- Home
- Employee Happiness
- Human Capital Training and Development
SDGs
Career Development
SKFH regards employees as its important assets, and invests a substantial amount of education and training resources every year to strengthen the professional skills of employees and improve the Company's overall competitiveness. We provide five major principles for training: "improvement of trainings for new employees", "improvement of professional functions", "cultivation of digital talents", "encourage self-directed learning and innovation", and "learning of successful experience", and design related training programs, with the training contents closely associated with the medium- and long-term strategic goals for business management, with a view to improve corporate management efficiency.
To help employees to make preparation for the next step at their work, SKFH not only enhances employee’s functions through training programs, but also has a complete internal rotation mechanism, allowing employees to have the opportunity to try the businesses in different fields so as to become more comprehensive talents. We also attach importance to the succession of management, create a leadership team for succession, select and cultivate main business executives through scientific management tools, so as to achieve the sustainable development of talent pool.
Training Investment and Effectiveness
In addition to providing all employees with legally required courses such as compliance with laws and regulations, as well as prevention of sexual harassment and money laundering, SKFH also invests a lot of resources in other training programs and provides optional courses for its staff of all ages, genders and levels. The courses link the mission, vision and operating strategies of the company to ensure that the training programs not only improve the functions of employees, but also bring benefits to the company's operating. We use Kirkpatrick Model (hereinafter referred to as “Kirkpatrick”) and Human Capital ROI to regularly track and evaluate the effectiveness of various talent training and development programs, and link training tracking indicators with business performance to measure the effectiveness of training plans and to adjust and plan for the company's overall medium- and long-term talent asset development plans. The overall human capital ROI for SKFH and its subsidiaries is 5.77 in 2022.
Employee Training Hours and Cost in 2022
Category | Type of Training | Age | Rank | Gender | Average | |||||||
Compulsory | Optional | < 30 | 30-50 | > 50 | Entry-level | Mid-level | Senior-level | General Employees | Male | Female | ||
Average training hours | 43.56 | 30.86 |
99.01 |
77.59 | 59.29 | 73.52 | 71.93 | 78.65 | 73.83 | 77.69 | 72.87 | 74.42 |
---|---|---|---|---|---|---|---|---|---|---|---|---|
Average training cost | 3,018 | 3,905 |
6,754 |
7,991 | 5,962 | 13,558 | 14,325 | 12,691 | 5,617 | 7,833 | 6,490 | 6,923 |
- Note 1: Note 1: The training hours specified in this table include internal training, external training, verseas training, online courses, and education and training for new recruits.
- Note 2: Internal training is organized by the Human Resources Department; external training is conducted by external institutions (for both office and sales personnel); overseas training is training sponsored by the Company (for both office and sales personnel).
Human Capital ROI of the Past Four Years
2019 | 2020 | 2021 | 2022 | |
Human Capital ROI | 17.01 | 15.33 | 11.35 | 5.77 |
- Note: Human Capital ROI = {Return - [Operating expense - (Salary cost + Benefits cost)]} / (salary cost + benefits cost)
Benefits of Major Training Programs in 2022
Name of the Program | Overview of Program | Business benefits | Applicable Objects | Benefits of Training (Kirkpatrick L1~L5) |
E-Agent Project | Building on the Agent+ projects from 2015 to 2019, SKL has been expanding its digital platforms and resources since 2020. In 2022, the Company launched the six fundamental skills for e-agent to enhance the effectiveness of precise marketing on the business end and to improve the digital accessibility of customer services, while gradually achieving the mission to reduce paper usage and carbon emissions for ESG purposes. |
|
All insurance sales personnel |
|
Corporate Finance Business Training Program | In 2022, the main focus of the corporate Finance training program is "professionalism", "marketing" and " inheritance ". Corporate finance sales personnel can understand equity inheritance, tax planning, overseas capital utilization and commercial law through professional courses. In addition, outstanding sales executives are selected, instructor training and certification are arranged, new customer development skills and customer management are strengthened through marketing courses, and conflict handling and drills are conducted through case studies. An "action plan" is arranged after the class to list out the business achievement goals, the key sales actions, and the countermeasures for performance gaps in order to track the results effectively. The overall plan is to share organizational experience and enhance the competitiveness of employees in the workplace. |
|
All corporate finance sales personnel |
|
MLS - Financial Consultants Recruitment and Training Project | To break through the current situation of cross-industry competition and face the challenges of brokerage business, MasterLink Securities regularly holds the "MasterLink Securities Financial Consultants Recruitment and Training | Project" to master wealth management and the trend of diverse financial products. The project provides comprehensive training to equip financial consultants with professional attitudes and complete product knowledge in financial securities. The aim is to supplement high-quality business teams, rejuvenate the organization, and enhance brokerage capabilities.Quickly shaping the ambition and aggressiveness of the brokerage team, with the goal of improving overall performance of brokerage and financial products such as wealth management. This recruitment and training project aims to calibrate the development and strategies of the brokerage department, and to grasp the opportunities of the securities market transactions in real-time. | Newly recruited financial consultants at MLS |
|
Smooth rotation mechanism
SKFH encourages employees to accept new challenges bravely, and provides them with cross-subsidiary and cross-department rotation opportunities in SKFH and its subsidiaries, including SKL, SKB, MLS and SKIT. with cross-subsidiary and cross-department rotation opportunities. Employees in the group may apply for rotation based on their personal will and career planning to increase diverse development opportunities and improve their personal cross-sector strength. In 2022, the replacement rate of the internal talents of SKFH and its subsidiaries was 82%, which was an increase as comparing with the past three years. In the future, we aim to maintain over 50% of internal talent replacement rate.
Internal Replacement Rate of the Past Four Years
2019 | 2020 | 2021 | 2022 | |
Percentage of open positions filled by internal candidates | 36% | 52% | 59% | 82% |
Internal Hiring Analysis in 2022
Category | Male | Female | Management level | Nationality | Workplace | Total | ||||||||||
< 30 | 30-50 | > 50 | Subtotal | < 30 | 30-50 | > 50 | Subtotal | Junior | Mid- level | Senior- level | Taiwanese | Foreign national | Taiwan | Overseas | ||
Number of employees | 13 | 90 | 35 | 138 | 30 | 174 | 37 | 241 | 71 | 29 | 9 | 379 | 0 | 377 | 2 | 379 |
---|