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. In accordance with the company's annual strategy, "Shin Kong 60 Innovation Sustainability" an annual training program was established to achieve the company's operational strategy performance. In addition, in order to implement talent cultivation and quality enhancement, and to deepen professional staff's professional knowledge, innovative thinking, and to strengthen the application of digital financial services, a project training program was established.
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
Domestic & Overseas Training
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 2023
Total hours
1120000 hours
Hours per capita
121 hours
Total expense
60.40 million dollars
Expense per capita
6539 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 and competences (code of conduct) at midyear and the end of the year respectively.
Job Rotation Program
To optimize the use of human resources, we connect the Company's development with an employee's career development. Each year, we conduct a survey of employees' willingness to transfer to new posts. Through job rotations, we adjust job descriptions and the work environment appropriately to improve our employees' competence and productivity at work.
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
