Human Resource Policy
Brogent is people-oriented based on the belief that employees are the Company's "assets," providing an inspiring mission and vision, making employees feel the value of work, and creating a happy, friendly, safe, and healthy working environment. We create an atmosphere of learning and development through the human resources policy of selection, education, employment, and retention, helping employees self-improve, and placing them in the right position to fully utilize their talents andgrow together with the Company.
In 2023, Brogent developed 4 core competencies, which describe the attitudes and behaviors that all employees should have, based on the group's mission, vision, and philosophy, and 1 management competency that managers should demonstrate. At the end of each period, we assess employees' competency development to help every employee find the direction for their continued development and growth, and dedicating our efforts to obtain sustainable talents.
Vision Get Wild
Brogent has participated in Vision Get Wild for many years, and cooperated with the organizer to recruit more outstanding digital content design and production talents to help the Company grow in the long term. When recruiting foreign/overseas employees, Brogent complies with local labor laws and personal data and privacy protection regulations, respects human rights, and does not engage in any discrimination. We uphold the Company's core values and comply with external regulations and the Employee Code of Conduct to create a workplace environment with fair treatment and equal employment opportunities.
Kaohsiung Youth Internship Program
Brogent is committed to creating a unique and immersive flight experience through advanced technologies. We are pleased to be able to provide students with internship opportunities to help them explore their career interests. Matchmaking by the Kaohsiung Youth Internship Program of the Youth Bureau, Kaohsiung City Government allows more young people who want to enter the field and industry of simulator rides to understand what Brogent is doing, as well as the Company's vision and philosophy. This cooperation gives us the opportunity to move forward into the future with more energetic and enthusiastic young people, and it will greatly aid the Company and provide opportunities for recruitment and cultivation of talents in the future.
Signing an MOU to cultivate cross-disciplinary talents
Brogent's Chairman Chih-Hung Ouyang and National Pingtung University President Yong-Sen Chen signed an MOU on industry-academia collaboration on April 11, 2023, in hopes of jointly inspiring unlimited creativity through links, internships, and collaborative R&D between industry and academia. The industry-academia collaboration and resource sharing with National Pingtung University not only allow students to combine professional theory with practice, but also gain a deeper understanding of the industry and market needs, creating features for the university in the rapidly changing industry environment. We also hope to close the gap between education and employment for industry talents, and cultivate talents that companies need.
Talent Cultivation
Brogent understands the importance of employee cultivation and believes that employees' growth will also empower the Company's growth. Brogent uses various learning channels and resources to help employees improve their own abilities and exercise their advantages and potentials, with the vision and goal of cultivating talents across different fields in an integrative way.
Education and Training
Brogent uses diverse learning channels to cultivate talents and encourages employees to take internal and external training courses fully subsidized by the Company to improve their competitiveness in the workplace and occupational development. Aided by a dual-track development path for professional and management competencies, Brogent helps employees grow and improve their own abilities. Our training courses mainly include management training, professional training, general training, and newcomer training. We have systematically planned comprehensive training courses needed by our employees for their career development, as well as education and training courses for their lifelong learning. Total employee training hours in 2023 reached 12,043.6, or an average of 44.4 hours per person.
After attending external training, employees shall submit electronic files of relevant information such as training qualification documents to the human resources unit for recordkeeping. They must also upload the training results report form to the training development system. Employees shall compile the knowledge acquired in training into volumes and include them as training materials when they serve as internal trainers and organize internal training to teach other employees.
Passing Down Experiences
We also value the internal passing down of knowledge and experiences and encourage our employees to be internal trainers. In 2023, a total of 127 internal trainers taught over 378.5 hours of classes in total. Brogent encourages employees to pass on valuable experience and knowledge to improve the Company’s overall competitiveness. We elected 5 outstanding internal trainers according to the teaching hours, and recognized their contribution in the 2023 Excellence Trainer Award Ceremony. At the same time, we also actively evaluate the possibility of turning retired employees into consultants or trainers to pass down skills and experiences so that they may become an important asset of the Company.
Performance Evaluation
To encourage our employees to pursue continuous innovation and growth, we align our employees with our organizational goals and achieve these goals through a strategic and integration-based performance management system. We have also effectively improved employee performance and achieved our operational goals.
Executive Performance Evaluation
The professional guidance provided by Brogent's senior management and their managerial efficiency are the keys to our persistence in improving the competitiveness of our products in the immersive simulation technology industry. By performing their managerial duties well, senior management can bring about stable operational performance. Therefore, we have established an internal evaluation mechanism that connects review of managers' salary to their work performance; the approval criteria consist of three aspects: financial indicators, quality and risk, and leadership and management.
