social responsibility Back to list
Staff Development
1. Employee Training
Our company has established a complete training system. In response to job requirements and employee demands, we have formulated training plans at both the group and branch levels. Through various vocational training forms such as on-site training, online teaching, and professional technical workshops, we help employees master the necessary professional knowledge and application skills to meet their personal development needs. The online training system independently developed by the company provides a more convenient way for employee training. By establishing the "SITC International Training System Construction Committee", the training course contents for each level and position are determined. The unified training contents for each level and position are all made public on the company's internal network, meeting the needs of employees for expanded learning and ability improvement, providing extensive learning opportunities, enhancing the breadth of professional knowledge, and enriching the knowledge structure and vision. At the same time, create an internal learning atmosphere, encourage employees to think and summarize, and pass on the knowledge to other colleagues through internal lectures or group discussions. The training and development system of this company is also applicable to temporary employees and contract employees.
The company provides employees with various learning opportunities through job allocation adjustments, short-term job rotation training, and job rotation development, etc., to enhance their communication skills and teamwork abilities. Employees can voluntarily sign up through internal recruitment announcements. After fair competition, they will be assigned to different positions, departments and companies for a long or short term, providing them with development opportunities to realize their potential and career plans, while also enhancing the company's organizational capabilities.
Over the past few years, the company has spared no effort in creating various external training atmospheres, encouraging the improvement of academic qualifications and degrees, supporting qualification certificate examinations, providing management ability training, industry skills training, safety production training, corporate culture training, and cyber security and anti-fraud training, etc. In 2024, KNX management skills training will be organized throughout the company. Participants will participate offline in the local area through self-selected courses and unified organization. The courses cover leadership, management, personal development, interpersonal relationships, professional skills and learning programs, etc. Through the study of courses in multiple fields, employees apply what they have learned to their daily work, constantly improving themselves and enhancing management efficiency.
In 2024, the number of onshore employees trained in our company reached 2,219, the cumulative training hours reached 60,357 hours, the average training hours increased by approximately 2.6% compared to the previous year, and the average training expenditure per employee was 240 US dollars.
Crew training mainly consists of shore training and on-board training. The company takes advantage of the time when crew members disembark from the ship to organize training for them in areas such as certificate training, electronic chart training, system documents, and various maritime and mechanical operation instructions, accident safety analysis, and mental health. Every month on board, the captain organizes training in accordance with the requirements of this round of the annual training plan, including but not limited to the ship training manual, the latest information and instructions provided by the shore-based (notices/circulars/circulars, document modifications, modifications to convention rules, etc.), analysis and prevention of ship safety accidents, awareness of pollution prevention, response capabilities, etc. After new crew members board the ship, they should complete the familiarization training on the operation of life-saving, fire-fighting equipment and emergency systems within two weeks. In 2024, the total investment in crew training of our company reached as long as 45,103 hours.
FY 2022 | FY 2023 | FY 2024 | Goals | |
Trained percentage | 99.00% | 100.00% | 100.00% | 100.00% |
2. Performance Management and Employee Career Planning
Our company adopts a scientific and multi-dimensional performance evaluation policy for employee performance assessment, combining the comprehensive evaluation of team performance and individual target performance of employees. First of all, corresponding plans are set for each level of branch companies, departments and personnel, and the assessment cycle is set as monthly, quarterly and annual assessment. Team performance evaluation corresponds to the branch company and department levels, conducting multi-dimensional assessments on individualized benefit indicators, business volume indicators, benefit indicators, efficiency indicators, and due diligence indicators, etc. For instance, energy conservation and emission reduction indicators are set for the fuel department, and safety indicators are set for the shipping business. Secondly, employee performance goals include multi-dimensional evaluations such as business volume/workload/turnover, benefits/effects, efficiency, system implementation, synergy enhancement, and bonus items.
In addition to the comprehensive and all-round performance evaluation policy, we also offer an agile performance management approach for managing employee performance throughout the year and supporting individual development. We are committed to achieving goals through long-term, regular, and fully open communication, constructive feedback, and the establishment of specific performance goals and employee development plans between leaders and employees. While focusing on the process of goal achievement, Clarify the quantitative indicators and scoring criteria. After the employee submits the performance completion report, both parties jointly evaluate, feedback and correct it to further achieve the goal of improving the employee's personal work performance and promoting career development. This is one of the most important management communication tools in the company.