Page 97 - 台玻集團2019 CSR英文版

2019 Corporate Sustainability Report TAIWANGLASS

5.2 Employee Care & Training

We attach great importance to the career planning, personal development of our employees, and aim to develop professional talents
and expect to convey the mission, vision and core values of TGI. TGI has established a comprehensive training policy to provide new and
incumbent personnel diversified training experience ranging from common courses to professional courses, and even to management
knowledge. Every year, TGI arranges courses according to organizational strategies and unit needs. Through systematic education and
training, for example, standardization of workflow of staff employees, optimization of supervisory competence, and promotion of workplace
safety and health education, and awareness to human rights, workplace safety and regulatory compliance; Besides, to respond to rapidly
changing market demands, digital and information explosion generations, we cultivate optoelectronics, energy conservation, touch-
responsive glass, to enhance the company's competitiveness and continuity of sustainable operation.

Education and Training System for TGI Employeesj

New employee orientation and education

• New employee orientation and education
• Common Course (including corporate culture, history, regulation, Human resource system, professional document reading)

Assess personal performance, adjust work content as
needed, and conduct counseling and improvement
95

Monthly assess
Newcomer Assign the Plan the three- and record the Reviewing when completing
the probation period and
orientation counselor month course status of new pomoting to full-time staff
recruits

1 Professional Course (including course, factory internship)

In order to promote employee experience inheritance, tacit knowledge sharing and enhance the sense of honor of senior employees, in
2019, TGI introduced the "New Personnel Counseling System". Through the organization, culture, professional and skilled senior counselors,
we provided newcomers the most direct and one-to-one guidance and teaching. With the same employee mutual assistance mechanism,
new recruits can quickly integrate into the work environment and increase the retention rate. In 2019, there were 26 counselors in total. Two
of the recruits had found that they were not right for the job during the counseling. After the mutual discussion, TGI and the two recruits have
decided to terminate the labor contracts. Except for the two exceptions, the other 24 people were promoted to full-time staff at the expiry
date of the trial period. Until December 31, 2019, the in-service rate is 95.83% which indicates that the counselor mechanism had shown
certain results.

On-the-job education and training

1 Annual education and training plan: All units and departments report the needs for the
courses at the end of the year to determine the planning and schedules of the courses
for the following year.

2 Application for external training: Depending on the needs of each department, employees
will be selected to participate in external training to strengthen professional knowledge.