Goals and achievement in 2023 Goals- Expanded the succession plan, strengthened leadership courses, and selected 60~70 middle and senior managers toparticipate in the plan to cultivate successors who are with development potential.
- Total training expense input for office personnel was over NT$9.51 million, total training hours were over 57,000 hours, andaverage training hours received per person were around 31.89 hours.
- Total training expense input for field personnel was over NT$23.81 million, total training hours were over 329,813 hours, andaverage training hours received per person were around 28.51 hours.
- The pass rate of new employees obtained personal insurance sales representative certificate was 75.6%. It was better thanthe average of 41.2% in the industry. Meanwhile, the number of sales representatives who are qualified for selling investmentlinkedproducts in 2023 was 7,966 people(pass rate was 66.7%; it was better than the average of 41.2% in the industry). Thenumber of sales representatives who are qualified for selling non-investment-linked products in foreign currency was 7,501people (pass rate was 78.6%; it was better than the average of 45.3% in the industry).
2024 Goals- Training and cultivating digital talents, promotingeducational training for each phase, and driving digitaltransformation.
- Strengthening the development of business channelsand enhancing the retention rate of new salesrepresentatives.
- Increasing the number of professional certificatesobtained by sales representatives.
Goals and achievement in 2023 Goals for 2024- Offered office personnel maternal health protection measures to employees who are pregnant or are not over a year after giving a birth.
- There were 28 people who benefited from it.
- Offered employees professional physical and mental consultation services.
- There were 152 people who benefited from it.
- Conducted workplace environmental testing, like air CO2 concentration monitoring and illuminance test.
- Invested more than NT$4.53 million to enhance safety and health in the workplace.
- Executed labor health four major programs for occupational safety and health and evaluated effectiveness and improvement
2024 Goals- Continuous establishing occupational safety and health management plans for implementation, discussion, and improvement.
We kicked off a “succession plan” in 2019 to cultivate and keep an eye on high-potential talents. In 2023, the Company selected around 60-70 middle and senior managers for the plan. Through stages of talent selection, cultivation & development, evaluation, and review, we cultivate successors who have development potential, reduce gaps of key management talents in the Company, and ensure the Company and the employees working together to move forwards the goals of sustainable management.
Outlining the vision of the Company’s long-term development, we cultivate professionaltalents by promoting rotation based on the respect of intention and ambition of talents as wellas the comprehensive consideration by the management team. Each unit shall consider itsbusiness nature and encourage employees to rotate their job in order to strengthen their dutyexperience, expand talent exchange, and develop & obtain employment qualification for otherjob duties through talent cultivation and effective talent utilization. We increase the scope ofpromotion and rotation through on-the-job training to achieve the purpose of experiencingvarious job duties.
For the encouragement of employees participating in volunteer activities, we suggest toparticipating in volunteer activities hosted by people’s organizations that government agenciesand Ministry of Interior approved as well as the public welfare institutions, like funds, approvedby the competent authority. For the accumulation of every three-hour volunteer activities,employees are entitled to apply for 0.5-day volunteer leave; for an accumulation of 6 hours, aday of volunteer leave will be granted. Employees are allowed to take maximum two days ofvolunteer leave every year. In 2023, there were 22 employees who participated in volunteeractivities. A total of 28 days of volunteer leave were applied for.
We value the development of comprehensive capabilities for office personnel and offer courses of core training, recruitment activitiesmanagement training, and professional training according to job grades and purpose of the course to enhanceemployees’ workplace competitiveness in order to cultivate professional management talents and fulfill corporatesustainable management. The Company also encourages acquisition of certificates, including Life OfficeManagement Association (LOMA) and professional certificates required for the job content as well as offer examsubsidy and other welfare measures. Besides, we established a digital learning platform to enhance learningconvenience and accessibility. We have cultivation and development programs that are with both depth and widthin place to ensure employees grow together with the enterprise. In 2023, total amount input was over 9.51 million.Total training hours provided to office personnel were over 57,000 hours, and average training hours per personwere around 31.89 hours.
