Asus 2012 Annual Report Download - page 85

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(I) Employee’s welfare package
ASUS has made the “respecting humanity and caring for employees” one of the operating
concepts. For the purpose of taking care of employees sufficiently and protecting their
living security in order to work for the company worry-free, ASUS provides basic
protection to employees; also, provides or sponsors welfare projects specially.
Employee’s Welfare Committee is formed by the employees to plan and enforce welfare
activities as follows:
1. ASUS has the following benefits provided in accordance with Company Law:!
Health insurance, labor insurance, group insurance, pension reserve, accrual pension
reserve according to old contribution plan deposited in Bank of Taiwan, arrearage
reserve, and appropriating welfare fund with a percentage of sales revenue and paid-in
capital.!
2. ASUS has the following benefits provided specially:
Season-greeting bonus and performance bonus, annual physical check up, libraries,
EAP, and indoor warm water swimming pool and gym; also, encouraging employees
to propose their advanced study plan for financial aid.
3. “Employee Welfare Committee”
Season-greeting bonus, wedding/funeral/celebration and emergency financial aid,
group activities, birthday, scholarship and financial aid to employee’s children,
sending birthday cards and issue commodity coupons, and using departmental-based
“Asus Department Day” and “Teamwork” activities to cooperate with literary units
for discount offers so that the peers can implement art and literature appreciation.
(II) Education and training
ASUS has years of experience in cultivating talents in accordance with operating
concepts of “cultivation, cherishment, caring for employees, and helping ASUS fellows
reaching their potential;” moreover, ASUS has a profound operating model setup in
education and training and with excellent internal tradition formed. The talents
cultivation and development is illustrated as follows:
1. Personal learning & growth plan
ASUS has promoted the “Learning & Growth Plan” forcefully to help the management
assist employees developing capability; also, to provide alternatives in conformity with
organizational and personal development. Base on the concept of “individualization”
to plan personal learning and growth plan by the management and the staff together in
accordance with the core value of the company and the occupational ability needed for
job performance. The idea is to have the learning process become more systematic and
effective. There were 2,353 individuals participated in the learning and growth plan in
2012. Please refer to the learning and growth plan procedure below:
Figure 1: Learning & Growth Plan Procedure