Dear CiteHR Members,
Training Programs:
The company recognizes that education increases employees' effectiveness on the job and helps him/her prepare for future advancement. So, the Company provides several training activities designed to further employee's general education and to help the employee develop his/her skills and abilities.
Most of the responsibility for an employee's on-the-job training lies with his/her supervisor who has been trained to help the employee set his/her goals and develop his/her full career potential. Additional training programs of a more formal nature are administered by the employee's department, as well as by the Training Section of the HR Department.
One of the most valuable ways in which the Company can assure the availability of staff to fill management vacancies is through our Management Training Program. Admission to the program is based on educational achievement, aptitude tests, prior experience plus - for current staff members - at least two years of full-time service. The timeframe for completion of the program is flexible - depending on the employee's performance and progress. if the employee is interested in this program and he/she would like to know if he/she is qualified to apply, please see the employee's supervisor.
In addition to all of our in-house training capabilities, the Company cooperates with some outside professional and educational institutions which provide seminars, conferences, and other courses of study to help further employees' education and training. The Training Section has more information about courses offered by outside organizations and the requirements for enrollment.
Training Policy
I. General
The Company is increasingly recognizing the pragmatic need for the continual development of the knowledge and skills of the employees as essential to organizational success and individual employee achievement. Job competence constantly interfaces with technological advances, economic change, employee advancement, and a host of other demands. As a result, management has come to have greater and greater expectations from the training and development function. The Company will provide education and training to all employees to ensure the continued availability of competent professional employees and to increase the efficiency of the employees' performance in their present job assignments guaranteeing the continuous growth of the organization in the current competitive business environment.
II. Principles
Training will receive the full commitment and support of top management, supervisory personnel, and the labor union. Top management must ensure that personnel and funding are adequate to provide the training programs needed by the Company to remain competitive and to meet the needs of the employees. Supervisors must be able to identify the specific training needs of their subordinates and assist them to acquire the knowledge and skills they need to succeed in their job assignments and to progress in their career fields. Labor Union must recognize the importance of training and encourage their members to take advantage of opportunities for training.
III. Purpose
Training can solve a variety of manpower problems that militate against optimum productivity.
Increase productivity
Improve the quality of work and raise morale.
Develop new skills, knowledge, understanding, and attitudes.
Use correctly new tools, machines, processes, methods, or modifications thereof.
Reduce waste, accidents, turnover, lateness, absenteeism, and other overhead costs.
Implement new or changed policies or regulations.
Fight obsolescence in skills, technologies, methods, products, markets, capital management, etc.
Bring incumbents to that level of performance that meets the standard of performance for the job.
Develop replacements, prepare people for advancement; improve manpower deployment, and ensure continuity of leadership.
Ensure the survival and growth of the Company.
Best regards to you all,
John Chiang