Reinforce talent cultivation and development through company strategies
and industry-academia collaboration
Strengthen communication and social engagement in order to
enhance employee happiness
Create a diverse, friendly workplace and cultivate
Human talent is TECO’s greatest asset and the foundation of its sustainable operations.
TECO’s vision in the field of HR is to strengthen talent development, the
creation of a blissful enterprise, realization of sustainable operations, and establishment
of a "Best Employer" brand image. In recent years, the company has actively
promoted the five core values of "Ambition, Customer Orientation, Team Spirit,
Integrity and Innovation". Every employee is expected to internalize these five core
values to again unleash their personal potential at work and thereby generate
TECO’s diversified deployment has secured a strong presence in numerous industries
including heavy machinery, electric control, home appliances, wind power,
electronics, and infrastructure. Over the past 6 decades, the Company has expanded
into different industries and gained a firm foothold in Taiwan with operating
bases spread all over the globe. This has created numerous unique challenges for
TECO in the field of HR management. A diversified manpower resource strategy and
approach is the key direction in response to global deployment and talent development.
The current organization and manpower structure of TECO as of December 31,
2017, is as follows:
The company has 6 business departments, 1 research institute, and 1 smart automation
and biotech center, employing a total workforce of 2,410. (2016, 2,406 persons)
The educational background of TECO’s employees is improving every year. Over 66%
of all staff members have a college degree or higher, serving as the backbone for
the sustainable development of the Company.
TECO employees have an average age of 43.5 and 15.3 years of service.
The passing on of knowledge and expertise and cultivation and retention of key
talents represent paramount tasks in the field of talent development. (In 2015, TECO
employees had an average age of 43.1 and 15.3 years of service)
TECO conducts annual employee satisfaction surveys, interviews and assessments in
accordance with the needs of various business units. The Company also reviews
company strategies as well as internal and external circumstances in order to formulate
annual strategies. The following 3 key strategies were adopted in 2017 based
on the Group’s strategic development demands: (1) Reinforce talent cultivation and
development through company strategies and industry-academia collaboration, (2)
Strengthen communication and social engagement in order to enhance employee
happiness, (3) Create a diverse, friendly workplace and cultivate international
talents. The goal is to fully develop and utilize available talent, ensure sustained
operations and create a win-win situation for employees and the enterprise.
Public announcement of TECO’s human rights policies and declaration
Formulation of "Supplier Letter of Commitment to Human Rights and Sustainability"
The company was awarded a seal of approval for its breastfeeding roomfacilities
Honored with an excellence award at the 10th Taoyuan City Outstanding Enterprise Awards
Scholarships are granted to help high school and vocational school talents to receive university education. A total of 6 persons received the scholarship.
Establishment of a weekly information sharing mechanism for employees tostrengthen employee communications.
In 2017, the retention rate after paternal leave was 82%.
Received a certificate of appreciation from Thailand Trade and Economic Office (Taipei) in recognition of TECO’s efforts in managing foreign worker and looking out for their welfare.
Employee satisfaction is maintained above 80 points.
Organized TECO "Adopt 66m2 Rice Field" and "Donghui Club" corporate volunteer service. In 2017, a total of 1,440 hours of volunteer service hours were carried out.
Development plan for 2018 and the future
Founded the TECO Academy to facilitate comprehensive talent training and development.
Established an international talent cultivation system and Group-wide talent exchange mechanism.
Continue to conduct employee surveys and maintain an employee satisfaction level of 80 points or higher.
Organized energy conservation education in local schools and communities coupled with sustainable community development using the Company’s expertise.
Encourage social engagement, accumulating over 1,500 volunteer service hours.