Human resources are a key competitive edge of an enterprise when moving towards sustainable development. TCFHC has managed to bring core corporate value and organizational strategic developmental objectives into the construction of comprehensive educational training and continuous education program that contains a well-planned training blueprint subject to different positions and levels as well as different needs of professional capacity, aiming to achieve the objective of talent development, talent retention, and employee attaining career goal, a win-win situation where the enterprise and employee grow together. In 2021, the Group’s employee turnover rate was about 5.3%. After deducting 235 employees who have retired, the actual turnover rate was 2.84%. The retention rate of TCB newly-hired employees in 2021 reached up to 87.31%, achieving the goal of 80% retention rate.

• The Percentage of TCFHC Group's Newly-hired Employees by Category from 2018 to 2021

• The Percentage of Internal Transfer or Promotion of TCFHC Group Employees by Category from 2018 to 2021

• The Percentage of TCFHC Group's Terminated ^{Note 1} Employees by Category from 2018 to 2021

In order to motivate employees to pursue growth and strengthen the required professional skills, each year the TCFHC Group generated different annual training program that contains various types of professional lectures and training courses either held internally or arranged externally through collaborations with different training institutions, schools, or government agencies. The Group has encouraged staff to learn autonomously or take part in external training courses. The Group also held celebrity speech events from time to time and arranged multiple learning channels hoping to develop employees' professional skills and competency and increase the competitiveness of the entire group. In 2021, the average training hours per full-time employee is 40 hours, and the average training cost is NT$1,778. In preparation for global deployment, the expansion of the overseas service network, and the establishment of bilingual branches, TCB has proactively cultivated all-round international talents and regularly held overseas management associate recruitment every year. As of the end of 2021, our overseas talent database contained 133 talents. These recruited talents will be dispatched to overseas service points at appropriate times to facilitate the company's global business expansion.

In order to create an innovative corporate culture, the TCFHC Group has already held an annual “Innovation Brainstorming Camp” for 4 consecutive years since 2018, hoping to inspire staff to generate innovative and creative ideas for business development, upgrade systems and platforms, and optimize operational procedures. As of the end of 2021, more than 200 proposals, or 80% of the total raised proposals are completed, including TCB Golden Coins collection and exchange program that links with financial products and service provided across the Group. This provides customers with a new experience of point redemption. Also, in response to the development of Open Banking, TCB has actively engaged in the transition to digital finance by integrating internal corporate banking data with external open data to undertake a comprehensive analysis of customer profiles so as to raise the momentum for expanding corporate banking business.

To inspire employees to unleash their potential and reinforce the organization's operational efficiency, TCFHC Group has set up a fair evaluation and rewarding system. The Group has conducted both regular and irregular performance evaluations according to different duty natures. The performance evaluation results are then taken as a reference for future improvement, reward, or punishment. In 2021, the employee performance assessment system was gradually combined with the sustainable development goals strengthening the Group's sustainable governance and the employees' recognition of the corporate sustainable spirit. In 2021, 99.33% of supervisors and 98.20% of non-supervisors had gone through performance evaluation.

• Employee Performance Assessment Combined with Sustainable Development Goals

In order to boost human capital and enhance the competitiveness of enterprises, TCFHC Group conducts public recruitments based on the business needs of each internal unit. We recruit talents from various financial fields on campuses and through academic cooperation and other methods to accelerate the optimization of the human resources structure. Despite the pandemic in 2021, TCB continued to carry out campus recruitment programs and corporate talent recruitment presentations to attract graduates who wish to enter the financial industry and seek to initiate direct dialogue with the students. In 2021, a total of 19 physical corporate talent recruitment presentations were held, with a total of 1,966 participants.

Realizing the importance of talent development and recruitment, TCB has rolled out a series of financial-related courses through academic collaboration since 2017, which runs for 12 to 18 weeks. Precious practical experiences and theories are taught by senior employees to help interns enter the workplace. If they perform well during the internship and pass the interview, they can be converted into full-time employees.