To ensure excellent young partners rest assured when stepping into life insurance business and develop steadily, Mercuries Life Insurance launched “reserve supervisor program” and “assistant manager training program”; these are professional training program in a duration of 27 months in total. We hope to help and supervise business personnel developing faster through program training and ensure business supervisors achieve effectiveness of win-win-win in personal performance, personnel cultivation, and organizational development.
We worked with Chunghwa Telecom to create an internal enterprise MOD educational training platform and entrusted Chunghwa Telecom to install receiving and viewing equipment at our business locations all over the world. Besides, we installed dedicated studio and purchased video recording and editing equipment at the Headquarters as well as recruited talents from communications and media related educational background. A huge amount of costs has been invested in the educational training. MOD Morning Training Program releases a new episode every week. By the end of 2023, we have already broadcasted 387 episodes and achieved the average viewing rate of more than 82%. MOD Morning Training focuses on deepening the content. We hope to enhance participation of sales representatives, gather team cohesion, and increase effect of motivation through online questionnaire survey and communication with business units.
In 2023, we invested more than NT$23.81 million in total. Total training hours for field business personnel were more than 329,813 hours, and the average training hours per person were 33.39 hours.
The Company established welfare methods to offer office personnel business trip allowance, preferential mortgage loan, holiday gifts, maternity leave, incentive travel, and employee preferred stock. Moreover, we also provide professional exam reward system, club activities, employee marriage and birth allowances, funeral allowance for employees and their direct blood relatives, family care leave, annual health examination, group insurance, and shuttle bus from MRT stations. Besides, employees who are on board for one year in full will be granted travel subsidy of NT$6,500 every year to encourage employees seeking balance between physical and mental development.
Mercuries Life Insurance emphasizes workplace safety and health. In 2023, we invested more than NT$4.53 million topromote improvement measures for the enhancement of workplace safety and health.
The Company establishes annual occupational safety and health management plans every year and reviews andimproves matters related to safety and health according to the plans. Besides, we also have the Workplace Safetyand Health Rules in place. It has announced to employees and requested for compliance. We hold an occupationalsafety and health committee meeting regularly every quarter to collect opinions from the employees for discussionand improvement. The member of the Committee is responsible for discussing matters related to safety and healthas well as evaluating whether there is any item that required improving and the improvement methods and results.
The Company is classified as a tier-3 workplace, and it is with lower level of risks. Air quality in the workingenvironment has been tested according to law, and it meets the legal requirements for occupational safety andhealth. The lamps used in the office provide bright lighting with sufficient illumination. We commission with cleaningpersonnel for workplace cleanup every day, and there is no hazardous factor of biochemical or noise pollution.
The Company’s office building and locations with customer service counters are all installed with AED (automatedexternal defibrillator), accessible facilities, and security guards to ensure employee safety. Through the attendancerecords from the Human Resource Department, local communication offices, and regional divisions, we keepstatistics of occupational incidents. With complete prevention and preparation, we hope to enhance the success rateof rescue gold time.
No matter employees retire in new fund system or old fund system, the Company will appropriate sufficient retirement pension and severance pay that is superior than legal requirements toprotect employees’ life after retirement and ensure sufficient life security after retirement for our employees. We offer employees with seniority in old fund system retirement pension superiorthan legal requirements. For employees who meet retirement qualification, we adopt 55 units of calculation base that are superior than legal requirements as the upper limits of pensioncalculation (maximum 66 units for field business supervisors). For employees who do not meet retirement qualification, we issue severance pay based on seniority.
The company has established a pension committee that meets quarterly to effectively oversee matters related to the contribution, storage, and disbursement of workers' retirement reserve funds.
2022 Goals and Achievements- Promoted the "Talent DNA- Leadership Management Assessment", laid out all levels of management and understood the status of reserve talents at all levels.
- Expanded the succession plan, and strengthened the executive leadership course; 60~70 junior-senior executives participated in the program and we aim to cultivate the successors with potential and development capability.
