KGI Academy

Talent development is essential for becoming an employer of choice. KGI Financial Group has established the "KGI Academy" based on the company's core values and competencies, providing employees with a comprehensive platform for learning, performance management, and personal development. The "KGI Academy" provides Four Learning Programs and Four Development Streams, available to all employees. These initiatives aim to enhance individual capabilities, foster career growth, and optimize performance, while reflecting the Group’s commitment to talent development.

Four Learning Programs

• Leadership and Management Program: Designed for the development of managers at all levels, this program progressively cultivates leadership abilities and management skills to achieve both personal and team success.
  
• Competency-based Program: Structured around the Group's six core competencies, this program offers courses designed to progressively develop the essential knowledge, attitudes, and skills colleagues need for organizational success.
  
• Functional and Regulatory Program: Offers specialized training tailored to regulations and work requirements, featuring courses on sustainable development, regulatory compliance, information security, occupational safety, and more. Each course is planned by the respective responsible unit.
  
• Newcomer and General Program: Designed to help new colleagues acclimate to the corporate culture and acquire essential knowledge as KGI employees. It encompasses general courses on performance management, fostering a DEI-friendly workplace, and more.

Four Development Streams

• Employee Development Stream: Offers a diverse array of learning resources, performance management tools, opportunities for two-way career discussions, and internal job transfers, empowering employees to enhance their skills and actively pursue growth opportunities.
  
• Manager Development Stream: Implements a structured training program for different manager levels, offering tailored leadership development resources and conducting regular assessments to ensure ongoing improvement and success.
  
• Talent Development Stream: Annually selects employees with high potential for focused development and includes MA in the regularly reviewed talent pool.
  
• Successor Development Stream: Regularly assesses potential succession candidates for senior positions and continuously nurture future senior leaders for the organization.

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Performance and Individual Development

KGI Financial Group has implemented "Guidelines for Employee Performance Management," applicable to all permanent employees except for those hired in the 4th quarter. This guideline serves as a foundation for employee development. The annual performance management cycle encompasses the following key elements:

• Goal Setting & Individual Development Planning : Each department develops action plans and key objectives that are aligned with company's annual strategy and current major themes, following the SMART principles. These objectives are then cascaded down to establish employees' work goals and personal development plans.
  Agile Management : The business team conducts performance reviews on a monthly or quarterly basis, timely providing incentives to facilitate dynamic adjustments, enhance motivation, and drive continuous improvement.
  
• Performance Improvement Plan : A mechanism to help employees understand the causes of underperformance, set actionable improvement plans, define measurement indicators, and outline expected timelines. Timely feedback and coaching are provided to support progress.
  
• Mid-year Performance and Development Review : At mid-year, manager and employee collaboratively review the progress of work objectives and the execution of personal development plans. Through active listening and feedback, they realign their focus for the second half of the year. In addition to the mid-year review, managers provide timely feedback and support via regular and ad-hoc reviews throughout the year.   
  
• Year-end Evaluation and Performance Communication : Year-end evaluations consist of self-assessments by employees alongside manager evaluations, integrating feedback from multiple perspectives.
  
• Cross-team Evaluation : Specific governance and control metrics are assessed by the KGI Financial for its subsidiaries, alongside cross-team evaluations conducted by specialized units within each subsidiary. These evaluations are integrated into the annual performance assessment, impacting both team and individual performance outcomes.
  
• 360-degree Competency Assessment and Real-time Feedback : A comprehensive 360-degree competency assessment was introduced for executives at the executive vice president level and above, as well as for key talents at the vice president level and higher. The initiative aims to enable managers to identify their personal strengths and areas for development, ultimately enhancing their leadership and management capabilities. Additionally, the "Embrace Feedback!" online feedback tool was launched on the HR system platform to foster a culture of recognition and enable managers and colleagues to actively invite and provide feedback.

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Talent Development Initiatives

Under the KGI Academy framework, the Group has implemented the following training initiatives.

