Page 44 - 2021 CPC Corporation,Taiwan

CPC Corporation, Taiwan
Human Resources
Lead the development of enterprises by strengthened incentive measures
CPC aims to fully develop the potential of every one of its current (as of the end of December 2020) 16,123 employees through long-term training and career guidance, while at the same time making both incentives and standard benefits more attractive. Managerial talent is selectively assessed with the aim of ensuring continuity in both corporate development and leadership through participation by talented people of outstanding ability.
In terms of human resource utilization, CPC has recently engaged in organizational and process reengineering as well as formulating and carrying out a policy whereby selected employees are rotated through different jobs, units and departments in order to use its human capital effectively. It has also actively recruited a cohort of young professionals to both inject new blood and to provide a smooth transfer of technical and operational knowledge, as well as commercial and competitive skills in order to increase competitiveness of its employees and prepare for a wave of retirements.
In addition to using professional qualifications and personal traits as the basis for the selection of entrants to its supervisors, CPC provides management and leadership development training to help its employees achieve their full potential and contribute to accomplishing corporate growth objectives. At the same time, the company is strengthening its on-the-job training programs at all levels, and has integrated pre-existing training systems into the establishment of the CPC Corporate University (CPCCU). This system offers beginner, intermediate and advanced level courses in exploration, refining, marketing and engineering areas - the four key areas comprising CPC’s core competencies. CPC has systematically enhanced employees’ specific professional expertise through experiences passed by senior employees which has helped them develop a broader range of skills for optimization of workforce utilization. The company also encourages its employees to take national skill-qualification examinations and helps them obtain professionally-required certification in industrial safety, environmental protection and other relevant disciplines. In the context of its corporate transformation process, the company is also strengthening its secondary-skill training programs. Beyond this, employees are selectively sent abroad for higher education, research assignments and internships, as well as to participate in conferences and seminars on a range of topics.