Talent Capital Development

Talent Cultivation

To maintain a long-term competitive advantage and improve the capabilities of our employees, HIWIN has implemented a comprehensive education and training system, fostering an environment conducive to learning. This system encompasses various types of training, including orientation for new employees, core functional training, professional skill development, managerial skill enhancement,and external training opportunities. Our employees have access to a wide range of training options,such as classroom sessions, digital learning, on-the-job training, external courses, study groups,lectures, exhibition visits, academic pursuits, job rotations, and project assignments. The training content and methods are diverse and abundant, providing employees with ample opportunities for development. HIWIN allocates an annual budget of over US$325.6 thousand for employee education and training, ensuring that every colleague has the chance to participate. In 2022, the average training cost per employee exceeded US$65.1.

In response to the challenges posed by the COVID-19 pandemic in 2022,HIWIN adapted its training approach to focus on enhancing training for various product launches. The Company prioritized training for automotive,medical, and cybersecurity audit certifications. A total of approximately 81,000 training hours were invested, with around 15,000 participants. In 2022, the average training hours per person were 17.2 hours, and the average participation rate was 86.58%. The average satisfaction rating for courses was 4.43 out of 5, and the completion rate for key courses stood at 84.6%.

HIWIN is an organization that prioritizes learning and development. We not only invest in the professional skills of our employees but also organize various activities to promote their overall well-being. These activities include health seminars, volunteer training, service events, cultural enrichment, parenting workshops, legal seminars, and more. Our goal is to foster a culture of lifelong learning and ensure a balanced development of our employees' work capabilities. This approach has also contributed to a growth rate of 33.11% in our new generation talent pool.

Starting from 2021, we have introduced learning incentives to encourage our employees' continuous learning. Those who fulfill training requirements are eligible for learning bonuses or project application bonuses upon completion of their training. In 2022, we awarded a total of US$31.6 thousand in bonuses. Furthermore, we have sponsored over 30 outstanding colleagues to pursue degree programs or advanced studies, with a total expenditure of US$68.7 thousand for our learning assistance program.

In 2022, we continue to plan our training initiatives with a focus on Smart Manufacturing, Quality Improvement, and Enhanced Management.To evaluate the effectiveness of our training programs, we utilize the Kirkpatrick Model's four-level training evaluation framework, which includes Reaction, Learning, Behavior, and Results. This approach allows us to validate the outcomes of our annual key training and development projects. In 2022, we produced a total of 183 post-training projects/work reports, resulting in a combined financial benefit of US$8.01 million.