Human Capital Development
Human Capital Development
Human Capital Development
Management Approaches
TCC views talent as the driving force for corporate growth, focusing globally on two main aspects: "cross-domain development" and "cross-generational inclusion," to create a diverse, friendly, and people-centric workplace environment. TCC provides a systematic talent development mechanism to help employees deepen their professional capabilities, promoting talent development and enhancing organizational resilience. TCC targets the further introduction of Employee Value Proposition (EVP) in 2026 to enhance the connection between talent development and corporate vision, aiming to support employee growth while guiding employees to understand their work, the corporate mission, and the value and impact created for society.
TCC Group Holdings Employee Value Proposition (EVP)
INDIVIDUAL
Total Rewards & Benefits
Compensation & Benefits | Performance Evaluation
Growth & Development
Employee Development | Talent Management
Social Connections
Group Activities | Team Cohesion
Purpose & Goals
Corporate Values & Mission | Employee Engagement
COLLECTIVE
TCC Group Holdings Talent Development and Training System
Covering All Supervisors and Employees
Cross-Domain Talent Development
Facing the challenges in global expansion and industrial transformation, in 2025, TCC's training focus is "internationalization" and "AI application" in Taiwan and Mainland China. CIMPOR and OYAK Cement plan training content based on diverse and balanced development. Furthermore, through flexible career paths and internal mobility mechanisms, combined with open vacancy matching and skills training, TCC promotes talent mobility and cross-domain knowledge sharing. TCC has established online learning platforms across its global sites, including "TCC Lyceum," "CIMLearning," and "OYAK Çimento Academy," providing diverse learning aspects such as general knowledge and basic literacy (newcomer training, group regulations, legal compliance, information security, and language skills), professional competencies and technological transformation (sustainability lectures, energy, AI, etc.), and management and leadership development (management skills). The platforms are continuously optimized annually based on needs to enrich learning resources, creating a diverse and autonomous learning environment free from time and space constraints.
MITei Industry Liaison Program
In April 2025, TCC invited professors and scholars from the MIT Energy Initiative (MITei) to TCC's headquarters to exchange views with senior executives of various business groups under the theme "Towards a greener future." The discussion focused on the impact of global policies and economic measures on corporate decarbonization strategies, the application potential of AI in carbon reduction and efficiency improvement, and the use of AI to enhance climate-related risk identification, scenario simulation, and adaptation, assisting the Management Team in establishing a consistent decision-making perspective in an environment of increasing uncertainty.
External Training Programs
Taiwan and Mainland China
TCC provides subsidies for external short-term courses, professional seminars, and workshops to encourage employees to continuously learn new industry knowledge and professional skills. Covering diverse fields such as occupational safety, professional skills, certification acquisition, rule of law, environmental hygiene, general education, and management, employees can apply to participate based on job requirements. In 2025, a total of 3,390 people participated, with subsidies amounting to NT$8,460,153 and total external training hours reaching 39,013 hours.
ACTION SPOTLIGHT
OYAK Cement Blended Learning Program Recognized with Enocta Award
OYAK Cement's blended learning program received the "Blended Learning Star" award from Türkiye's Enocta e-learning platform in 2025. Combining physical and digital learning formats, OYAK Cement planned learning modules such as personal awareness, excellent work performance, emerging skills, and management to comprehensively support employee growth. The program encompasses a total of 10 blended learning initiatives, with 1,995 employees assigned to participate, generating over 900 activity learning records.
TCC KEY FACTS
Internal Position Replacement Rate
67%
Global
Launched in late 2024 to internalize carbon management, TCC's "Carbon Academy" will upgrade to the "Institute of Nextgen Sustainability" in 2026 to meet global supply chain demands in carbon, water, and circular economy management. Guided by the mission "protecting colleagues with digital technology, defining the future with sustainability," the Institute empowers employees with five core competencies to conquer the information tsunami and focus on high-value decisions.
📍 Taiwan and Mainland China
Five Core Competency System
Environmental Sustainability
Advancing GHG inventory, water management, and EPD practices to transform environmental performance into market competitiveness.
Operational Resilience
Strengthening multi-field fire safety, cross-border risk control, and resilience to ensure stable global operations amid shifting landscapes.
New International Tracks
Mastering 3D-printed construction and unmanned smart factories to define TCC's new role in the global market.
