Workplace Key Issues & Policy Goals
Key Workplace Issues & Policy Goals
Key Issue – Talent Attraction and Retention
| Key Issue - Talent Attraction and Retention | |
|---|---|
| Positive Impact on GCM (Opportunities) | Establishing a good and comprehensive talent management system not only increases retention rates but also helps reduce workforce gaps in the face of industry-wide labor shortages. This allows GCM's deeply rooted industry technology and experience to be passed on. |
| Negative Impact on GCM (Risks) | If the company experiences a high turnover rate, it can hinder overall development, making it difficult to maintain company culture and experience. This also leads to increased costs for training new employees and creates workforce gaps. |
| Mitigation Measures | GCM continuously reviews and enhances employee welfare systems, aiming to reduce the loss of senior employees, foster a sense of belonging and unity within the company, and externally increase attractiveness to consistently draw talented individuals from various fields, thereby strengthening the company’s competitiveness. |
| Policies and Commitments | Talent management policies, compensation policies. |
| Short-term Goals | Employee turnover rate below 20%, retention rate at 50%, with no labor shortages. |
| Mid-to-Long-term Goals | Employee turnover rate below 15%, retention rate at 60%, while providing compensation and incentives superior to industry standards and creating a work environment that stimulates employee potential. |
Key Issue - Talent Development and Training
| Key Issue - Talent Development and Training | |
|---|---|
| Positive Impact on GCM (Opportunities) | A robust talent development and training system not only enhances employee competitiveness but also fosters a corporate culture of healthy competition and growth. |
| Negative Impact on GCM (Risks) | If the talent development and training system is inadequate, it can hinder the development and growth of both employees and the company as a whole, leading to a loss of employee confidence and expectations regarding their career development. |
| Mitigation Measures | GCM places increased emphasis on talent development and training systems to enhance overall company competitiveness. Additionally, we are promoting a mid-level technical talent retention plan to continually strengthen GCM’s deep technical expertise as an industry leader. |
| Policies and Commitments | Talent management policies, employee education and training policies. |
| Short-term Goals | ・GCM plans to regularly collect feedback from various departments to replan the company’s overall training programs, increasing the depth and breadth of the courses. ・Average training hours per employee: 15 hours. |
| Mid-to-Long-term Goals | ・Continuously improve the talent development and training system, and hold professional skills or management courses both internally and externally on an irregular basis to attract more talented individuals to join. ・Hold professional skills/management courses both internally and externally on an irregular basis, with an average training time of 20 hours per person. |