In 2023, Brogent developed 4 core competencies, which describe the attitudes and behaviors that all employees should have, based on the group's mission, vision, and philosophy, and 1 management competency that managers should demonstrate. At the end of each period, we assess employees' competency development to help every employee find the direction for their continued development and growth, and dedicating our efforts to obtain sustainable talents.
Vision Get Wild
Brogent has participated in Vision Get Wild for many years, and cooperated with the organizer to recruit more outstanding digital content design and production talents to help the Company grow in the long term. When recruiting foreign/overseas employees, Brogent complies with local labor laws and personal data and privacy protection regulations, respects human rights, and does not engage in any discrimination. We uphold the Company's core values and comply with external regulations and the Employee Code of Conduct to create a workplace environment with fair treatment and equal employment opportunities.
Kaohsiung Youth Internship Program
Brogent is committed to creating a unique and immersive flight experience through advanced technologies. We are pleased to be able to provide students with internship opportunities to help them explore their career interests. Matchmaking by the Kaohsiung Youth Internship Program of the Youth Bureau, Kaohsiung City Government allows more young people who want to enter the field and industry of simulator rides to understand what Brogent is doing, as well as the Company's vision and philosophy. This cooperation gives us the opportunity to move forward into the future with more energetic and enthusiastic young people, and it will greatly aid the Company and provide opportunities for recruitment and cultivation of talents in the future.
Signing an MOU to cultivate cross-disciplinary talents
Brogent's Chairman Chih-Hung Ouyang and National Pingtung University President Yong-Sen Chen signed an MOU on industry-academia collaboration on April 11, 2023, in hopes of jointly inspiring unlimited creativity through links, internships, and collaborative R&D between industry and academia. The industry-academia collaboration and resource sharing with National Pingtung University not only allow students to combine professional theory with practice, but also gain a deeper understanding of the industry and market needs, creating features for the university in the rapidly changing industry environment. We also hope to close the gap between education and employment for industry talents, and cultivate talents that companies need.
Talent Cultivation
Brogent understands the importance of employee cultivation and believes that employees' growth will also empower the Company's growth. Brogent uses various learning channels and resources to help employees improve their own abilities and exercise their advantages and potentials, with the vision and goal of cultivating talents across different fields in an integrative way.
Education and Training
Brogent uses diverse learning channels to cultivate talents and encourages employees to take internal and external training courses fully subsidized by the Company to improve their competitiveness in the workplace and occupational development. Aided by a dual-track development path for professional and management competencies, Brogent helps employees grow and improve their own abilities. Our training courses mainly include management training, professional training, general training, and newcomer training. We have systematically planned comprehensive training courses needed by our employees for their career development, as well as education and training courses for their lifelong learning. Total employee training hours in 2023 reached 12,043.6, or an average of 44.4 hours per person.
After attending external training, employees shall submit electronic files of relevant information such as training qualification documents to the human resources unit for recordkeeping. They must also upload the training results report form to the training development system. Employees shall compile the knowledge acquired in training into volumes and include them as training materials when they serve as internal trainers and organize internal training to teach other employees.
Passing Down Experiences
We also value the internal passing down of knowledge and experiences and encourage our employees to be internal trainers. In 2023, a total of 127 internal trainers taught over 378.5 hours of classes in total. Brogent encourages employees to pass on valuable experience and knowledge to improve the Company’s overall competitiveness. We elected 5 outstanding internal trainers according to the teaching hours, and recognized their contribution in the 2023 Excellence Trainer Award Ceremony. At the same time, we also actively evaluate the possibility of turning retired employees into consultants or trainers to pass down skills and experiences so that they may become an important asset of the Company.
Performance Evaluation
To encourage our employees to pursue continuous innovation and growth, we align our employees with our organizational goals and achieve these goals through a strategic and integration-based performance management system. We have also effectively improved employee performance and achieved our operational goals.
Executive Performance Evaluation
The professional guidance provided by Brogent's senior management and their managerial efficiency are the keys to our persistence in improving the competitiveness of our products in the immersive simulation technology industry. By performing their managerial duties well, senior management can bring about stable operational performance. Therefore, we have established an internal evaluation mechanism that connects review of managers' salary to their work performance; the approval criteria consist of three aspects: financial indicators, quality and risk, and leadership and management.