Succession planning for board members
The company's ongoing director succession plan is carried out through the following methods for director succession planning:
The company's ongoing director succession plan is carried out through the following methods for director succession planning:
1.Current directors recommend suitable candidate.
2.Shareholders recommend candidates of director.
3.The results of the performance evaluation of the board of directors shall be used as the reference basis for nomination of directors for re-appointment.
The company clearly defines the "Board Performance Evaluation Method", which uses performance evaluation measurement items to confirm the effective operation of the board of directors, and to evaluate the performance of directors as a reference for future director selection. The measurement items include the control of company goals and tasks, recognition of responsibilities, degree of participation in operations, internal relationship management and communication, professional and continuous education, internal control and specific opinions.
Succession planning for management team
The selection of succession candidates for the management is critical to the sustainable operation of the group. In response to the needs of the group's business operations and human resources development, the company regularly reviews and plans for succession candidates and cultivation conditions to provide human resources for the sustainable operation of the company. When planning succession candidates, in addition to considering whether they have excellent professional and management abilities, their values must be consistent with corporate governance. For the training content of key management successors, in addition to management skills training, it is combined with job rotation, internal and external training courses to cultivate their decision-making ability and improve their management ability and thinking. This results in a complete preparation for succession. The company also conducts job rotation and job promotion in a timely manner in accordance with various development strategies, performance evaluations and retirement status, and recruits outstanding talents. By gathering internal and external talents, the company can increase the breadth and depth of the succession candidates and cultivate suitable successors.