Integrity Management
CSC's corporate values, namely, teamwork, entrepreneurial approaches, down-to-earthness, and pursuit of innovation, were the cornerstones of its smooth operations in the past. With the wave of retirement, a large number of employees have left, and the new recruits from Generation Z have joined the workforce, promoting the alternation of generations. In terms of smart production, development of green energy industries, and becoming a premium steel mill, it is hoped that cultural contents that keep abreast of the times can be added, giving a new interpretation of CSC's corporate values, which enable all employees to have a new and profound understanding of the four corporate values. Professional consultants were commissioned to sort out the corporate culture by conducting interviews with the management team, which generated 12 cultural elements of CSC's four major corporate values, such as missions, enthusiasm, respect, integrity, resilience, sustainability, stability, pragmatism, responsibility, agility, making breakthroughs, sharing, and specific actions consistent with various cultural elements.
By promoting the project of "Inheriting and Improving the Corporate Culture,"" CSC, facing alternation of generations in succession, can retain its high-quality corporate culture while adding cultural elements that are in line with the trends of the times so as to allow employees to regain the cohesive identity for CSC. On the basis of the corporate culture with consensus, common values can be established. The senior, middle-aged, and young generations of employees respect each other, advance together, and are proud of their identity as CSC employees.
Specific behavior that is in accordance with the CSC corporate culture can be described in a concrete manner to be passed on more easily and implemented in daily interactions at work. The promotion and implementation of the CSC corporate culture can be divided into the following three stages.
Business Integrity
CSC expects all employees to act lawfully and ethically in accordance with the regulations related to code of conducts, such as “Ethical Corporate Management Best Practice Principles for CSC", "Procedures for Ethical Management and Guidelines for Conduct" and "Letter of Declaration and Undertaking with regard to Employees’ Code of Conduct". Therefore, in annual training workshops for new employees, CSC arranges for a series of lectures on company rules and regulations, corporate culture, information security, and intellectual property. The company also raises awareness of the importance of integrity among employees by providing information on various topics, such as “part-time jobs,” “accepting improper benefits,” “use of information,” and “trade secrets.” Employees are also required to comply with laws and regulations as well as the company’s rules and regulations. CSC incorporates employees’ compliance with the code of conduct as a performance criterion in the performance evaluation process and link it to compensation. Violation to the abovementioned regulations may result in disciplinary actions, including, but not limited to, termination of employment, written warning or adverse pay treatment. In 2023, CSC arranged 12 training sessions for new recruits, and 365 trainees were trained.
Step 01 The Review of the CSC Corporate Culture
After DDI consultants had conducted individual interviews with the management team and focused interviews with department vice presidents, a confirmation workshop on the corporate culture was held to form consensus among the members of the top management team regarding the fostering of the CSC corporate culture; furthermore, the enhancement of CSC's corporate values needed to be sorted out and the 12 cultural elements implemented.
Step 02 Introduction of Systemizing the Corporate Culture
Various definitions and "key behavior and scoring standards" generated from the elements of the corporate culture have been included as an item in the external recruitment interviews to find like-minded new employees. The "key behavior and scoring standards" have been incorporated into the evaluation items for new recruits to confirm that their performance meets CSC's expectation.
Step 03 Consensus Camps on the Corporate Culture
The rationale to hold consensus camps for the executives at all levels at CSC is to enable them to have a deep understanding of the definitions and behavior regarding CSC's corporate culture so that they can effectively identify whether the employees have demonstrated behavior that conforms to CSC's corporate values, provide appropriate performance appraisals, and help them internalize the corporate culture at work to establish shared values for all.
- The five-day training for a total of 20 seed lecturers at the Cultural Consensus Camp was conducted. All of them successfully completed the training, obtained the appraisals of their trial teaching, and became qualified internal lectures. They have taught the courses at the Cultural Consensus Camps to third-echelon supervisors in stages. Fourteen sessions with the participation of 461 supervisors have been conducted.
- In 2023, external professional consultants were commissioned to conduct two sessions of the Cultural Consensus Camps for High-ranking Executives with the participation of a total of 68 first-echelon executives and assistant vice presidents.
- Subsequently, the executives internalized what they had acquired at the Cultural Consensus Camps regarding CSC's corporate values and applied their learning in their jobs and in guiding their subordinates, which affected the corporate culture at CSC and established shared values for all.
In addition to the aforementioned endeavors and the establishment of a common vision, LINE stickers were designed with the corporate culture contents in 2022 and 2023, respectively, for employees and their relatives and friends to download. Furthermore, to gain the employees' recognition of the corporate culture, they were invited to participate in the activity of “Guessing Lantern Riddles” during the Lantern Festival in February 2023.
