In 2019, the Company had 9,416 full-time employees and 368 temporary employees; adding 519 full-time employees in subsidiaries which are not included in the CSR report, the total number of employees was 10,303. Since 2011, the Company has been selected as a component of the TWSE RA Taiwan Employment Creation 99 Index (EMP99), showing that the number of employees of the Company ranks highly among the listed companies.
The Group has 3,922 male employees and 5,494 female employees with a male to female ratio of 42:58. Managers account for 29% of employees and female managers account for 50%. We added 20 female managers compared to the previous year to achieve gender equality. The Group has 178 male and 190 female temporary employees and the male to female ratio was 48:52.
In response to the government's call for increased employment, we continued to hire large amounts of employees in 2019 and we increased the net number of employees by 460 mainly due to the additional hiring of compliance and anti-money laundering professionals by MICB in response to enhanced legal compliance and anti-money laundering requirements.
For business development, MICB recruits and selects new employees every year. New employees are given training for 1~2 week(s) before working at respective operation units; competent employees are selected on an ad hoc basis in response to the business needs of overseas units and subsequently assigned to overseas units or universities for a series of professional training. Total Number of New Employees
The Company adopted a diverse hiring policy and does not discriminate based on nationality, race, gender, or age, etc. The Company provides equal job opportunities for people with disabilities and indigenous people; the Company also designs jobs based on the characteristics of people with disabilities to allow them to contribute their talents to the society and improve the quality of life. As of the end of 2019, the Company has 9,416 full-time employees including 62 people with disabilities, 9 indigenous peoples, and 531 foreign employees.
Mega Holdings has strived to organize staff training courses, including professional financial training programs, foreign language courses, and special overseas study programs. The Company also subsidizes employees to obtain professional licenses and take foreign language proficiency tests. MICB has set up an e-learning portal for employees to obtain a diverse range of competencies. Each employee of the Group received 58.79 hours of training in 2019, an increase of 10 hours or 23% per person from the previous year.
MICB's E-learning Portal is provided for employees to learn at the office or from home by themselves and develop diverse competencies. The current free learning courses include professional courses, language studies, laws and regulations, and health seminars. Employees can take the courses online at any time to continue to enhance their professional skills and advantages. Approximately 200,000 enrollments were registered for online training in 2019. In addition, MICB has planned related programs for enhancing bilingual training starting from 2020 to meet the target for establishing bilingual branches across Taiwan by 2028. It has continuously organized foreign language courses for English, Japanese, French, Spanish, Thai, and Vietnamese and encourages employees to take part in foreign language tests. It also selects employees to study foreign languages in language schools in foreign countries.
Mega Holdings continues to strengthen AML/CFT operations and build a solid foundation for legal compliance. The Company actively encourages employees to obtain the Certified Anti-Money Laundering Specialists (CAMS) certification since 2017. As of the end of 2019, nearly 50% of all MICB employees have obtained the certification. The Company has invested approximately NT$250 million in related subsidies and bonuses for the CAMS certification.
MICB attaches great importance to the environment and resources that are fit for employees. Each unit regularly recommends outstanding intermediate-level employees who have the intention and potential; qualified employees will be given internal training courses and subsequent plans for external professional training (see the table below) to become reserve supervisors, cadres, or expatriates.
