Note 1: The data covers the period of 2022/1/1-2022/12/31.
Note 2: Average hours of training per person = total hours of training / total number of employees / Average cost of training per person = total cost of training / total number of employees (currency: NT$)
Classification of Training and Development data: Direct employees vs. indirect employees
Training and Development data: Managerial vs. non-managerial positions
Classification of Training and Development data: by gender
Classification of Training and Development data: by age, nationality, and training type
Note : Definition of training types: Internal training is defined as training planned and organized by the Company; whereas external training is defined as training carried out by external training units for employees of the Company.
To ensure that every Compal employee possesses the abilities and knowledge required for their role when they are appointed to a new management position, hierarchical learning courses were developed for different competencies. By enhancing the employee’s character and ability, we can satisfy the needs of organizational development and maximize training perform through more effective use of training resources. The system is also used to help employees develop their personal learning plan, encourage self-learning and development, and boost their motivation to learn. Employees can use it to track their progress, set learning goals and milestones, and manage their learning performance. Between 2017 and 2022, training was conducted 19,671 times for a total of 143,779 training hours. Aggressive promotion each year saw a tripling in the number of training sessions and hours in 2022 compared to 2017. Compal will continue to implement this program in the future to cultivate sustainable talent development.
☆ Establishing Compal's common language and comprehensively promoting the training system from top to bottom
A long-term project, the promotion credit system has been in place for more than 5 years. Through the implementation of this plan, each employee, when being promoted from an individual worker to a middle/senior manager, is able to further enhance their career options by taking practical training provided by the Company. In 2022, 43.2% of employees improved abilities required for new positions due to the promotion credit system, and the promotion rate of participating employees has reached 24.7 %. This promotion credit system has created a positive atmosphere in Compal's corporate culture, moving the Company towards the goal of a common language requirement for the talent pool.
☆ Implementing a training mechanism that is open, transparent and complete
At Compal, we clearly define the skill sets required for each position, and design an open and transparent training mechanism to align the growth of employees with the development goals of the Company. In addition, the training mechanism can also enable the front-line grassroots personnel to clearly understand the Company's vision, focus on the direction of their personal development, know in advance the capabilities they need for the future, to give them a head-start on preparing for their future with Compal. As for the upper-level managers, will learn to more clearly understand the capabilities of their subordinates and give full play to the strengths of their subordinates, while finding out their weaknesses to help strengthen them, so as to retain high-quality talent for the Company, and gather a coherent group of employees all moving in the same direction.
Overall, through this plan, Compal has created an environment for employees’ independent learning, shaped a transparent management system, integrated training resources across the Company, and reduced the cost of manpower and time in repeated training. In the future, through the strength we have, we will continue to expand our understanding of sustainable development, promote all global sustainable development goals (SDGs), and do our best to give back to society!
Program 2. Individual Development Plan
In 2022, a total of 1,969 employees participated in this program, and the retention rate of those participating employees reached 96.65 %, which helps Compal continue to shape high-quality talents, construct key knowledge, and enhance the overall competitiveness of the Company.
New Employee Training Program
|Physical course||Orientation training for new recruits||Company Introduction, human resource system, welfare policy, information operation instructions, etc.|
|Compal talent training class||Workplace role definition, workplace culture, emotional management, workplace communication, etc.|
|Online course||On-the-job training for new recruits||Quality management, information security, codes of conduct for employees, prevention of workplace violence, etc.|
|Workplace adaptation course||Career planning, manage upwards&downward, peer relationship management, etc.|
|Occupational safety and health workshop||Regulation introduction, code of practice for labor Safety, safety awareness, etc.|
|Common sense of fire safety||Fire prevention, escape plan, equipment introduction, etc.|
|Employee Care||Counselor system||One-to-one counseling system to help newcomers adapt to the work content|
|Online questionnaire for new recruits||Investigate adaptation during onboarding|
|Newsletter for new recruits||Resources and tips for newcomers|
Note 1：HC ROI = (Revenue- (Operating- Employee related expenses))÷Employee related expenses