainable finance-related businesses. It includes explanations and case studies on the new semiconductor industry and the development of the circular economy.
✓ Course objective: The objective of this course is to enhance the understanding of credit personnel in sustainable finance-related businesses, support the Company in expanding its ESG business, and increase the number of cases that connect green credit with sustainable performance.
✓ Number of participants: 140 individuals
✓ Coverage rate: 14.5%
Shaping the Image and Exemplary Service
✓ Course attributes and target audience: This project plan is classified as "on-the-job training" and is designed for frontline tellers. External experts have been specifically recruited to act as instructors.
✓ Course content: This course goes beyond makeup styling and reception etiquette. It provides a comprehensive approach to introduce students to the world of practical etiquette. Using clear and understandable methods, students will learn about graceful demeanor and professional reception skills.
✓ Course objective: The objective of this training course is to enhance the service etiquette and problem-solving skills of counter staff, effectively resolve customer complaints, reduce the overall probability of customer complaints, and indirectly improve the net profit of the Company.
✓ Number of participants: 72 individuals
✓ Coverage rate: 7.4%
Effective Motivation and Communication Coaching Training
✓ Course attributes and target audience: This project falls under the category of "development training" project, and participants include management trainee and department vice managers. External professional consulting and coaching teams serve as instructors.
✓ Course content: This course aims to enhance logical thinking and effective communication skills through practical exercises. Participants will also learn various techniques and methods to effectively manage and prevent conflicts.
✓ Course objective: The objective of this course is to foster positive communication and consensus-building skills among team members, both internally and externally. The aim is to minimize conflicts and improve the overall operational performance of the Company
✓ Number of participants: 35 individuals
✓ Coverage rate: 3.6%
Expanding Career Experience through Job Rotation
The cultivation of talents relies not only on education training and continuing training but also on a systematic job rotation mechanism. Job rotation provides the employees a chance to expand their experience beyond their duties, enhance their abilities, and unlock their potential. From the organization's perspective, job rotation brings stimulation to internal revitalization and enhances the flexibility and breadth of manpower. At the same time, job rotation also reduces job burnout from long-term repetitive work, so as to strengthen the internal operational safety control.
We have formulated the "Regulations Governing Job Rotation" to mitigate the disadvantages and strengthen the advantages through systemization and scheduled rotation. The job rotation mechanism consists of job rotation training and internal recruitment. The former is a planned training based on the internal needs of the organization; while the latter is based on the employees' willingness to change their career path. Content of job rotation includes:
✓ Intra-unit rotation: Become an all-rounded financial expert through gaining experience in different areas of the business.
✓ Inter-unit rotation: Learn to work with different colleagues and enhance the ability to collaborate.
✓ Interdepartmental rotation or rotation between headquarters and branches: Cultivate the ability of strategic planning, strategy execution, and receiving customers, and improve the communication between departments or between headquarters and branches.
In 2023, there were 172 positions transferred through job rotation training, and only 4 position through internal recruitment. The filling rate of internal employees for vacancies was up to 61.32%. For relevant data, please refer to Appendix 8.4 Human Resource Management Indicators. In order to protect the rights and interests of the employees, when there are changes in labor contracts due to KTB's business or employee career planning, they shall be announced in accordance with the following regulations, and KTB shall prepare the employees for job handover and their new work environment, so as to minimize the job handover time and the occurrence of operational interruptions.
✓ Where an employee has worked continuously for more than 3 months but less than one year, the notice shall be given 10 days in advance.
✓ Where an employee has worked continuously for more than 1 year but less than 3 years, the notice shall be given 20 days in advance.
✓ Where an employee has worked continuously for more than 3 years, the notice shall be given 30 days in advance.
Guided Performance Development Management
A fair and reasonable performance development system can motivate and retain talents. Also, it can promote employees' understanding of the expectation and performance of their own duties, provide a clear goal for future development, and align the goals of the employees with that of KTB. KTB has formulated the "Regulations on the Annual Employee Performance Evaluation," and "Regulations Governing Promotion of Employees." The assessment items include, ethics and attitude, work performance, professional growth through learning, leadership and management, and records of awards and penalties. Evaluations are conducted twice a year, once in the middle and once at the end of the year. In 2023, 99.38% of the students were evaluated, excluding one part-time employee and five new employees who arrived at the company in December 2023.
