Talents are Key to Corporate Sustainability

Grape King Bio places great importance on the career development of all employees. To promote talent flow within the organization, the company provides a diversified set of development channels, such as expatriate, execution of critical missions, education and training, and other diverse opportunities where employees are encouraged to develop their potential and cultivate a broader vision and network. We have made assessments fairer and more transparent by introducing a target and performance management system. The KPI system is implemented to link individual performances of employees with the departments, sections, and the headquarters.

Talent Development Blueprint

We divide talents into two categories: management talents and professional talents. Different talents can learn in both tracks to fully apply what they have learned. We plan a dual-track career advancement path and encourage the diversified development of talents. Management talents will have their competency reviewed with their professional competencies and management functions, and plans for a comprehensive and suitable development will be made for the competencies that need to be strengthened. The strengthened items are then integrated into daily projects after training courses to enhance the effectiveness of the course

  • Developing the Company’s Learning Roadmap
    For every position in each department (production, sales, human resources, development, and finance), we list the required professional competencies and functions, then compare them with the development stages of existing staff to identify the competencies that are lacking and need to be strengthened.
  • Developing the Individual Learning Roadmap
    When our employees join the company, they are required to understand the company's expectations of them and plan their career development direction following their own aspirations and strengths. Each year, the company will work with employees to set forth work goals and plan the learning and development plans for each individual, enabling employees to develop their strengths and achieve self-actualization.

Employee Training and Development

Based on the company's mission (the company’s spirit), vision (the company’s milestone goals), and core values (the unified behavioral values), Grape King Bio develops strategic plans and development goals, producing HRM reports through quantitative analysis to identify training needs and draft training goals and plans using gap analysis. Instead of considering them as extra expenses, we view education and training as the most cost-effective investment and anticipate maximizing the potential of our employees.

We continue to hold training sessions and regularly track the effectiveness data. With indices such as the Kirkpatrick Model and the Human Capital ROI, we review the learning effectiveness of the training sessions to continuously refine their contents and deepen the connection between organizational goals and training demands.

Talent Cultivation and Performance Awards

Grape King Bio places great importance on the career development of all employees. To promote talent flow within the organization, the company provides a diversified set of development channels, such as expat positions, execution of critical missions, education and training, and other diverse opportunities, where employees are encouraged to develop their potential and cultivate a broader vision and network.

 

We have made assessments fairer and more transparent by introducing a target and performance management system. The KPI system is implemented to link individual performances of employees with the departments, sections, and the headquarters.

Performance Evaluation - Two-Way Communication and Results with Mutual Trust

Managers and the employees will discuss and set annual individual KPIs for employees at the beginning of each year which will then be tracked and adjusted according to the actual performance in the middle of the year, and the final performance evaluation will be conducted at the end of the year. The evaluation results are linked to bonuses, compensation, reassignments, promotions, and salary adjustments, and are also connected to education and training planning.

 

The company provides training courses for managers, engages external consultants to evaluate and optimize the current KPI formulation methodology and logic, and assists supervisors in making system adjustments and optimizing performance target setting, ensuring employee behavior is more in line with the performance evaluation results.

Salary and Rewards

Grape King Bio aspires to give every employee the best work experience. To achieve both effective talent retention and incentive compensation, we have designed a competitive salary system that is superior to the industry standard. Grape King Bio sets the salary level of employees based on each individual’s educational background, professional knowledge and skills, professional experience, and personal performance, regardless of their gender, race, religion, political affiliation, marital status, or union affiliation.

We expect to improve the overall performance of the company through the design of the system, connecting future potentials with salary adjustments to motivate employees to strive for improvements in their values.

Bonuses and Compensations

We evaluate the company's annual performance, goal performance status, and annual surplus status to determine this part.

Reassignments and Salary Adjustments

We consider factors such as individual employees’ current salary, performance, future potential, annual salary adjustment budget, internal and external salary balance, current industry levels, etc.