Cathay FHC values employees' experience and feedback. We launched the "buddy system" to provide new employees with a dedicated buddy so that new employees can quickly adapt to the work environment and reduce anxiety when they first start working. The system has helped us create a more innovative and caring workplace. Refer to Appendix Table 14 for 2022 New Employee Statistics.

  • Offer Flexible Work Arrangements
  • With the challenges of the pandemic, hybrid WFH arrangements have become the new norm. Through the digital transformation, Cathay has upgraded ICT capabilities and digitalized operational processes, as well as transformed the management system and restructured the company culture to build mobile workspaces for more flexible and cooperative new workplace arrangements. To ensure the smooth operation of the mobile workspace, Cathay encourages managers to touch base more frequently with employees and establish multiple channels of communication, as well as set clear targets. Managers should understand their employees' capabilities and career mindsets and establish a connection between employees through formal or informal gatherings. Also, we are continuously optimizing digital tools through the Cathay Toolkit, elevating the productivity of the mobile workspace and ensuring information security. Instituting the mobile workspace will help employees develop freely, allowing them to WFH if necessary. Flexible work arrangements ensure that we can retain talent and enhance employees' sense of belonging and satisfaction with the company.

     


    Employee Reskilling

    Cathay helps employees build relevant professional knowledge and skills to adapt to future trends as technological advancements continue at a rapid pace. Cathay FHC is targeting agility for skill transformation training in 2022, whilst providing courses on remote management and data analysis to cultivate employees with diverse digital work management skills and thinking to adapt to the changes in digital transformation and future work patterns.

      

    Employee Upskilling

    In response to the changing learning needs, we encourage employees to engage in cross-disciplinary learning and enhance their learning abilities through group-wide training. Cathay also introduces diverse external resources and provides platforms for sharing knowledge. In addition to developing a comprehensive knowledge base and professional courses for different employee roles, we have also tailored digital literacy courses in response to the future of technology. Furthermore, we have planned a series of learning blueprints, development guides, and personal development plans for employees at different career stages, so that all, regardless of level or seniority, can continue to grow and improve through continued learning.

    First Annual Themed-Learning Event - Cathay Apex Conquest

    To resolve common employee pain points with online learning in the past (confusing information, low educational value, lack of motivation to learn, etc.), Cathay FHC rolled out a brand new online course platform "Cathay Apex Conquest" that combines diverse courses and seminars with learning gamification to encourage all employees to continue learning. According to a survey of learning needs and experience (see Note), 81.4% of employees reported satisfaction with the theme of the training, and students gave a score of 8.1 for learning satisfaction. Note: Results taken from the 2022 survey on learning needs and experience, which was administered to 679 people.

  • Evaluation of overall benefits from employee training
  • Statistics of Employee Training


    Talent Pool Program

    Cathay defines the talent standards in coordination with business strategy, so as to cultivate talent needed by the group to seize opportunities and face challenges in Asia. Through talent development activities and coaches, we accelerate employee growth and strengthen target competencies, which enriches the group's talent pool.

     

    1. GMA Program

    The GMA Program is the only cross-company MA rotation project in the industry, and was implemented under the group's strategic goal to become the leading financial institution in the Asia Pacific. GMAs gain important abilities and experience in the 2.5 year job rotation process, and formulate strategies at the FHC-level to create synergistic effects.

     

    2. CMA Program

    We developed a multidisciplinary CMA Training Program that involves front, middle, and back offices to sow the seeds of versatile "Asian Bankers." The program includes 2 years of education and professional job rotation, with senior executives personally providing guidance and feedback. The program cultivates talent with expertise and macro perspective, so that they are able to design services that better meet customers' needs.

     

    3. CIM Program

    After receiving complete training in the front, middle and back office under the guidance of a personal mentor as well as solid financial courses, CIM MAs must pass multiple tests throughout the training process, including professional knowledge tests and competence development assessments. The top three trainees in the final assessment will have the opportunity to study overseas.

     

     

    Talent Transformation Plan

    Automation is gradually replacing manpower as digital technologies advance. Cathay continues to improve the professional skills of sales personnel to respond to future changes in manpower demand and workplace models. As an example, the major subsidiaries of Cathay Life, adopted transformation programs to enhance employees' skills in order to increase agility, productivity, and employee retention rates.

     


    Programs for Talent Cultivation

    Cathay organizes diverse internship programs to actively cultivate talent on campus and connect them with the FinTech industry. We provide project training and a wide range of internship activities that meet actual work requirements, helping students explore their career paths early in their careers.

     

     


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