Talent Development
Career Development and Training
Workforce Analysis and Planning
With a large workforce, CTCI have implemented methodologies derived from Agile Organizations to foster a culture of learning, organizational adaptability, collaboration, and customer focus. Organizational management and position development methods have been devised in accordance with Agile principles to facilitate the alignment of the organizational structure with business strategies and development requirements. To ensure effective organizational operations, CTCI reviews its workforce planning annually, considering factors such as external supply, internal development, employee turnover, retirements, and transfers. Based on this analysis, adjustments and improvements are made, with quarterly optimizations to the annual workforce allocation. In response to project execution needs, over 80% of employees, excluding support departments, are involved in quoting, design, and execution, with cross-departmental collaboration starting at the business quoting phase. Additionally, project costs are managed through a "project code" system.
To ensure effective organizational operations, CTCI reviews its workforce planning annually, considering factors such as external supply, internal development, employee turnover, retirements, and transfers. Based on this analysis, adjustments and improvements are made, with quarterly optimizations to the annual workforce allocation. In response to project execution needs, over 80% of employees, excluding support departments, are involved in quoting, design, and execution, with cross-departmental collaboration starting at the business quoting phase. Additionally, project costs are managed through a "project code" system.
Performance Evaluation
CTCI employs a project-based organizational structure as the norm. To comprehensively evaluate employee performance and potential, the company has developed a unique assessment system, which includes goal management and performance management. Performance is linked to salary adjustments and bonuses to incentivize employees. With the exception of consultants, external technicians, work-study students, summer interns, employees who are on unpaid leave for more than nine months, and employees who joined the Company after performance appraisal starts, all other employees are 100% included in the annual performance appraisal process.
To ensure that employees clearly understand their individual contributions and performance, the performance system allows for the inquiry of supervisor comments and facilitates two-way communication through annual performance discussions, serving as a reference for work objectives and personal development. Since 2020, CTCI has implemented a company-wide key performance indicator (KPI) system, organized optimization briefings to assist various departments in setting specific goals, and encouraged supervisors to conduct monthly one-hour meetings with employees. This initiative aims to proactively care for employees and provide feedback, enabling them to have a clearer understanding of their responsibilities and future development directions.
Competence Development
CTCI actively invests in talent development, attracting professionals and providing comprehensive education and training. We develop personal development plans tailored to different roles and focus on strengthening management skills through mentorship programs and online learning to help employees continue growing. We promote internal knowledge transfer and expert systems, where supervisors share experiences with employees, passing on skills and knowledge to global locations. This creates a learning-oriented organization that enhances our competitive edge. Each year, we evaluate position-specific competencies, achieving a professional competency completion rate of 89.2% in 2024. Relevant training is incorporated into promotion, rotation, and expatriate programs to ensure new managers and expatriates can transition effectively into their roles.
Talent Cultivation
CTCI has implemented a Key Position Reserve Program to assess Key Positions, High-Potential Talent, and Young-Potential Talent, with the aim of strengthening its talent pipeline. Between 2021 and 2024, 15 individuals were selected as Young-Po Plus and underwent a comprehensive evaluation based on professional knowledge, performance, language skills, and personal traits. The Group Chairman serves as the "Group Mentor," sharing experiences and planning training based on individual characteristics. The goal is to cultivate talent with international management capabilities within ten years, ensuring the Company's sustainable competitiveness.
Training Effectiveness
To effectively evaluate training outcomes, we apply Kirkpatrick’s Four-Level Training Evaluation Model, linking the results to business performance to assess the return on investment (ROI) of post-training efforts.
Based on the needs for achieving the operational goals and employee career development, CTCI introduced the following employee development plans to ensure the organization remains competitive in a constantly evolving market and business environment, while addressing the shared needs of both the company and its employees — ultimately enabling the delivery of more professional services to clients.
Talent Development Plan
CTCI introduced the following employee development plans, based on the needs for achieving the operational goals and employee career development, to enhance the work skills of our employees, encourage our employees to grow, empower the Company and our employees to achieve annual goals and enable them to offer better services to our clients.
CTCI University
As the number of employees continues to grow, e-learning has become the most efficient means of training. To create a learning environment suitable for the entire Group, it is essential to rely on professional talent and the appropriate tools. In response to this, CTCI established a strong team composed of external experts, senior executives, department heads, and trained professionals. After several meetings and discussions, the "CTCI University" online learning platform was officially launched in 2020. The platform was designed to align with the current organizational structure, featuring 6 colleges, 23 departments, and 158 professional categories. By the end of December 2024, the platform had offered more than 1,400 online courses. To further emphasize the importance of education, the platform’s principal is the Chief Executive Officer of the Group Engineering Business, the deans are senior executives, and the department chairs are either department heads or senior staff. In addition, approximately 50 full-time and part-time training professionals are also involved in the platform’s operation, supporting the learning and development needs of the entire Group.
Three Signature Programs of CTCI University:
1.Position-Based Courses Design
2.Standardization of Management Function Training for the Leadership Academy
CTCI has developed a three-phase management training program, which standardizes training through the Leadership Academy. This program ensures that managers at all levels have access to specialized courses. The phased training equips managers with essential management competencies, such as effective communication (workplace expression courses, organizational communication courses, negotiation theory and practice courses), team building (enterprise organization and management courses, strategic human resource management courses), setting clear goals to enhance team performance (team management and leadership courses, strategic management courses), and increasing awareness of technological developments and industry trends (quarterly advanced management seminars). This initiative not only contributes to improving overall team performance but also fosters the development of managerial skills and knowledge, enabling managers to lead their teams more effectively, thereby enhancing overall morale and performance.
3.Implementation of Required Courses for All Employees
