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Talent Cultivation and Development

Our employees' innovative spirit, talent and passion drive the company's success in sustainable development. As our organization continues to grow, investing in human capital is necessary to enable us to maintain our innovative momentum and competitive edge. To develop management talent, significant resources have been dedicated to a blueprint in management skills in 'leadership', 'communication' and 'influence'. We hope that our employees at the management level can both grow personally and realize their full potential through these courses, and help motivate their team members to similarly learn, grow and have a valuable and meaningful career at ASEH together.

In 2018, we invested around US$4.49 million in employee development programs, averaging about US$116* per employee. We also provide reimbursements for tuition expenses for employees pursuing an advanced degree in their field of work; in 2018, 259 degrees were sponsored by the tuition reimbursement program. A total of 9.62 million training hours were completed at ASEH in year 2018. The average hours of training and development courses offered was 121 hours per employee.

Training highlight of 2018: "Influencing Skills"Courses

To pass on the company's DNA culture, accumulate valuable knowledge and experience, and innovate corporate value, we continue to promote the company's three major courses on influencing skills: interdepartmental project management, Management Training Program (MTP), and Train the Trainer (TTT) Program. These management courses have teaching materials designed by experienced managers and lectures given by employees certified by the company's internal lectureship training system. This facilitates the effective transfer of knowledge to employees and fully utilizes internal human resources and influence, breeding a new generation of management talent. In 2018, total of 4,395 internal lecturers were trained.

Check - Effectiveness of Training: Assessment Enhancement with the Kirkpatrick Model

To ensure the continuous improvement of the Group's overall competitiveness, we have established the "Employee Development Dashboard" since 2015 and used the Kirkpatrick Model to measure the effectiveness of training indicators.

  1. Reactionevaluation-toconfirmcoursequalityandthe 76 indicator we set for this level is: Score of courses satisfaction survey
  2. Learningevaluation-toconfirmtheemployeedevelopment mode and the indicator we set for this level is: Training system generation status
  3. Behaviorevaluation-toconfirmemployees'application of what they have learned and the indicator we set for this level is: Internal Certified Lecturer
  4. Resultevaluation-toconfirmthecontributionsoftrained employees to the organization and the indicator we set for this level is: The key talent retention rate and the training investment cost
The "Employee Care & Development Taskforce Team" of the ASEH Corporate Sustainability Committee annually reviews the dashboard indicators at each site. Based on the dashboard performance, each site is required to establish improvement activities for employee training and development.

Action - Sharing & Improvement: Sharing Best Practices

Talent cultivation is the core element in maintaining competitiveness and sustainable development for a business. Our HR development training begins with the basic 'Six-Path Employee Career Development System' and our training results are examined and assessed to determine its effectiveness.

We also hold internal HR seminars where HR consultants and university professors are invited to speak. At these seminars, participants contribute ideas and engage in discussions on courses of action to help progress the company's sustainable development. In 2018, we conducted regular seminars on human resource improvement practices at the facilities in the Greater China Region and invited HR managers from the Chinese facilities to share their experiences regarding training framework models.

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