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Management Innovation

      "Talent" has gradually become an important asset of the Company. In order to strengthen the expertise of our talent, training and education are indispensable elements. Healthy and happy employees can bring productivity and competitiveness to the Company. The Company has a perfect communication and coordination platform which can timely listen to employees' opinions and quickly coordinate, communicate and respond. In addition, we actively organize various internal employee activities and encourage our employees to participate enthusiastically to show their self-worth. Through various activities, our employees can communicate with each other, build up the team spirit and fulfill our corporate social responsibility. With the advent of a knowledge-based economy and globalization, knowledge and learning have become the core of social progress.



Management Approach of Management Innovation 
Corresponding material topics Occupational Health and Safety, Education and Training, Employment and Labor Relations
Policy
  • Cultivation of talents of the next generation and improvement of the overall operational management capabilities (Education and Training, Employment and Labor Relations)
  • Anticipation, prevention, compliance, implementation, systemization, self-management, follow-up inspection, continuous improvement (Occupational Health and Safety)
Commitments and goals Short-term goals (within 3 years):
  1. Check the contents of all voluntary work and make plans for the company’s manpower needs in 5 years. 
  2. Introduce the personality trait analysis and make an inventory of the employees’ professional functions and competencies for the establishment of a talent pool.   
  3. Encourage employees to use their spare time to learn professional knowledge and promote “e-learning platform” to provide our employees with a direction and efficient way of learning and training.
  4. Promote engineering contract source management, build online operations of “engineering hazard assessment”, and specify that when proposing the project budget, an engineering hazard assessment form must be submitted, and the safety and health protection costs should be listed in accordance with the “engineering hazard assessment form” for further precautions to avoid listing in an irregular way.
  5. Proactive performance target achievement rate: To have 100% compliance rate of regulations and other requirements as well as the improvement rate of deficiencies in safety and health inspections, and more than 98% of education and training participation rate.
  6. Passive performance target achievement rate: The completion rate of event investigations is 100%, the Disabling Injury Frequency Rate, and the Disabling Severity Rate are the average value of the middle three years of the previous five years.
 
Medium and long-term goals (3 - 7 years):
  1. To publicly and selectively recruit manpower to reinforce the core and to meet the needs for sustainable management operations
  2. To introduce contract professional managers and introduce professional advisors from different fields to provide professional advice.  
  3. To accelerate the development and planning of new courses to inspire employees' enthusiasm for training
  4. To cope with the International Standard for Occupational Safety and Health Management System (ISO 45001), the Company plans to conduct education and training and establish a promotion committee. By the end of 2020, all units will be fully implemented. 
  5. To achieve the highest occupational safety and health goals of "zero disaster", "zero accident" and "zero injury" for TSC
  6. It is estimated that the average training time per person will be more than 45 hours by 2021. 
Responsible units
  • Social and Employee Care Group of Corporate Sustainable Development Committee
  • Department of Human Resources
  • Department of Human Resources-Training Center
  • Occupational Safety and Health Division
  • Trade Union
Input resources
  • To foster the future talents for basic-, mid- and high-level executives through the reserve cadre plan to facilitate the succession. This plan is expected to be implemented in 2018~2022, with a budget of NTD 46.26 million.
  • Set up Employee Welfare Committee and the Recreational Activities Promotion Committee to actively handle various sports, arts and cultural activities, and develop the cohesion and team spirit of the employees.
  • In 2018, TSC’s education and training expenses were NTD 46,268 thousand, with a total expenditure of NTD 43,664 thousand. The actual number of employees was 3,560 as of December 31, 2018. The average training expense for each employee was NTD 12,265.
  • Invested NTD 25,232 thousand in Occupational Safety and Health Management and personal protective equipment, safety protection facility maintenance and fire prevention measures.
  • Invested NTD28,023 thousand in fire protection and safety protection and its safety and health equipment replacement
  • Invested NTD 2,785 thousand in occupational safety and health training 
Grievance mechanism
  • Set up an Employee Care Group to actively help employees with problems that can affect work, life and health, providing subsidies, condolence money and leave. 
  • Established a grievance channel for employees when their rights are infringed or when they face improper disposal which is not able to be solved properly.
  • Established the “Personnel Appraisal Committee” to review employee rewards and penalties.
  • Formulated “Taiwan Sugar Corporation Complaint Investigation and Discipline Guidelines for Sex Harassment Prevention” to free employees and job-seekers from a workplace with sexual harassment and to prevent sexual harassment in the workplace.
  • "Precautions against Illegal infringement in Duties"
Management System and Action
  •  Hold experience sharing workshops for first and second-level supervisors to be retired in 5 years, implement work rotation, expand employees’ work functions and improve manpower flexibility.  
  • Incorporate specific KPIs into the individual annual performance assessment as a measurement indicator and add the mechanism for assessment interview and counselling to assist employees to understand the functional items and work competence needed to be strengthened.
  • Labor-management conferences, Organizational Rules for Employee Welfare Committee, Taiwan Sugar Corporation Complaint Investigation and Discipline Guidelines for Sex Harassment Prevention, Guideline of Grievance for TSC Staff, Working Rules for Practitioners, Guidelines for Employees’ General and Project Evaluation, training-related rules and regulations, Occupational Safety and Health Management System (TOSHMS, OHSAS18001), Disasters Handling Guidelines, Guidelines for Disasters Emergency Response, Fire Safety Equipment Inspection, Guidelines for Maintenance and Report, Precautions for Diseases Caused by Abnormal Workloads, Precautions for Musculoskeletal Disorders Caused by Repetitive Tasks
Assessment management mechanism Internal Control System, TSC Performance Assessment System, Corporate Sustainable Development Committee Work Plan and Implementation Review Meeting

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