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Career Development

  • Education and Training
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    At China Development Financial, employee development has always been a top priority. In keeping with this philosophy, the Group has continued to provide our employees with the best training resources and environment. The Group overhauled our “CDF Financial Academy” e-learning platform in 2016 to provide a wider variety of learning and development options. The new “CDF Financial Academy” was also fully integrated with “KGI e-Learning” to provide employees with a dual-service platform. In terms of the development and learning environment, we continue to enhance the quality and breadth of online courses for employees based on the need to keep our workforce up to date with international trends in the field of finance. Courses on legal compliance, CSR, and information security are held along with personal development courses intended to enhance the skills of our employees. Training is also prioritized to equip employees with professional knowledge and competencies for meeting the challenges of a constantly changing financial market. In the future, the “CDF Financial Academy” and “KGI e-Learning” will continue to serve as a knowledge exchange center and experience sharing platform for all employees. We will continue to invest resources in education and training and encourage all employees to engage in proactive learning and invest in their futures to create a competitive advantage both for the Company and themselves.
     
    CDF offers wide variety of courses to employees. For newly-recruited employees, courses focus on knowledge of our organizational structure, management team, legal compliance, money laundering prevention, risk management, code of conduct, and employee care. All employees are required to complete internal and external training according to the needs of their jobs and relevant laws and regulations. CDF also provides information to keep employees up to date on the latest laws and regulations. Questionnaires filled out by employees after their training sessions indicate that they were “very satisfied” with the sessions, learning environment, and online platform.
     

  • Competency Assessment and Performance Evaluation

  • Performance management process

    In accordance with its business philosophy, CDF has instituted a comprehensive 360-degree competency assessment system designed to periodically assess employees at different stages of development from all angles and facilitate personal development. The continuous operation of the 360-degree competency assessment system can help employees to identify their competitive advantages and overall potential and further to map out for future career development.

    To encourage the circulation of talent throughout the Group and promote greater diversity in the career development options for our employees, the Group leverages resources to give employees priority on applications for internal job openings. Employees are also transferred between subsidiaries, including overseas assignments, based on operational needs.

    In 2016, 155 people were internally transferred between Group subsidiaries.

    The goal of performance management is to integrate corporate strategic objectives with employee work goals and review accomplishments during the evaluation period. A three-stage performance management process consisting of defining goals, mid-term follow-up and adjustment, and final review of results provides all Group employees with a fair mechanism for undergoing annual performance evaluations. The results of the performance evaluations are used as a benchmark for determining performance bonuses, promotions, salary raises, and career development. Our performance evaluations consist of four main aspects: core work duties, cost-effectiveness, legal compliance and operating risks, and leadership and teamwork. Each department has its own specialized indicators for core work duties to fully reflect the efforts and accomplishments of employees during the evaluation period. In addition, for employees who are involved in corporate social responsibility operation, the non-financial performance indicators such as environmental sustainability, employee care and customer rights, will also be included in the overall performance evaluation.

    The Group considers personal ethics and professional integrity to be of the utmost importance. All Group employees are expected to adhere to relevant financial regulations and our internal code of conduct. Internal controls and legal compliance also form a critical component of employee performance evaluations. Violations by employees are reported and investigated in accordance with the code of conduct and then handled in accordance with the relevant rules governing rewards and disciplinary action. Persons who are found to have violated the law are handled in accordance with relevant laws to protect the interests of the Group and stakeholders.

    In 2016, 100% of employees underwent routine performance and career development reviews regardless of their region, sex, or job role.