n   Structure of Training Course

CT values the development of talent and employs various methods to enhance employees' skills, including new employee education and training, on-the-job training, in-house training, and external training. Each year, an annual education and training plan is formulated based on the needs of each department. Various training courses are implemented, and after the training, performance assessments and feedback reports are conducted to help facilitate the outcomes of the education and training.

ü   Talent Cultivation

We have established the “CT Talent Development Framework”, which encompasses four main areas. Not only do we provide human rights-related education and training immediately after the recruitment of new employees, but we also continuously explore the needs of both the organization and individuals throughout the talent development process. We regularly review and gradually implement essential training programs to enhance the knowledge and skills required for individual career development.

ü   New Employee Cultivation and Experience Inheritance

Every year, we review our manpower requirements based on development strategies, investment plans, and workforce turnover, and formulate short-medium, and long-term workforce plans. We conduct regular assessments of our senior workforce to facilitate succession planning and ensure its effective implementation. In 2022, CT hired a total of 81 outstanding new employees, who underwent various training programs to enhance their professional capabilities. We also organize activities to promote communication and collaboration among employees.The number of individuals who have received training in the ISO system and quality is 33.

ü   Management Talent Training

To strengthen production, research and development, technical, managerial, and foreign language capabilities, and in line with our diversification and internationalization strategies, we sent employees on multiple occasions in 2019 to various overseas companies and institutions for technical exchanges. In 2022, we sent senior executives to subcontractors in South Korea for technical exchanges and learning.

(Due to the COVID-19 pandemic in 2021 and 2022, to ensure the health of our employees, overseas training programs with foreign companies were canceled.)

ü   Continued Education and Training Status of Employee

In 2022, up to 219 employees of the Company (a total of 3763 hours of training) participated in the training, including self-organized, self-paid, and free programs organized by competent authorities, CPA firms, and proprietors; the actual training fees and expenses for the year were NT$7,416 thousand.

Upon joining the company, new employees will undergo pre-employment training. Additionally, based on an annual survey of pre-employment training needs, an annual education plan is developed. The effectiveness of the training is evaluated to enhance employee competencies, thereby improving business performance and competitiveness. To align with the company’s long-term development and elevate employee qualifications, various general trainings such as labor safety education, fire safety education, and professional trainings like managerial training, financial accounting training, audit training, and technical training are planned

Average number of employee education and training hours per person in 2022 (hour)

Note:     

1. Supervisors are team leader and above, while non-supervisors include staff, team members, assistants, engineers, and so on.

2. Average hours = Total training hours for the respective category of employees / Total number of employees in that category.

ü   Director and Supervisor Seminar for Century Steel and its Subsidiaries

According to the provisions of “Guidelines for Continuing Education for Directors and Supervisors of Listed Companies”, CT holds a total of three sessions of director and supervisor training courses, each lasting 3 hours, amounting to 9 hours of training per year. The target participants for these courses include directors and supervisors of Century Steel, directors and supervisors of appointed subsidiary companies, as well as relevant personnel from our company's business operations.

n   Performance appraisal

CT conducts regular performance evaluations annually, establishing assessment items and standards based on job titles and job responsibilities. These evaluations assess the overall performance of employees over the past year to ensure effective daily performance management. They also serve as the primary basis for salary adjustments and bonus distribution.

Note:

1.      The performance appraisal period for Taiwanese full-time employees is from January 1, 2022 to December 31, 2022.

2.      Supervisors are team leader and above, while non-supervisors include staff, team members, assistants, engineers, and so on.