Just Transition
Upholding social responsibility in net-zero transition to ensure employees achieve a dignified transformation amidst technological shifts.
AI Application
Driving digital empowerment via AI agents and automated workflows—letting technology handle complex computing while humans drive judgment and value.
Experience Sharing by Professional Lecturers and Overseas Managers
Courses at the Institute of Nextgen Sustainability feature knowledge transfer by experienced mid-to-senior managers with extensive forum experience, combining fieldwork with theoretical frameworks to align with global sustainability trends.
Internal Lecturer Training
TCC cultivates professional, enthusiastic colleagues and managers as internal lecturers to foster continuous learning and transform practical experience across regions and business entities into organizational assets. TCC has a total of 15 internal lecturers in 2025.
Competencies of Internal Instructors
- Professional Knowledge: Profound domain knowledge and practical field experience.
- Teaching and Expression: Clear logical structure and engaging communication.
- Guiding Empathy: Two-way interaction that inspires thinking from the learner's perspective.
Digital Empowerment Support
- Hardware & Technical Support: Providing dedicated recording spaces with HD equipment, while guiding instructors to master digital pacing and interaction techniques.
- Instructional Design Assistance: Clarifying learning objectives to enhance the visualization and readability of course materials.
- Knowledge Sharing Cloud: Establishing an internal teaching platform to store top-tier lesson plans and videos for easy learning and access.
Cross-Generational Inclusion
TCC Group Holdings is deeply rooted in the manufacturing industry, where on-site operations rely on the accumulation and transfer of practical experience. A mentorship system, combined with flexible dispatch mechanisms, passes knowledge and skills to a new generation of talent, strengthens cross-team and cross-generational collaboration, and accelerates the growth of younger employees. To address the loss of expertise that follows resignation, TCC Group Holdings targets the launch of the Talent Reconnection Mechanism in 2026, establishing an expert talent pool system that maintains long-term links with former employees.
Stage for Young Talents Internship Program
The program covers 16 professional fields and is centered on early experience, early cultivation, and precise selection.
- Cross-domain proposal competition
- Cross-sector site visits
- Exclusive workplace mentors
- Thematic courses across multiple subjects
- Global talent linkage
- Summer, semester, and academic-year options
- An international internship program is targeted for 2026 to strengthen cross-cultural interaction and talent exchange
Mid-Generation Succession and Experts Talent Pool
Cross-Business Unit Transfers
Global
Transfers expand career paths, build cross-domain experience, and increase flexibility in talent mobility and allocation.
Expert Hub and Talent Pool
Taiwan
The system retains the professional records of resigned and retired employees in a structured form, providing a basis for filling future key talent gaps and for rehiring. This reduces recruitment costs and allows experience and value to transfer without interruption.
Retiree Rehiring
Taiwan, CIMPOR
Retired former employees are invited back through rehiring or outsourcing arrangements to pass on knowledge and experience to current colleagues.
Cross-Generational Integration
Mentorship Program
OYAK Cement
Senior employees serve as mentors, guiding junior employees in developing professional skills and leadership capabilities.
Mixed-Age Projects
Taiwan, CIMPOR
Senior talent and younger teams work together on projects and technical exchange, which strengthens organizational learning and problem-solving efficiency.
Reverse Mentorship Program
OYAK Cement
Younger employees share digital trends and innovative thinking with senior executives, breaking down established hierarchies.
Results of Employee Education and Training
| Item | 2021 | 2022 | 2023 | 2024 | 2025 |
|---|---|---|---|---|---|
| Average Training Hours per Employee (Hours) | 70.90 | 73.10 | 31.86 | 39.93 | 25.20 |
| Average Training Cost per Employee (NT$) | 20,659 | 18,908 | 4,272 | 135,558 | 3,962 |
Note
- Newly added in 2024: Huaihua and Liaoning cement plants; Fuzhou and Liuzhou grinding plants; 123 Environmental Protection Technology Co., Ltd.; Beijing TCC Environmental Technology Co., Ltd.; TCC (Guangdong) Renewable Resources Technology Company Limited; the European HQ; CIMPOR; and OYAK Cement.
- Newly added in 2025: Mining Companies in Taiwan and Mainland China to the disclosure scope in 2025; other business groups include the Charging and Storage Business (Asia), Charging and Storage Business (Europe), Battery Energy Business, Asset Management Business, and Investment Business.