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are sent to travel abroad for advanced education, research, or
internships, as well as to participate in seminars on a range of
topics relevant to the needs of the business.
As the number of people leaving or retiring from CPC during
recent years has grown, new employees have needed
comprehensive guidance and training to ensure a smooth
transfer of responsibilities. Currently, on-the-job training is
combined with formal training courses. Senior employees
are designated as mentors to help new employees adapt
to their new workplace and responsibilities are rotated each
year to allow them to gain experience in a wide range of jobs
and develop their talent at every level. Seniority requirements
for getting a promotion are shortened for outstanding
managers, lowering the age distribution in management
and motivating those with ambition. With training, each
department reviews its professional skill shortfalls at the
beginning of each year and formulates a corresponding
training plan. Outstanding performers are recruited as
instructors and to pass on their operational experience.
Some departments also make arrangements for on-site or
international learning experiences lasting from several weeks
to a year for younger employees, depending on the needs of
the department. Online learning is also provided to eliminate
time and location limitations. Training courses are digitized
and uploaded to CPC'se-Academy and knowledge archives,
allowing the knowledge and expertise of former employees
accumulated over many decades to be preserved digitally.
With digital learning, new employees can gain professional
knowledge and workplace information without ever having to
step into a classroom.
Boosting employee morale raises
corporate performance
In the matter of employee incentives and benefits, it is
CPC policy to award bonuses based on overall corporate
performance as well as on the scale of contribution and job
performance of the individual employee. All employees
participate in schemes for national health insurance, civil
service insurance, labor insurance, group life insurance and
accident insurance; and consolation payments are made in
cases of job-related injuries, disability or death. In addition,
employee welfare committees organize a variety of welfare,
hobby and entertainment activities.
A number of CPC's business divisions also operate clinics,
company restaurants, libraries, company stores and other
welfare facilities along with sports facilities such as swimming
pools, ball parks and gyms at or near the workplace. There
are scholarships for employees' children; educational
loans for children attending college and university; medical
subsidies for employees and their dependents; wedding,
funeral, and retirement subsidies; and interest-free emergency
loans. The Company also chips in to support the activities of
interest groups such as baseball, bridge, mountain climbing,
swimming, painting and film appreciation, in order to provide
physical and mental relaxation for employees and boost their
morale at work - and, hopefully, their performance as well.
A corporate university: elevating
skill-sets and professional
knowledge
In terms of human resource utilization, CPC has engaged in
organizational and process re-engineering in recent years
and formulated employee rotation policies in order to use its
manpower effectively; it has also recruited young professionals
to inject new blood into the corporate body and provide a
smooth transfer of technical and operational know-how and
competitive skills in response to a wave of retirements. A
human resources training center has been established in
Chiayi and it serves not only as an important center for internal
training and passing on experience but also Taiwan'scenter for
nurturing talent in the energy and petrochemical fields.
Besides using professional qualifications and personal traits in
the selection of executives, CPC also uses management and
leadership development training to help candidates achieve
their full potential and to accomplish its corporate growth
targets. At the same time, the Company is strengthening
on-the-job training at all levels, and has integrated existing
training systems in the establishment of a CPC Corporate
University. The University offers beginner, intermediate and
advanced courses in exploration, refining, marketing and
engineering, the four key areas which comprise CPC'score
competencies. By systematically enhancing employees'
professional skills and helping them develop a broader range
of talents, CPC Corporate University is helping to optimize
manpower utilization. CPC also encourages its employees to
participate in national skill qualification examinations and helps
them obtain professionally-required certification in industrial
safety, environmental protection and other disciplines;
also, in line with the needs of corporate transformation, it is
strengthening secondary-skill training. In addition, employees
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Human Resources