Nurturing Talent | Nurturing Diverse Talents | Innovation | Shin Kong Life Sustainability
Nurturing Talent
Training Strategies and Programs
As part of our core vision, we place emphasis on the value of human life. Treating every employee as an important asset of the Company, SKL recruits outstanding talents and puts the right people in the right place. Based on the annual business strategy - Provide the Excellent Experience and Become a Sustainable Corporate, SKL set the annual training programs to deliver remarkable business results. We also had ad hoc training programs in place to impart professional knowledge to our employees and teach them to think creatively and adapt to digital finance, thus fulfilling talent cultivation and development.
Sound training system
01
Complete training and career development plans for employees at all levels
02
Leadership team
03
Certification allowances
Diverse training pipelines
01
Online training platforms
02
External training at home and abroad
Connecting to international financial development
01
Bilingual training
02
Digital talent development
Training Input and Output
Employee Training Input
SKL treats every employee as the most important asset of the Company. In addition to launching strategic products, we recruit and develop young talents through the business transformation program. Each year, we invest in a world of training resources to boost our insurance agents’ productivity. In terms of digital service, we continue to train talents in digital finance to provide customers with a diversity of user-friendly smart financial services.
Employee Training Output in 2022
Total hours
81000 hours
Hours per capita
85 hours
Total expense
73.31 million dollars
Expense per capita
7612 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
