In order to fulfill corporate social responsibility, protect the basic human rights and related rights and interests of all employees, customers and stakeholders, comply with national labor laws and support international human rights conventions, including the relevant norms of the United Nations Universal Declaration of Human Rights, the United Nations Global Covenant and the United Nations International Covenant on Economic, Social and Cultural Rights, formulate the company’s human rights commitments and policies, and eliminate any violation and violation of human rights, so as to fully protect the legitimate rights and interests of employees and enhance the human rights awareness of stakeholders. For cooperative suppliers, we also formulate a code of practice for corporate social responsibility of suppliers to meet the same principles and require cooperative suppliers to comply with the basic spirit of this commitment.

According to the company’s operating characteristics, pay attention to the following issues and take relevant action plans to practice:

In order to fulfill corporate social responsibility, protect the basic human rights and related rights and interests of all employees, customers and stakeholders, comply with labor laws and support international human rights conventions, including the relevant norms of the United Nations Universal Declaration of Human Rights, the United Nations Global Covenant and the United Nations International Covenant on Economic, Social and Cultural Rights, formulate the company’s human rights commitments and policies, and eliminate any violation and violation of human rights, so as to fully protect the legitimate rights and interests of employees and enhance the human rights awareness of stakeholders. For cooperative suppliers, we also formulate a code of practice for corporate social responsibility of suppliers to meet the same principles and require cooperative suppliers to comply with the basic spirit of this commitment.

According to the company’s operating characteristics, pay attention to the following issues and take relevant action plans to practice:

In order to cultivate outstanding talents and enhance the company’s competitiveness, the company plans talent training according to the annual key objectives and the training needs of various departments, and handles budget preparation and implementation in accordance with the training management measures.
The company’s training system is divided into overall training and functional training.

1. Overall training of the company:
According to the company’s business strategy and the need to enhance the professional skills of employees and supervisors, human resources units plan hierarchical training courses and develop common training courses, including pre-employment training for new employees, labor safety and health training, general management ability development, work efficiency improvement training, etc. Since 109, a digital learning platform has been provided, regardless of time and place, and colleagues can use fragmented time to read, making learning more flexible.

2. Functional training:
Develop professional courses and on-the-job training according to the company’s various departments and functions. The following is an overview of the functions and targets of each type of training, and a brief introduction to the relevant measures of further training encouragement:

1. Training of new personnel:
Including company culture, working environment, employee rules, information and network system introduction, labor safety and health, etc.

2. Common function development:
Focus on common functions of employees, such as problem analysis and solving skills, communication skills, project management, team consensus, and service skills course training.

3. Reserve and supervisor management training:
In order to cultivate management talents, reserve and management personnel need to have skills courses. Focus on performance management, leadership leadership, motivational skills, management forum, strategic planning, project management, team development, and organizational development capabilities.

4. Professional knowledge improvement:
Every year, employees are assigned to participate in relevant courses organized by the company or external organizations according to the needs of their duties, so as to upgrade the company’s technical level, introduce innovative concepts, and improve management skills.

5. Scholarship and Grant Method:
The company is committed to nurturing talents and encouraging colleagues to engage in academic research to enhance the overall industrial strength, and the company has formulated the “Application Method for Scholarships and Grants” to provide employees with applications for on-the-job training scholarships and grants.

We follow the spirit of the Occupational Health and Safety Management System (ISO 45001), which covers 273 employees of Lianhua Milling (covering Tomioka Plant and Yangmei Factory), which is controllable and can affect the work activities, products or services of the factory, and indeed promotes the relevant occupational safety and health action plan to eliminate work-related accidents and diseases.
In addition, we continue to invest resources to enhance the resilience of the organization and promote the physical and mental health of employees through annual occupational safety and health education and training for the whole factory, as well as the use of internal websites or bulletin boards, sharing occupational safety and health related cases, and formulating relevant management measures to train employees in emergency response.