Nurturing Talent | Nurturing Diverse Talents | Social Prosperity | 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, recruiting and utilizing talent based on merit. In 2025, the retention rate of top performers reached 96.5% (Note: Retention rate of top performers = Number of retained office employees whose performance is above the median (excluding the median) / Target number).
In accordance with the Company's annual strategic theme of "Driving Transformation and Co-creating a New Future", annual training programs are established to achieve the Company's operational strategy performance. Additionally, to implement talent development and quality enhancement, deepen professional staff's professional knowledge and innovative thinking, and strengthen digital finance applications, specialized training programs are established.
Digital Learning Platform
01
Introduced "hahow for Business"
02
Promoted "CommonWealth Innovation Academy"
Digital Transformation & AI Applications
01
Organized Digital Finance Lectures
02
Provided Digital Learning Courses
03
Formulated Digital Sales Representative Program
Comprehensive Training System
01
Comprehensive Training Planning and Career Development
02
Building Leadership Pipelines
03
Issuing Professional License Incentives
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 2025
Total hours
1.56
million hours
Hours per capita
136
hours
Total expense
NT$
96.01
million
Expense per capita
NT$
11437
- 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 directions, we formulate competence items at all levels based on the Company's annual strategic focus. Employees set annual goals at the beginning of the period, followed by mid-term and year-end evaluations assessing work objective achievements (70%) and competence (behavioral standards) performance (30%). In 2025, the proportion of formal employees (including all genders, office and field staff) receiving regular performance and competence development evaluations reached 100%.
Diverse Job Rotation System
To achieve optimal utilization of human resources and link corporate development with employees' personal career paths, we conduct annual surveys on office employees' transfer intentions. Through job rotation, we moderately adjust work content and environments, bringing the dual benefits of enhancing work capability and efficiency. In 2025, the internal rotation rate reached 93.3%.
Re-employment Mechanism for Field Retirees
To encourage retiring employees to stay active and continue contributing their workplace experience, Shin Kong Life has established a "Retirement Re-employment Project." This project allows retirees to be re-hired based on their retirement ranks using a dedicated project model. In 2025, the number of re-employed retirees was 27, which not only allows them to contribute their years of experience but also ensures seamless business continuity and creates outstanding performance.
SDGs
