Guidelines for Employee Learning
To encourage employee advancement, enhance knowledge, improve staff quality and organizational growth, and ultimately boost job performance and service quality, the CPC established the "China Productivity Center’s Guidelines for Employee Learning" on the 16th of March, 1987. Following adjustments to relevant regulations, the tenth revision was carried out on the 23rd of May, 2022, to plan and implement the annual employee growth and development learning program.
Employee learning Official leave + full subsidy
Employees are entitled to use training official leave to participate in educational training, and all costs for such education or on-the-job training will be fully subsidized. The total expenditure for course fees and personnel costs for the year 2021 amounted to TWD 13,529,215, representing an annual growth of approximately 15% or more. By the year 2023, this expenditure had increased to TWD 21,048,064.
Employee learning expenses
To effectively support employee education and training, an annual strategy meeting—chaired by the Chairperson and attended by the President, Chief Consultant, and all levels of regional supervisors—approves the employee learning budget. Starting at TWD 6 million in 2021, the budget has grown approximately 8% annually, reaching TWD 7 million by 2023.
Learning Participation of Employees
Diverse Course Categories and Number of Students
- Pre-employment Training: Conduct Orientation Sessions for New Employees Regularly
- Fundamental Learning: Annual Mandatory Training Courses Planned for Employees by Job Position
- Professional Learning: Training Courses Designed to Enhance Current Employees or Introduce Cutting-Edge Professional Knowledge and Skills
- Management Skills Training: Mandatory Courses for All Individuals Holding Concurrent Supervisory Roles
- Self-Directed Learning: Voluntary Participation by Employees in Internal and External Training Programs
Material Topic Goal - Employee training hours linked to their performance evaluations
Talent Development and Growth is a major focus for CPC. According to policies and management actions, short-, medium-, and long-term goals for employee training hours are established. The completion rates and effectiveness of these hours are directly linked to performance evaluations.
Based on learning hours statistics, the average training hours per person for the years 2021, 2022, and 2023 were 49.3 hours, 55.7 hours, and 67.5 hours, respectively.
Future Outlook for Talent Development – Continuing to Build the Management Talent Pool
Looking ahead, CPC will continue to adhere to Chairperson Sheng-hsiung Hsu's vision of building a "Management Talent Pool." Internally, CPC fosters a people-centric organizational culture through its fully digital Human Capital Development (HCD) system and long-standing succession planning mechanisms. This ongoing development of executives ensures a steady infusion of management expertise, allowing CPC to remain a leading force in enhancing national corporate productivity. Externally, CPC is pleased to see its trained management talent apply their skills in the industry, becoming key figures who enhance corporate competitiveness and achieve sustainable business goals.