• Leadership Development Program : Enhances managers’ leadership and management skills and offers tailored training for managers at all levels—new, junior, mid-level, and senior—to address their specific developmental needs. 
• Succession and Talent Pipeline Programs : Cultivates leadership talents pipeline through strategic talent selection and diverse development programs, including successor development for key roles, Management Associate (MA) Program and Branch Manager Trainee (BMT) Program to prepare future leaders for organizational growth.
• Digital Agility and Transformation Initiative : Enhances employees' understanding and awareness of agile methodologies and digital transformation. Through experience sharing and practical exercises, stimulate the development and application of innovative organizational services and process reengineering.
• Corporate Sustainability and DEI Initiative : Enhances employees' understanding and application of ESG and DEI principles to foster a workplace culture that promotes diversity, equity, and inclusion. It provides essential concepts and practical workplace examples to address unconscious bias and embrace diversity across backgrounds, cultures, experiences, and perspectives.
• Diverse Employee Development Resources : Offers a wealth of diverse and flexible learning resources and development opportunities, including self-directed learning platform, KGI Academy - the four learning programs, professional certification subsidy and Internal transfer guideline. The self-directed learning platform provides over 600 online courses, covering Professional Competencies, Management Skills, Diverse Capabilities and Workplace English. With a workforce of 559 foreign nationals spread across 16 countries at KGI Financial Group, Workplace English acts as a common medium for communication and collaboration in this globalized work environment, promoting cultural understanding among diverse teams and effectively bridging cultural gaps.  

In 2024, KGI Financial Group was honored with the "Talent Development Leadership Award" for the second consecutive year, highlighting the Group's exceptional efforts in fostering and advancing employee growth.

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The Company’s compensation and bonuses are performance-oriented, taking market competitiveness into account. It links business results with individual performance, creating a win-win situation for employees, the Company, and shareholders. All employees’ salary conditions adhere to local labor laws, and initial salaries are determined based on their professional abilities and job roles. We follow equal employment regulations and provide competitive compensation, and we continue to be one of the constituents of the ‘High Salary 100 Index’ at Taiwan Stock Exchange.

The employee compensation structure includes base salary, allowances, and variable bonuses. Annual performance bonuses are distributed based on overall business performance and individual performance. The goal is to optimize resource allocation, ensuring that high-performing or exceptionally contributing employees receive corresponding rewards. This approach reflects the company’s profitability and strongly links individual performance with compensation. According to the employee survey results, majority of employees agree that they and their colleagues receive appropriate rewards for their contributions.

The Company participates in annual market compensation survey. Employee salaries are adjusted according to market salary levels, economic trends, and individual performance. Through a fair and comprehensive promotion mechanism, we promote outstanding talent, granting higher positions and better compensation.

We continue to review non-management employees’ salary, salary compensation to market, annual total compensation comparison, and the female and male salary comparison to ensure the rationality, fairness, and market competitiveness of our compensation.

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Benefits

Employee welling is an important source of employees’ happiness. All full-time employees of the Company are eligible to the following welfare measures.

• Flexible Working Program (Flexible working schedule also applies to some company’s dispatched staff.)
• Maternal and Childcare
• Group Insurance
• Staff Canteen
• Physical Health
• Mental Health (EAP service is also applicable to all non-employee workers)
• Financial Health
• Volunteer Leave
• Birthday Leave

KGI Financial has long been committed to enhancing employee wellbeing and creating a high-quality workplace environment. Our efforts have been well recognized in 2023, i.e. both KGI Financial and KGI Life Insurance received the “Gold Award for Happy Enterprise” organized by 1111 Job Bank., and KGI Securities was honored the “Silver Award for Happy Enterprise.” These achievements demonstrate KGI Financial’s dedication to becoming an “employer of choice”.

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Retirement Plan

The Company's retirement policy has been established in accordance with the Labor Standards Act, which requires that the Company make monthly pension contributions into employees' personal accounts held under the Labor Pension Supervisory Committee. The Labor Pension Act went into effect beginning July 1, 2005 and prescribes the following rules:

        A. Employees who have completed 10 or more years of service and are at least 55 years old

        B. Employees who have completed 25 or more years of service.

      (4)The calculation and payment of pension under Labor Standards Act (the old scheme):

        A. Two bases are given for each full year of service rendered for the first 15 years. For the rest of the years over 15 years, one base is given for each full year of service rendered. The total number of bases shall be no more than 45. The length of service is calculated as half year when it is less than six months and as one year when it is more than six months.

        B. As set forth in subparagraph 2 of paragraph 1 of article 5 of the Retirement Regulations, an additional 20% on top of the retirement amount shall be given to employees forced to retire due to disability incurred from the execution of their duties.

        C. The pension shall be paid within 30 days from the day of retirement.