Talent Cultivation
Nurturing Talent and Value Cultivation
Inclusive and Equal Employment
THSRC continues to attract a diverse range of professional talent, adhering to the principle of "the right person for the right job" as the core concept for recruitment, appointment, and remuneration design. The Company actively seeks to enhance workforce diversity and does not discriminate based on race, color, religion, gender, or nationality in talent selection. THSRC complies with relevant domestic laws, such as the Labor Standards Act, the Employment Service Act, and the Act of Gender Equality in Employment, when setting employee salaries, tenure, working conditions, and employment rights. This demonstrates THSRC's comprehensive and diverse employment system. The Company employs local talent, and 100% of senior management in the key operating locations in Taiwan are ROC nationals.
THSRC is committed to complying with regulations that support the employment and development of disadvantaged groups. Through various recruitment channels, we achieve the goal of diversifying our workforce. To this end, we have established a recruitment section on our website to hire staff with mental and physical disabilities based on job characteristics. In 2023, we employed 48 employees with disabilities, including 11 with severe disabilities, exceeding the legal requirement. Additionally, we recruited a total of 52 indigenous people.
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Human Resources Structure
Notes:
1. Fixed-term contract employees are mostly front line interns (including station, service, and maintenance interns). Non-fixed term contract employees are full-time employees.
2. The management level is defined as supervisors of section chief level and above.
3. In 2023, no gig economy or part-time workers were employed.
4. The calculation formula is the number of people in the particular group/Total labor force.
5. The calculation of data on employees with disabilities did not include employees on unpaid leave. In 2023, THSRC employed a total of 48 employees with disabilities, including 11 with severe disabilities, which was higher than the 1% employment requirement as stipulated in the prevailing regulations.Statistics of New Employees
Statistics of Resigned Employees
Notes:
1. Only in the calculation of the turnover rate while interns, dispatch manpower, and contract employees were not included.
2. Above total number of 216, included 4 deaths (natural deaths) and 8 retirements.
THSRC implements human rights policies, values the rights and welfare of the employees and offers industry-competitive salaries and benefits, regularly reviews the remuneration policy with reference to the results of market remuneration surveys, evaluates the remuneration and related systems of directors and managers, and makes recommendations to the Remuneration Committee and the Board of Directors for approval. Taking into account the rights and interests of shareholders and employee compensation, salary adjustment is carried out to provide industry-competitive salary and benefits according to their work experience, educational experience, expertise and so on but without discrimination based on gender, race, religion, and political position. In 2023, THSRC was ranked as a constituent stock of the TWSE RA Taiwan Employment Creation 99 Index, as one of the top 99 leading companies in terms of the scale of employees in Taiwan.
The starting salary of THSRC junior employees in each job category is higher than the basic salary in Taiwan and does not differ due to gender. As most of THSRC's technical professionals are males, and their salaries are higher than other positions due to the nature of the professional services, there is a difference in the salary ratio of females to males in the general positions, with the ratio of salaries for section chief and managerial staff being comparable; Due to the relatively small number of staff at the Assistant Vice President or Vice President level, and the fact that salaries are influenced by the length of service in that position which resulted in a relatively large difference in the ratio of female to male salaries, but no significant difference, demonstrating the equality of THSRC's remuneration policy. Besides, in order to protect secondees' and contract employees' rights, their salaries are determined and approved by THSRC, and THSRC will inspect manpower agencies' labor contracts and salary-related documents to protect such employees' labor rights.
Comparison with Basic Salaries in Taiwan
Ratio of Basic Salaries of Females to Males
Note: THSRC calculates the ratio of basic salary of females to males based on the fixed monthly salary paid to non-fixed term contract employees every month
In 2023, there were 4,649 full-time non-supervisory employees in THSRC, with an increase of 34 people over the previous year. The total salary was NT$5,017,424 thousands, the average salary was NT$1,079 thousands, and the median salary was NT$991 thousands. Compared with the previous year, the total salary increased by NT$640,119 thousands, the average salary increased by NT$131 thousands, and the median salary increased by NT$131 thousands.
Information on Salaries of Full-Time Non-supervisory Employees
Training Based on Three Major Competencies
THSRC places great emphasis on the development of employee competencies. To ensure the integration of training and practice, the Company plans employee education and training based on two main aspects: “safety” and “service”. THSRC also strengthens the professional knowledge of the three major competencies, namely core competencies, professional competencies, and management competencies. To cultivate professional talents in the transportation industry and stimulate employee enthusiasm for learning, the Company combines multiple learning channels, including external training, online digital courses, and practical exercises. THSRC has established a "Training Management and E-Learning System" and a mobile learning app to effectively monitor the learning process and enhance learning efficiency. In 2023, as the pandemic has been on a downward trend of the year, the internal training situation within the Company gradually returned to pre-pandemic levels. 83,777 learning sessions were conducted during the year, with a monthly average of 6,981 sessions, representing 8% increase compared to 2022.
In order to synchronize employees career growth with the company growth, we set up complete functional development blueprint, and provide various training to improve their capability according to different career development stages, covering all colleagues from new comer to supervisors at all levels, with a total of 445 learning courses in 3 major competencies in 2023.
