social responsibility Back to list
Staff Development
I.Employee training
1. The company has established a complete training system. Based on job needs and employee requirements, the company formulates training plans at the group and branch levels, and helps employees through the use of various vocational training forms such as on-site training, online teaching, and professional and technical workshops. Acquire the necessary professional knowledge and application skills to meet the personal development needs of employees. The company's independently developed online training system provides a more convenient way for employee training. Through the establishment of the "SITC International Training System Construction Committee", the training course content for each level and position is determined. The unified training content for each level and position is made public on the company's intranet to meet the needs of employees for expanded learning and ability improvement, and to provide extensive learning Opportunities to improve the breadth of professional knowledge and enrich the knowledge structure and vision. At the same time, we create an internal learning atmosphere, encourage employees to think and summarize, and pass it on to other colleagues in the form of internal lectures or discussions. Our training and development system applies equally to temporary and contract employees.
2. The company provides employees with different learning opportunities to improve communication and teamwork skills through work allocation adjustments, short-term rotation training, and job rotation training. Employees sign up voluntarily through internal recruitment announcements. Then, after fair competition, they are assigned to work in different positions, departments, or companies in the long or short term. This provides employees with development opportunities, realizes their potential and career planning, and at the same time improves the company's organizational capabilities.
3. In the past few years, the company has spared no effort to create a variety of external training atmosphere, encourage academic degree improvement, support qualification examinations, provide management ability training, industry skills training, safety production training, corporate culture training and network security fraud prevention training etc. Following the digital training courses in 2021, KNX management skills training will be organized company-wide in 2022, with local offline participation in the form of unified organization through self-selected courses. The courses cover leadership, management, personal development, interpersonal relationships, professional abilities and learning plans. Through courses in multiple fields, employees can apply what they have learned to their daily work, continuously improve themselves and improve management efficiency.
4. In 2023, the number of onshore employees trained by the Company reached 2,142, and the cumulative training hours reached 57,191 hours. The average number of training hours was 26.7 hours, an increase of approximately 7% from 2022. The average expenditure for training was $143 per employee..
5. Crew training is mainly divided into shore training and shipboard training. The company uses the time when crew members disembark to organize crew training on certificate training, electronic chart training, system documents, various maritime affairs and aircraft maintenance operation instructions, accident safety analysis, mental health and other aspects. The captain organizes training every month on board the ship in accordance with the requirements of the current annual training plan, including but not limited to the ship training manual, the latest information and instructions provided by the shore base (notices/announcements/circulars, document modifications, modifications to convention rules, etc.), ship safety accidents Analysis and prevention, pollution prevention awareness, emergency response capabilities, etc.; after new crew members board the ship, they should complete familiarization training on the operation of life-saving, fire-fighting equipment, and emergency systems within two weeks.
In 2023, the Company's total investment in crew training reached 47,371 hours, an increase of 50.9% compared to last year, with an average training time of 38.1 hours.
2021 | 2022 | 2023 | Goals | |
Trained percentage | 84.00% | 99.00% | 100.00% | 100.00% |
II.Performance management and employee career planning
The company adopts a scientific multi-dimensional performance evaluation policy for employee performance evaluation, which combines comprehensive evaluation of team performance and employees' individual target performance. First, branches, departments and personnel at each level set corresponding plans, and the assessment cycle is set to monthly, quarterly and annual assessments. Team performance evaluation corresponds to the branch and department levels, and conducts multi-dimensional evaluations on individualized benefit indicators, business volume indicators, efficiency indicators, efficiency indicators and due diligence indicators, etc. For example, setting energy saving and emission reduction indicators for the fuel department, and setting energy saving and emission reduction indicators for the shipping business Set security indicators. Secondly, employee performance goals include business volume/workload/turnover, benefits/effects, efficiency, system implementation, synergy, bonus points, etc. for multi-dimensional evaluation.
In addition to a comprehensive all-round performance appraisal policy, we also provide an agile performance management method to manage employee performance throughout the year and support personal development. We are committed to full and regular open communication and constructive feedback between leaders and employees over time. While establishing specific performance goals and employee development plans, focusing on the process of goal achievement, we also clarify quantitative indicators and scoring standards. After employees submit performance reports, both parties will jointly evaluate, provide feedback and make corrections to further achieve the goal of improving employees' personal performance and promoting career development. This is one of the company's most important management communication tools.