📚Work Objectives

1. Implement comprehensive HR service system and provide the best service quality and organizational efficiency.   
2. Conduct rebuilding of organization culture and promote life-long learning and growth for teaching staff.  
3. Improve teaching staff benefits, teaching staff health, and school harmony.  
4. Fulfill corporate social responsibility and provide the public with the best life-long learning environment.

Allow all colleagues to enjoy peace of mind, focus, and heart, as well as be happy with their work environment and work quality. Actively pursue, absorb, and apply new knowledge and new perspectives to satisfy individual self-actualization, thereby promoting the school’s sustainable development.

1. Manpower planning：Maintain stable manpower and sufficient personnel, and focus on manpower diversification.
2. Hiring management：Realize fairness and legal compliance in teaching staff hiring (no bias, equal employment opportunity, and gender equality), standardize and systemize work procedures, digitize teaching staff leave/holiday management, provide online teacher’s manual and employee manual, announce HR manual and work standards.
3. HR development：Cultivate knowledgeable workers, organize new employee seminars and teacher assessment, provide diversified training planning and methods (OJT, work rotation, and supervisor training), encourage teaching staff to advance their learning and development, and establish benchmark model learning.
4. Salary and benefits：Develop a comprehensive salary structure, conform to a fair, equitable, and transparent salary system, provide diverse benefits (such as all types of legally established benefits, school-funded advanced learning, teaching staff benefit assistance/subsidies, teaching staff insurance, group accident insurance, retirement pensions, and friendly family benefits, etc.), and a reward system (such as senior/outstanding teaching staff reward, employee special performance reward, and outstanding teacher reward, etc.).
5. Performance management：Implement objective performance assessment system (employ absolute standards, multiple assessors, and unit group sequence method to assess the work characteristics and behavior of employees), reward outstanding employees, and improve the maintenance of administrative quality management system.  
6. Career management：Promote internal rotation to provide colleagues with appropriate career development choices.  
7. Mental and physical health：Establish and maintain a safe and healthy work environment, provide environmental safety training, organize regular physical checkups, and prevent workplace violence (make sexual harassment prevention announcements, etc.).  
8. Employer/employee relationship：Adhere to laws and social standards, inform and promote HR regulatory system and policy, provide teaching staff with an appeal and communication channel regarding their rights, value employee privacy, inspect the rationality of the management system, and promote administration satisfaction survey.

HR management group：Plan business reform within the group, be in charge of overall school teaching staff HR management-related business, recruitment and employment (teachers), salaries, HR budget, job changes, attendance management, performance evaluations and rewards/punishments, teacher complaints, election of representatives, teaching staff benefits mutual fund, employee performance rewards, hiring and utilization of project administrative personnel, unpaid leave, and tasks given by supervisors.

Manpower development team：Plan business reform within the group, be in charge of overall school teaching staff manpower development-related business, analyze existing teacher manpower, handle subsidy affairs from the Ministry of Education, submit teacher qualifications for review, conduct teacher evaluation committee affairs, submit reports on student-teacher ratios and faculty structure, implement flexible salary measures, handle employee complaints, conduct HR service satisfaction survey and analysis, conduct internal controls, implement ISO9002 work specification management, review initial hiring qualifications for faculty, conduct teacher assessments, and complete tasks given by supervisors.

Pension insurance team：Handle monthly public insurance fees, health care fees, pension savings, payment/withdrawal applications for the increased contribution fund, teaching staff retirement/severance/retirement/departures, school departure procedures, changes in HR, indigenous peoples/disability-related matters, teaching staff group accident insurance, applications for the senior/outstanding teacher reward and the teacher service award conferred by the Ministry of Education, applications for the senior employee award, applications for various awards given by government agencies, and tasks given by supervisors.