Nurturing Talent | Nurturing Diverse Talents | Innovation | Shin Kong Life Sustainability
Nurturing Talent
Training Strategies and Programs
SKL emphasizes the value of human life from the perspective of its core values and regards employees as its most important asset. The retention rate of top performers reached 94.7% in 2024. In accordance with the Company's annual strategy of "Driving Transformation and Co-creating a New Future", an annual training program was established to achieve the Company's operational strategy performance.
Full Training System
01
Comprehensive Training Planning & Career Development
02
Leadership Team
03
License Incentives
Diverse Training Pipelines
01
Talent Exchange Program
02
Online Training Platforms
03
Digital learning platform
Connect with International Financial Dev.
01
Bilingual Training
02
Digital Talent Development
Training Input and Output
Employee Training Input
SKL considers employees as its most important asset. In addition to continuously promoting strategic products, SKL also focuses on recruiting young people and cultivating professionals through its business transformation plan, investing abundant education and training resources every year to enhance the productivity of its employees; and in terms of digital services, SKL continues to strengthen the training of digital financial talents in order to provide its policyholders with more diversified, convenient, and intelligent new experiences.
Employee Training Output in 2024
Total hours
1402482 hours
Hours per capita
140 hours
Total expense
79.56 million dollars
Expense per capita
7963 dollars
- Note: Training hours in this table included hours of internal training, external training, overseas training, online training, and orientation.
Talent Development
Performance and Competence Evaluation
To provide employees with clear career development paths, we set competences at all levels according to the Company's annual business strategies and evaluate the employees' performances (70%) and competences (code of conduct) (30%) at midyear and the end of the year respectively.
Job Rotation Program
In order to achieve optimal utilization of human resources and link corporate development with individual career paths of employees, we conduct annual surveys on the direction of internal staff transfers, and then through job rotation, we appropriately adjust the work content and environment, and at the same time receive the benefits of enhancing the work capacity and efficiency.
Re-employment of Retiring Insurance Agents
To encourage retirees to continuously contribute to the insurance industry, SKL has established a "re-employment project," which re-employs retirees based on their ranks at the time of retirement.
SDGs
