Corporate Sustainability Rreport

Talent Development

Talent Development and Nourishment at Depth

In addition, the Company also hopes that through its trainer development mechanism along with diverse learning solutions such as case studies, hands-on practices, experience-oriented activities and movie viewing would help employees to boost their career development and competence through alternative training models in addition to the traditional approach of training for professional skills. For key talents, the Company implements specific talent evaluation to assess an individual’s competence, aptitude and traits before arranging for 1-on-1 counseling with a senior manager to routinely track and evaluate the outcome of talent training. Ever since receiving the silver medal for Talent Quality Development System in 2013, YOKE has devoted more efforts to strengthen its foundations on systematic training before reapplying for the evaluation in 2018. By winning the Gold Medal, the Company has proven its success in talent training and demonstrated the spirit of “Active learning” - one of the core values of 5A.

Experts Academy

The experts academy offers four major programs and each program is further divided into a “fundamental class” and “advanced class” according to their participants.  The fundamental class is required for all staff holding a specialized position while the advanced class is meant for supervisors. The general knowledge program covers occupational etiquettes, health workshops, and arts and cultural workshops, among others. The workshops are held to help employees develop diversified hobbies and engage in recreational activities so that they can strike a balance between work and daily life. In 2018, YOKE’s Experts Academy focused on helping the Company’s entry-level personnel; in addition to strengthening their basic executive power, we also incorporated value stream mapping (VSM) in our 5S along with leadership training that is aimed at “Building a high-performing team” on top of relevant pieces of training that introduce the concept of corporate sustainable development. At the end of each training session, trainees are required to submit their takeaway from the training or apply what they have learned in specific aspects of their work so that they will make the connection between their training and the work they do.

For 2019, we will continue on the basis of training that YOKE has established in the past two years by focusing primarily on quality management and the use of relevant tools to help employees cultivate their capacity for logical thinking and aptitude in using suitable tools for the analysis and solving of problems. We also plan for pieces of training that help employees at different levels of managerial positions to acquire the management capacities they need. For our Management Academy, we expanded on the contents of our 5A competency training for relatively newer employees while planning Mindset courses and Coaching courses for section-level managers and senior managers respectively. As for Quality Academy, CIT remains the focus of our training in conjunction with 5S, TPM, and internal training development to help employees strengthen their knowledge and skills for quality management. For general knowledge training, we have planned on courses and seminars that feature health promotion, exercising, arts and culture and so forth. We have set a new record in terms of our annual training budget, which exceeded NTD 5 million. We are confident that the contents and diversity of our training will help YOKE to be prepared for the next level. YOKE began planning for introducing a training platform in August 2018 and will use it in 2019. This platform will be helpful for our knowledge management.

Outcome of implementation

In 2018, we invested approximately NTD 4.1 million in employee training and the budget increased by NTD 2.03 million (97.91%) compared to that of 2017. The average training cost per employee came to NTD 9,706. As the SAP HR training features only became available in mid-2017, the accuracy of the statistical data became more reliable starting from 2017. In 2018, we held a total of 998 hours of internal and OJT; 85 employees applied for external training and the total training duration for all employees came to 12,401 hours - an increase of 6,642 hours compared to that of 2017. The average training duration for all employees worked out to 29.32 hours, which translates to an increase of 14.77 hours compared to 2017. Our female employees received a total of 4,741 hours of training and that brings the average training duration for each female employee to 31.61 hours. The duration of training comes to 28.06 hours for their male counterparts. In terms of job tier analysis, the average training duration for mid-level managers came to 96.60 hours.

Total average training hours in previous years (by gender)

Skill proficiency test

The Company began implementing a skill proficiency test for relevant departments in 2018. Each department is responsible for designing specific testing mechanisms for skill proficiency based on the nature of its’ operations and duties. The test is separated into four levels: A, B, C and SP and the result of each test is valid for up to 1 year. Starting from 2019 onward, all new employees to whom the skill proficiency test is applicable are required to complete and pass their Level A test within 3 months after they have come onboard. The skill proficiency program has been integrated with the OJT system to provide employees with relevant training. Written and practical tests are being carried out in regular months of the year. The skill proficiency program has also been associated with the salary system to encourage employees to obtain certification for different skills and reward them with higher pay. As of the end of 2018, all employees who are required to take the skill proficiency test have passed their Level A test (232 employees, constituting 86.57% of all direct employees). An employee must pass Level A test in order to qualify for Level B test. We had 87 employees (32.46% of all direct employees) successfully passing their Level B test, with a passing rate of 75.00%. We have also introduced the skill proficiency test mechanism for our inspection center, QA section, and Material Control section. Not only that, we will continue to promote the test at Level C to facilitate its implementation in 2019.

Performance appraisal

The performance management system plays a key role in YOKE employees' pursuit of 5A. Here at YOKE, we implement performance appraisals twice in each given year. Through their day-to-day supervision and observation of subordinates, managers are always ready to provide the assistance and support that employees may need in their work. At the same time, in the mid-year and year-end appraisal, managers will discuss and interact with their subordinates regarding their KPIs (starting at the company level before moving down to department level and finally reaching the personal level). For 2018, we have adjusted the weighting of performance appraisal components, with core competence (management by behavior, MMB) weighing 30% and personal work objective (management by objectives, MMO) accounting for the remaining 70% to boost employees and managers’ performance in our core spirits and managerial competence respectively. YOKE has a robust talent appraisal and development system in place that rewards top-performing employees with promotion and salary adjustment opportunities, as well as differentiated performance bonuses based on the Company's business results. These incentives have been made available to motivate employees in pursuing mutually beneficial growth with YOKE.

YOKE's performance appraisal covers all employees below (excluding) the CEO but excludes new recruits who are less than 4 months onboard due to concern for fairness. In 2018, a total of 418 employees (no. of in-service employees as of August 31, 2018) who have served at the Company for more than 4 months participated in their performance appraisal and all 418 completed their appraisal with 100% completion rate.

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+886-4-2350-8088 

#39, 33rd Road,Taichung Industrial Park, Taichung 407, Taiwan