Training Based on Three Major Competencies
Results of Education and Training Programs
To ensure the effectiveness of internal education and training, THSRC has established a curriculum satisfaction survey mechanism and devised an improvement plan based on the scores. In 2023, the overall employee satisfaction, regardless of training category, was 4.6 points out of 5, demonstrating THSRC's commitment to talent development and the deep trust and recognition among employees. Going forward, THSRC will integrate internal and external resources to enhance the organization's learning ability and employees' self-growth, as well as cultivate their all-round competence.
The table below shows the number of training hours for different ranks and categories of THSRC employees in 2023. Due to the adjustment of annual training items, the number of training hours for new employees and employees in various positions has increased compared to 2022:
2023 Training Hours
Notes:
1. Training hours per capita = Total training hours 354,084/Total number of trainees 4,746. The training hours per capita of males and females differ from each other mainly because of the ratio of males and females and different professional training attended due to job differences.
2. Average number of training hours per training session = Total training hours 354,084/Total number of training session 116,352. "Average number of training hours per training session" aims to present the number of training hours per training session for each person every year.
3. The calculation encompasses both fixed-term and non-term contract employees. Fixed-term contract employees primarily consist of front-line interns, including station, service, and maintenance interns. Non-term contract employees, on the other hand, are full-time employees.
4. In addition to course cancellations resulting from the pandemic, there was a increment in training hours for general staff in 2023 compared to 2022. The majority of this decrease was observed among maintenance staff, primarily because they were not required to undergo skills assessment this year, which is conducted once every two years.
5. Average number of class hours per different job rankings is calculated as: Total number of training hours for a job ranking/Number of employees trained at the particular job ranking throughout the year.
6. Average number of class hours per different categories is calculated as: Total number of training hours for a particular category/Number of employees trained for a particular category throughout the year.
To enhance the professional knowledge and technical expertise of THSRC employees and to meet the growing demand for self-provision of professional courses, THSRC is committed to developing internal lecturers in areas such as safety, service, and technical services. These individuals are recommended or selected by senior colleagues or supervisors from relevant units and are qualified as internal lecturers after completing training courses and practical exercises. In 2023, THSRC successfully trained 71 qualified internal lecturers. The training primarily focuses on professional functions, with management functions as a supplementary component. In 2023, the total number of internal lecturer training hours was 43,144, with 957 internal lecturers participating in the courses, average of 45 hours for each internal lecturer.
THSRC has actively signed memorandums of industry-academia cooperation to deepen technology and strengthen the technical strength of the local rail industry through project cooperation and seminars. Among them, the joint development Power SCADA smart simulation training system with the National Taipei University of Technology is the first in the domestic rail industry, and it has won the 2023 ITS Industry Innovation Award of the Intelligent Transportation Society of Taiwan. In addition, in 2015, we jointly established a railway equipment laboratory with Kaohsiung University of Science and Technology (TAF certification qualification in 2021) and have developed 35 systems and 4 proprietary instruments so far. THSRC has cooperated with a number of colleges and universities to accelerate the localization of equipment parts, at the same time, a number of production measures will be promoted to create opportunities for young students to explore the railway transportation industry. In 2023, THSRC cooperated with 15 colleges and universities to promote internship programs, providing 114 students with internship opportunities in maintenance and transportation jobs.
THSRC's Performance Appraisal Process
THSRC conducts an annual performance appraisal for all employees and supervisors, which determines their ratings based on the appraisal results, assists employees to review their capabilities and performances. Performance interview session has been set up to ensure effective communication between supervisor and employees, to achieve the purpose of feedback, guiding and motivation, as evidence for future career development.
The ratings are classified into five levels, namely "Outstanding", "Significantly Exceeds Requirements", "Exceeds General Requirements", "Meets Requirements", and "Requires Improvement due to Inability to Perform Existing Work". Employees who receive the last rating are required to undergo performance counseling to enhance their work, and unit supervisors provide necessary assistance and counseling to address the causes of poor performance. In 2023, the total number of full-time employees who underwent performance appraisal is 4,587, with only 10 employees who did not complete their appraisals due to their illness or departure during the appraisal period. The number of completed appraisals accounted for 99% of the total number of appraisals due.
Percentage of Employees Receiving Performance Evaluation by Gender and Age in 2023
THSRC's Performance Appraisal Process
THSRC has implemented the “Career Path” talent development plan, designed different retention and career development paths for outstanding talents in front-line units and colleagues in different positions, and planned relevant manpower allocation based on the annual manpower assessment to meet various business unit manpower needs. Based on organizational needs and personal development, we provide annual promotion opportunities for outstanding talents to achieve the purpose of motivating and retaining talents. For those who are interested in In-charged of management positions and meet the requirements, they can also expand their career path and fully realize their potential through the Job Promotion" channel.
Starting from 2022, THSRC had planned a specific career development path for maintenance and operation employees and expects maintenance professionals to learn diversified skills and enhance communication skill through different job experiences, expand future maintenance and operation supervisors, and improve the efficiency of company operations. In 2023, a total of 101 maintenance personnel has been trained, 61 have completed the training, and 40 are still in training. By 2023, we have cultivated a total of 18 station masters, 23 train supervisors, 21 chief controllers, 2 deputy station managers, 1 operation team leader, 2 controller supervisors, 20 station supervisors, and 21 station train controllers, 1 train driver and 1 train controller.