TSRC was awarded 2023 HR Asia’s Best Companies to Work For at its first participation in the event!

Remaining true to the core values of “people-centric”, TSRC provides “holistic care” to employees and fosters a safe workplace with collegial collaboration. Specific initiatives at TSRC include EAP (Employee Assistance Program) supported by external professionals, flexible working hours with work-from-home practice, and cross-functional training programs and projects which create sustainable growth and development opportunities for global employees.

Here are some key points to share:

Regular Employee Engagement Survey:

In the 2022 TSRC Global Employee Engagement Survey, the overall participation rate across the group was 88% (a +12% increase compared to 2019), and the agreement rate across the group was 74% (a +7% increase compared to 2019). In response to the 2022 engagement survey, Taiwan HQ and subsidiary companies worldwide continued to implement improvement activities and measures. HQ and subsidiary companies also organized various activities to promote cross-team collaboration and cohesion.

EAP Employee Assistance Program:

TSRC prioritizes the physical and mental health of its employees. Starting in 2022, Taiwan implemented an EAP Employee Assistance Program, offering various support services such as 30-minute work-life coaching with an unlimited hotline, five 60-minute counseling sessions per year, email counseling (including family members), INFLUENCER monthly, workshops on work-life skills and personal resilience enhancement with high recognitions in employees.

Talent Development Plan:

Providing a conducive environment for talent development is a crucial factor in strengthening TSRC's organizational sustainability. TSRC has established a learning blueprint focused on individual capabilities, personal aspirations, and organizational needs. In 2022 & 2023 , TSRC prioritized the "Global Self-Development Project" for non-production operation employees, aiming to enhance employees’ diverse skills and align with organizational development and competency transformation. This involves special publications, setting personal development goals, thematic guidance through the remote "TSRC Exchange Meeting," and aligning personal development goals with key company needs with the help of supervisors.

• Top-Down Approach:
  Succession planning: Conducted annually in March to identify and develop talent reserves for critical roles. Tailored training programs are offered for different levels of staff.
• Bottom-Up Approach:
  Implementing the "Global Self-Development" project to align employee capabilities with organizational development, promote competency transformation, and encourage a learning culture through self-paced online courses and newsletters.

Training Hours and Investment:

In response to rapid market and environmental changes, TSRC has increased its resources for employee education and training. Taking 2022 as an example, the total investment in education and training is significant increase of 49.58% compared to the previous year. The average training hours per person is also increased by 47.78%.