Corporate Sustainability Stemming from Talents
In a highly volatile financial environment, Newa Insurance firmly believes that “corporate sustainability stems from talents.” Establish a talent development mechanism which may be developed sustainably to build a roadmap for sustainable management and people-oriented development!
Talent Pool
Through cooperation with global HR advisors, introduced a job evaluation system and competency model to build the development roadmap for both management and professional staff.
Competency Enablement
Fulfill the insurance empowerment orientation, drive the competency learning model, and improve practical application and performance.
Deepen the Heritage
Cultivate trainers with cross-departmental management experience, implement course technology transfer, and build a self-directed learning ecosystem for the enterprise.
Diversified Assessments
Implement innovative learning processes, effectiveness assessments, and emphasize the implementation of learning outcomes and transformation in behaviors.
Human Rights Protection
Build a respectful and equitable workplace.
Formulate the “Human Rights Policy” to fulfill the corporate social responsibility
To strictly observe relevant laws and regulations, and provide comprehensive human rights protection in accordance with the spirit and principles of the International Human Rights Convention.
Create a Respectful and Inclusive Workplace Culture
Committed to creating a safe working environment with dignity, eliminating any form of human rights violation, and promoting diversity and equality.
Establish a Sexual Harassment Prevention and Complaint Mechanism
Establish workplace sexual harassment regulations with clear complaint and handling procedures to ensure proper case resolution.
Organize Education and Training Regularly to Strengthen Awareness Toward Prevention
Organize sexual harassment prevention education and training regularly to improve employee awareness and prevention abilities, and create a friendly and safe working environment.
Talent Development
Key talent training and succession planning
Establish a Senior Management Succession System
Formulate a Senior Management Succession Plan to systematically develop talent and ensure smooth leadership transitions.
Improve Leadership with Multiple Training Modes
Through job coaching, management skills training, performance assessment and job rotation, establish a robust talent pool to improve leadership performance and organizational resilience.
Train Insurance Professionals and Improve Service Quality
Invite insurance professors to teach underwriting and claims courses, helping employees earn domestic and international certifications and enhance professional expertise.
Provide Rewards and Allowances to Encourage Continuing Education
Offer rewards and professional allowances for certifications to encourage continuing education and deliver higher-quality insurance services.
Remuneration and Benefits
Happy Workplace and Comprehensive Employee Benefits
Competitive Salary Scheme to Recognize Employee Contributions
Offer starting salaries above statutory minimum, adjusted by job nature with professional allowances; conduct annual reviews with bonuses to show commitment to employee recognition.
Robust Retirement and Welfare Scheme
The retirement system follows the Labor Standards Act and Labor Pension Act. The Company establishes the “Supervisory Committee of Labor Retirement Reserve” responsible for allocation and use of the fund. The Employee Welfare Committee is established in accordance with the Employee Welfare Fund Act to provide subsidies, insurance protection and diverse activities.
Promote Work-Life Balance
Organize activities, such as travel, health month and family day, to encourage employees to care for their physical and mental health, and family life; in addition to improve their overall sense of happiness and belonging, and acquired sports enterprise certification to build a workplace full of energy and caring.
Promote Humane and Flexible Scheme
Implement flexible work hours, 7.5 hour working days, one day “Early Home” in every month, birthday leave, well-being leave, and annual leave superior to that provided by law, in order to create a humane and happy workplace culture.