Human Capital Development
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Management ApproachesAs talent is the bedrock for a sustainable corporate operation, TCC aims to develop our employees' potentials through diverse training programs and evaluate the effectiveness through performance assessments
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TargetsA cumulative investment of NT$ 125 million in employee education and training in 2025 (since 2020)
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Results
2019 2020 2021 2022 2023
(Taiwan)2023
(Taiwan + Mainland China)Education Investment (NT$) 2,800,000 20,555,109 23,428,225 21,838,716 20,800,711 30,608,294 Average Hours of Trainings (Hours) 115.97 81.04 70.90 73.10 92.88 31.86 Average Amount Spent on Training (NT$) 27,525 18,997 20,659 18,908 16,000 4,272
Employee Stock Option Program (ESOP)
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100% of the employees at are eligible for ESOP
In 2019, TCC initiated the ESOP program. All the employees at TCC and affiliated enterprises are eligible. TCC and individual employee will contribute to the contribution fund deposited in the exclusive trust account by a 1:1 ratio on a monthly basis. Employees can also apply for additional contributions in June and December every year. The Company contributes 10% of that amount to individual trust accounts. The employees eligible for retirement at the age of 60 can even contribute further. So as to retain talent and assist employees in accumulating wealth, planning their life after retirement
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69% of employees of Taiwan-based operations with outstanding performance are entitled to Treasury Shares Program
Established as a long-term motivational incentive, and linking performance assessment metrics with sustainable development goals. Performance metrics such as the implementation effectiveness of carbon reduction strategies and outstanding performance at both Taiwan and overseas subsidiaries will qualify employees to participate
- ESOP Participation TCC (Taiwan)
Salary and Bonus
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100% of Employees in TCC Enjoy Quarterly and Performance Bonuses
TCC Group Holdings adheres to the principle of sharing operational performance and has formulated a compensation policy where employee salaries are determined based on their performance, job responsibilities, and other comprehensive factors. Discrimination based on personal characteristics such as gender (including sexual orientation), race, class, age, marital status, language, ideology, religion, political affiliation, birthplace, appearance, facial features, or disabilities is strictly prohibited.
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◤ Performance Bonuses
Incorporate risk and sustainability management-related indicators into the assessment criteria, integrating the assessment results with corporate governance, overall operations, and sustainable development
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◤ Quarterly Bonus
In 2018, Taiwan Cement introduced a quarterly bonus system to enable employees to share in company achievements. Besides measuring quarterly EPS and key performance indicators, the system also incorporates each factory's progress towards achieving carbon intensity reduction targets set to meet the company's commitment to carbon neutrality by 2050. This integration of sustainability performance into company operations enhances overall sustainability efforts
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◤ Executive compensation linked to ESG goals
To actively fulfill its sustainability commitments, TCC links the compensation of senior management to ESG performance targets, incentivizing the management team to continuously improve in environmental protection, social responsibility, and corporate governance. Additionally, specific sustainability targets are set for the CFO, the Chief Procurement Officer, and the procurement department based on key indicators, thereby integrating sustainability performance with compensation
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Type of Performance Appraisal
- To align employees' work goals with the company's development strategy, a fair and equitable performance appraisal system has been established. This system integrates quantitative job objectives with qualitative competency behaviors, ensuring a comprehensive link between the company's overall operational profitability and individual employee performance
| Type | Implementation | Frequency |
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| Management by objectives | Direct supervisors and second-level managers of all employees conduct preliminary and secondary evaluations, with assessment indicators consisting of 60% quantitative work objectives (including sustainable actions by all employees) and 40% qualitative competency indicators | At least yearly |
| Agile conversations | Departments hold regular monthly or weekly meetings to continue communication and encourage supervisors to proactively provide feedback on work situations during the quarterly assessment period. | At least quarterly |
| Multidimensional performance appraisal | General affairs, human resources, and finance colleagues at each plant, through assessments conducted by the plant and TCC Enterprise Group, ensure that the comprehensive assessment content covers performance in all aspects | At least yearly |
| Team-based performance appraisal | Conduct evaluations for cross-team or cross-business project working groups, and provide corresponding awards to encourage them | At least yearly |
Non-Monetary Benefits
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100% of Employees in TCC Group Holdings Enjoy Non-Compensation Benefits
TCC has always been keen to provide care for the employees and the employees’ families through various benefits. TCC makes sure employees are taken care of in all aspects. These benefits also extends to the employees’ families
Launched from 2021 2-track Retirement Benefits, Employee aged at 60 or above can contribute further nearly 200%.Family Care Support, Maternity & Childbirth Bonus NT$1,123,000，distributed Contracted Nurseries applied has grown for nearly 180%.Compared to 2022, From 2017 to 2023, 425 TCC Babies were born in Taiwan.100% Retirement Protection, Retired employees can enjoy medical, accident & life insurance Health checkup / Meal gathering / Company tour.Travel Subsidy, An annual travel subsidy of up to NT$15,000 to encourage employees to travel and unwind.Applicants 2,617.Subsidized over NT$20 million.
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Hybrid Agility to Work
Number of Employees that Used the Benefits
Taiwan + Mainland China
In addition to providing basic statutory benefits, TCC also offer a warm and comfortable working environment with diverse additional benefits, such as group insurance, employee health check-ups, medical subsidies, meal allowances, language training subsidies, employee dormitories, children's scholarships, marriage and childbirth benefits, holiday bonuses, employee stock trusts, and emergency assistance funds.
Furthermore, TCC regularly organize diverse activities such as Family Day, Christmas dinners, sports events, holiday entertainment activities, medical knowledge seminars, World Book Day events, and volunteer activities. TCC also provide green transport subsidies (shared scooter riding incentives, electric scooter subsidies), smart vending machines for health drinks, and overtime home late plan. Additionally, employees of indigenous descent enjoy traditional holiday leave to support the preservation of core indigenous cultures.
Harnessing corporate influence to continuously advance towards social good
Introducing "Paid Volunteer Time Off" (VTO) to encourage colleagues to actively engage in community services and give back to society while balancing their work commitments. Employees will receive half a day of volunteer leave for 3 hours of service, and a full day for 6 hours or more, with a yearly entitlement of 2 days
Applicants in 2023: 113 , totaled 592 service hours