- The total investment in internal staff training cost exceeded NT$ 7.31 million, and the total training hours exceeded 50,000 hours, with average training hours of 28.51 hours per person.
- The total investment of agency force training cost exceeded NT$ 23.45 million, and the total training hours exceeded 350,676 hours, with an average training hours of 36.52 hours per person.
- The pass rate of new staff to obtain the personal insurance agent license was 68.5%, better than the industry average of 39.6%. At the same time, in 2022, there were 9,129 agents qualified for selling the investment-type products (the pass rate of the test was 79.3%, better than the industry average of 43%), and 8,773 agents qualified for selling the foreign-currency non-investment products (the pass rate of the test was 76.6%, better than the industry average of 49.2%).
2023 Goals- The training and cultivation of digital talents promote education and training at all stages and drove the digital transformation.
- Strengthen the development of business channels and improve the retention rate of the new agent.
- Improve the professional certification acquisition of agency force.
- Create an equal, safe and healthy workplace environment.
Create an equal, safe and healthy workplace environment- Provided the maternal health protection measures for internal staff, covering 36 employees who were pregnant or gave birth within one year.
- Provided professional physical and mental counseling services to staff, benefiting 93 people times.
- Performed workplace environmental monitoring, such as air carbon dioxide concentration monitoring, etc.
- Regularly advocated occupational safety and health-related information.
- More than NT$ 4.1 million was invested to improve workplace safety and health.
2023 Goals- Continue to implement the four major labor health programmes of occupational safety and health, and evaluate the effectiveness and improvement.
To cultivate and continuously track the talents with high potential, we have activated the “Succession Plan” in 2019 and selected 60-70 intermediate and senior supervisors to participate in the plan in 2022. Through the stages of talent selection, cultivation and development, evaluation and review, we aim to cultivate the successors with potential and development capability, thereby reducing the deficiency in the key management talents in the Company and allowing both the Company and employees to head toward the goal of sustainable business together.
For the Company's long-term development vision as the outline, cultivate professional talents, and respect their own will and ambition according to the comprehensive consideration of the management leadership team to promote rotation. Each unit may, depending on the nature of its business, encourage colleagues to rotate in enhance job experience, expand personnel exchange, and increase the scope of transfer through on-the-job training for the purpose of cultivating talents, effectively utilizing talents, and developing qualifications for appointment to other positions.
To encourage staff to participate in volunteer activities, they may participate in volunteer activities organized by public welfare organizations such as government agencies, people's organizations approved by the Ministry of the Interior and funds approved by competent authorities.0.5 days of volunteer leave will be applied for if more than 3 hours of volunteer activities are accumulated; and after 6 hours, you can take one day off. You can apply for up to 2 days a year. In 2022, 69 people participated in volunteer activities and applied for 119 volunteer leave days.
We pay attention to the development of all-round ability of internal employees and classify the trainings into core training, management training, and professional training according to the job ranks and course objectives, so as to improve the occupational competitiveness of employees, cultivate the professional management talents, and implement sustainable business. Furthermore, we encourage the employees to obtain the US license of Life Office Management Association (LOMA) and relevant professional licenses for the work fields, and provide the welfare of examination subsidy. We build a digital learning platform to provide the employees, so as to improve the convenience and accessibility of learning. We also provide the diverse training plans with depth and breadth, so that employees can grow together with the enterprise. In 2022, we invested a total exceeding NT$ 7.31 million training expense, and the total training hours of internal employee exceeded 50,000 hours, with an average training hour per capita of 28.51 hours.
The Company has formulated the Employee Welfare Committee Method, providing not only business trip allowance, preferential housing loan, holiday gifts, maternity leave, employee insurance or bonus, incentive travel and employee preferred shares for internal employees, but also professional examination incentive system, club activities, employee marriage, and maternity subsidy, travel allowance, and annual health examination, etc. Moreover, an annual tourism allowance of NT$ 6,500 will be provided to employees who have been on the job for one year, to encourage the balanced development of both body and mind.
