Empowering Employees

GC values its employee as valuable resources, so it has drawn up a career path and launched the Learning and Development Programs for all employees, by determining the functional and leadership competencies necessary for each job position and each working level in order to develop their capability to correspond to the company’s goals and human resource development strategy. GC has also established a Succession Plan to select an appropriate replacement, who possesses necessary qualifications and is a role model in corporate culture, for each job position.

GC has developed both internal and external development programs to enhance employee capability, including coaching or mentorship, as well as team-based collaboration and network-building. These programs cover both full-time and contractual employees. The company has developed various programs such as the Leadership Development Program, Cultural Education to promote understanding and respect for diversity, the Transition Program for Retiring and Terminated Employees, and the Digital Transition Program. Example of programs from this year, including the Leadership Acceleration Program and the Leadership Development Program to develop employees within the Talent and Successor groups, respectively, with the objective of cultivating skills and competencies benchmarked against leading global organizations. The Company has also maintained continuous operations across a number of key employee development initiatives, including the dEX | SPARK – Data Science and Engineering Program; the Innovation and Productivity Enhancement Program through Integrated Learning based on Constructionism Theory (PI-ChEPS); the English Language Skills Development Program delivered through VOXY, a language institution recognized by leading academic institutions worldwide; and the Happy Retirement Journey Program.