Talent training and development

Talent Development

Education and Training System Planning

To implement the fundamental concept of talent development and achieve the basic philosophy of education and training, the company's education and training system is divided into: new employee training, hierarchical education, technical development, professional quality and technical education, industrial safety and environmental education, and supervision and management education.

New Employee Training Courses

Provide organizational direction, knowledge, and information about the company's products, services, and history.

• Provide organizational policies, business conditions, operational techniques, and the work environment.
• Help employees understand new work equipment, procedures, and methods.
• Introduce company management systems, quality concepts, labor safety and health knowledge, and welfare measures.
• Assess employee behavior and performance three months after joining as part of the probationary period evaluation.

Technical Development Courses

• For changes in work methods or the introduction of new equipment and processes.

Professional Quality and Technical Courses

• To prevent fixed habitual behaviors and outdated techniques, timely training is provided to update employees' concepts and skills in line with company policies, regulatory requirements, and customer satisfaction.

Industrial Safety and Environmental Courses

• Learn safe operational methods to prevent accidents or damage.
• Education on sustainable development, energy resources, environmental issues, safety and health, and waste management.

Supervision and Management Courses

• To make correct administrative decisions and plan and execute strategies.
• Develop organizational capabilities and efficiency required to promote organizational activities.
• Knowledge of monitoring, auditing, improvement, and prevention to ensure quality requirements. Management personnel must understand the quality system, evaluate its effectiveness, and utilize the necessary tools and techniques. Supervisors, specialists, technical staff, and current employees must acquire procedures and skills to complete their tasks, such as instrument usage, document comprehension, and understanding the relationship between responsibilities and quality.

Self-Initiated Courses

• The training unit and department supervisors should cooperate to implement development policies, allowing employees to demonstrate capabilities in line with company operations. Training can be guided by supervisors or self-initiated to enhance knowledge and skills: work requirements, job requirements, competency development, language, computer, motivational lectures, etc., to improve individual job performance.
• Supervisors should foster good attitudes and lead by example, encouraging employees to enhance their competitiveness.

Hierarchical Training Courses

• In line with company policies and operational strategies, current staff are trained according to role expectations and talent development needs. Supervisors implement capability development for their subordinates.
• Training activities aim to challenge senior employees’ status quo, unleash potential, enhance junior employees’ abilities, strengthen quality, team awareness, and policy understanding. On-the-job training is planned and executed by each department, with records maintained, and performance and potential assessed as part of performance evaluation.
• To cultivate and promote outstanding leadership talent, professional education and training programs are planned by the relevant functional units according to company needs.

Diverse Training Channels

Training Plan

Talent is the cornerstone of growth. Continuously improving employee skills and stimulating potential ensures sustainable development for both the company and employees. The company plans training according to departmental responsibilities, establishing an education and training system with appropriate new employee training, professional training, management training, and safety & environment training, providing multiple learning opportunities to enhance employees’ professional and managerial knowledge and skills.

Talent development is arranged by HR through general courses, while each department plans training based on job competencies. Supervisors and HR provide course recommendations and enrollment opportunities to enhance knowledge and skills needed for work and develop long-term professional abilities. Training programs are adjusted in accordance with regulatory requirements, with role-based competency analysis to provide necessary training.