SUCCESSION PLANNING FOR DIRECTORS AND KEY OFFICERS
In accordance with the Company's development direction and goals, the Company is making the succession. The successors must not only have expertise, but also possess integrity and the values that are consistent with those of the Company.
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Succession planning for directors
The
Company currently has seven directors (including four independent directors) in
total, all of whom have the capabilities required for commerce, finance and
accounting, or the Company’s business. In the future, the composition structure
and experience background of the Board of the Company will continue the current
structure. Regarding the succession planning of the Board, the good
communication with professionals is maintained from time to time to discuss the
selection of successors. In terms of independent directors, the work experience
in commerce, legal, finance, accounting or the Company’s business are required
by laws, so they will be selected from the professionals in the domestic
academic and industrial fields.
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Succession planning for management
The Company regularly reviews and screens potential talent lists at all levels, establishes a talent pool, and conducts training programs. The talent development program includes professional and management capabilities.
- Participate in internal and external training based on personal development needs, to cultivate decision-making and judgment capabilities.
- Keep complete training records and review the talent development plan regularly to adjust the development plan according to the needs of organizational operations.
- Arrange job rotations and participate in senior officer meetings, so that successors can improve their management capabilities and mindset.