A healthy talent development system is the key to the sustainable development of an organization. Cathay Life has developed training frameworks and established a comprehensive training system according to each employee’s individual career needs and talent levels, thereby enriching talent pools at all levels as well as elite insurance sales agents and digital technology talents at home and abroad.
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As of 2022, 20.1% of all personnel have contributed to this transformation process, which reached 33 departments①
As of 2022, a total of 101 employees obtained agile certifications, such as the PMI Agile Certified Practitioner (PMI-ACP) or Professional Scrum Master (PSM)①
In 2022, the total Corporate Sustainability Education And Training hours reached 10,598 hours②
In 2022, learning hours on Hahow amounted to 38,406 hours②
In 2022, all 5,611 participants of Rich and Skinny Weight-Loss Competition lost a total of 13,978 kg②
Cathay Life has proactively developed diversified talents, encouraged job rotations across departments and companies, cultivated employees’ cross-disciplinary thinking, and improved their ability to integrate.
Cross-series job rotation
To encourage office staff to continually explore their diverse competencies, we introduced systematic operations since 2020 to allow departments recruiting new employees to offer job vacancies online and provide advice via different channels to lower employees’ sense of uncertainty during transitions.
In addition, we arranged transfers of professional office staff to sales or policyholder services departments to further familiarize office staff with life insurance operations.
War Room
In response to the trend of digital transformation, we introduced agile thinking and established the “Situation Room.” Operated by heterogeneous teams, it encourages employees to step out of their domains and create new ideas through cross-domain cooperation.
Focus story
The job rotation percentages in 2022 amounted to 16.1% for specialized staff and 13.6% for administrative staff
Number of office-to-field transfers in 2022: 19 (8.9% of total employees qualified for field transfer)
As of 2022, 20.1% of all personnel have contributed to this transformation process, which reached 33 departments
