CDF Participates in the “TALENT, in Taiwan” Alliance

Apr 11, 2024

Becoming the Employer of Choice is one of CDF's five major strategies. We have developed short, medium, and long-term plans to gradually implement various initiatives, aiming to achieve the objective of talent sustainability. To demonstrate our commitment to talent sustainability, we continue to participate in the “TALENT, in Taiwan” Alliance this year.

Our talent sustainability initiatives focus on the following six dimensions, each of which carries our commitment:


1. Culture and Values: To shape a corporate value-based culture through recognition, personnel decisions, and evaluation mechanism.

2. Diversity and Inclusion: To become a D&I organization in all aspects via raising the importance of human rights, and enhancing the communication and management on diversity, equality and inclusion.

3. People Development: To establish a competency-based talent acquisition, training and development system, and to create a blueprint for people development via the launch of CDF Academy.

4. Employee Wellbeing: To ensure a sound employee wellbeing framework by maintaining competitive rewards and continuously optimizing employee welfare.

5. Friendly Workplace: To foster a safe and harmonious work environment through promoting workplace safety, enhancing employees’ physical and mental health, and continuously improving employee experience.

6. Communication and Experience: We utilize various communication channels to engage with employees. This includes conducting an annual employee opinion survey to understand areas where the company excels and where improvements are needed. Senior executives engage in regular face-to-face or written communication to keep colleagues informed about business status and strategic progress. Each department leverages communication channels to share information about company initiatives and information relevant to employees. Regular labor-management meetings are held to establish effective communication channels. Additionally, performance management cycles provide opportunities for managers and employees to engage in meaningful dialogue at the beginning, middle, and end of each year.

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