Talent Development

Career Development and Training

Workforce Analysis and Planning

The number of CTCI's personnel is considerable. In order to foster a culture of learning, organizational adaptability, collaboration, and customer focus, CTCI have implemented methodologies derived from Agile Organizations. Organizational management and position development methods have been devised in accordance with Agile principles to facilitate the alignment of the organizational structure with business strategies and development requirements. Taking the high-tech business of CTCI as an example, the organizational structure of the development plan is as follows:
　

Performance Evaluation

As most of CTCI's work is project execution, project type organization is the norm. In order to fully evaluate the annual performance and potential of each employee, CTCI has developed a unique evaluation system, which is divided into target management and performance management. Good performance is encouraged with increases in salary and bonuses to encourage employees. With the exception of consultants, external technicians, work-study students, summer interns, employees who are on unpaid leave for more than nine months, and employees who joined the Company after performance appraisal starts, all other employees undergo annual performance appraisal system.
　

Competence Development

CTCI actively invests resources in talent cultivation, hoping to attract like-minded professionals, and makes an overall plan on comprehensive education and training, trains new talents, and provides professional training for different categories. In addition to assisting each employee's career development plans, we continue to invest resources in management ability development, the mentor system, and online learning courses, so that the employees continue to learn and grow. 
　
We have established an internal heritage and expert system, and hope that through experience-sharing of supervisors and colleagues, knowledge, skills and experience can be passed on to all CTCI bases, creating a competitive advantage based on "learning organizations". Competency evaluation is conducted every six months for each position. In 2023, professional competency achievement rate of employees was 90.6%; in the future, evaluation will serve as a mandatory prerequisite for promotions, rotations, and transfers. To enhance communication effectiveness, this platform is specifically designed for training newly appointed and expatriate managers (both those assigned from Taiwan and those returning from overseas for an internship).
　

Talent Cultivation

Training Effectiveness

In order to ensure that the effectiveness of training can be reliably measured, we have introduced the Kirkpatrick Four-Level Training Evaluation Model, to which the business operations results are linked to examine the Return on Investment (ROI) after training. The training effectiveness evaluation at each level is as follows:
　

• Reaction Evaluation (Reaction)：Trainees take post-training questionnaires, so that we can determine their level of satisfaction on session content, training hours, training materials, instructors, etc.
• Learning Evaluation (Learning)：The effectiveness of training is evaluated by means of examination, on-site operation, simulation, feedback report, post-training action plan, and evaluation on instructors.
• Behavior Evaluation (Behavior)：Every six months, the growth of professional competencies of the peers is examined through the results of the professional competence assessment on each colleague, and the overall effectiveness of the training is reviewed using the low-quality missing rate within the company's annual targets.
• Result Evaluation (Result)：The general effectiveness of training is determined by examining the retention of key positions, retention of new employees, and promotion status of employees who have worked in the Company for 3-5 years.
• Return on Investment (ROI)：For investment return after training, we convert the results of the previous phase into monetary data - the key position development costs, reduced costs of new employee turnover, reduced quality rework costs, and so on.

Talent Development Plan

CTCI introduced the following employee development plans, based on the needs for achieving the operational goals and employee career development, to enhance the work skills of our employees, encourage our employees to grow, empower the Company and our employees to achieve annual goals and enable them to offer better services to our clients.
　

CTCI University

CTCI University, an online learning platform, was officially established in 2020, integrating training resources into a single online platform to pass on our experience and promote sustainable growth. This online learning system not only can conduct courses for our employees in terms of their current job position, but also allows them to select courses for their future position or new position in another department according to their personal development roadmap.   With the approval of the supervisor, the employee can select cross disciplinary courses of their interests to build comprehensive professional skills.
　
CTCI University has six colleges: College of QHSE, College of Engineering, College of Integration, College of Management, College of Leadership, and College of General Education. Each college has its own specialized departments and programs to meet the needs of different specialized functions. The deans and department heads of the faculties are senior executives of CTCI Group, and the lecturers of the specialized courses are all supervisors and employees. With flexibility offered by online learning, information is no longer restricted by location, where CTCI University provides comprehensive courses for almost 600 different positions accordingly, with both Chinese and English versions provided. By the end of February 2023, more than 1500 online courses have been completed.