Talent Cultivation

Diverse Learning Methods

• Promotion Credit System:To ensure that every Compal employee possesses the knowledge and skills 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 skill requirements for each position are clearly defined. Open and transparent mechanisms for continuing education have been drawn up to align employees’ growth with performance targets and business development.

Establishing a common Compal lexicon from top-down promotion of training system

Between 2017 and 2024, 30,639 persons-time have been trained for a total of 210,680 hours. Compal will continue to implement this program in the future to cultivate sustainable talent development. The promotion credit system is an initiative that has been running for more than seven years so far. Through the program, every employee making the transition from individual worker to manager receives practical and realistic training from the Company to improve their sustainable employability. In 2024, 30.5% of all employees improved the skills required for their new position through the promotion credit system. The system also played a part in the promotion of 39.1% employees. It now continues to construct a positive feedback loop between the promotion of Compal’s business development and corporate culture. The goal is to establish a common language for our talent pool.

•   E-learning Online Learning Platform: To advance talent development, Compal has established a comprehensive internal learning management system and integrated various learning resources through its E-learning platform, enabling employees across all global sites to share a wealth of knowledge and learning resources. The platform also provides personalized learning functions that allow employees to clearly track their learning journeys and independently plan their learning progress through designated learning roadmaps. In addition, Compal leverages big data analytics to gain insights into the learning and development status of employees across the organization. 

•   Entry-level Management Training (Chengdu Facility)

To strengthen the management capabilities of first-line supervisors, Compal offers a series of thematic training courses, including AI Knowledge and Workplace Applications, Eight Practices for Outstanding Managers, and Goal Management and Plan Execution. Through a systematic learning framework, the program inspires self-awareness, growth motivation, and continuous development among supervisors while comprehensively strengthening management capabilities from both mindset and methodology perspectives.

Transition Program for Retiring and Departing Employees

• Professional and Technical Talent Development - Cultivation Program

To strengthen the professional capabilities of R&D teams and promote cross-functional collaboration, Compal has established an R&D knowledge-sharing and exchange mechanism. R&D departments plan sharing topics and select speakers based on their areas of expertise, while internal and external expert seminars and cross-functional technical exchange sessions are held regularly. These initiatives build robust teams and networks that facilitate the systematic transfer and reuse of technical knowledge and experience. The diverse range of topics covers emerging technologies, industry trends, and academic applications, helping R&D personnel stay informed of key technological developments while promoting cross-departmental knowledge sharing and integrated application capabilities. These initiatives further enhance R&D effectiveness and overall organizational innovation. In 2025, a total of 42 courses were conducted in Taiwan, attracting 5,641 participant attendances, with 52 internal and external speakers invited to share their professional expertise. To encourage employees to serve as internal instructors, the Company also holds an annual Outstanding Instructor Selection Program every December, with award recipients publicly recognized and honored.

Digital Skills Training

•  Mid-to-Senior Management – AI Literacy Consensus Camp

 To enhance our management team's digital leadership, Compal specifically hosted an “AI Literacy Consensus Camp”. The CEO and mid-to-senior managers from both domestic and overseas facilities participated to deepen their understanding and application of AI. This event brought together industry experts to analyze the latest AI trends and simultaneously keep abreast of relevant regulatory compliance points, while ensuring that the Company's AI applications are both innovative and responsible. Furthermore, through sharing corporate practical cases and analyzing AI project implementation, the program helped the management team stay updated on key aspects of digital transformation, thus laying a solid foundation for Compal's future AI development and further promoting company-wide digital transformation. This course involved 219 persons-time for 1,533 training hours, with a course satisfaction of 9.18 out of 10.

Compliance of Code of Conduct

Establishing a system of rewards and penalties for employees’ compliance with the code of conduct, including incorporating it into employee performance appraisal systems, and linking it to their compensation. If an employee violates the company's code of conduct, verified violations will result in disciplinary action, and in severe cases, termination of their employment contract.

New Employee Training Program

Diverse Evaluation Modes

Driven by trends in digitalization, sustainability, and the energy transition, Compal faces challenges including industrial transformation, shifting customer demands, and net-zero requirements. Consequently, employees are exposed to risks such as changing work models, rapid skill iteration, and an increasing need for cross-disciplinary capabilities. Continually upgrading AI applications, digital capabilities, sustainability literacy, and cross-departmental collaboration skills is essential to meet future work demands, support corporate transformation, and maintain business competitiveness. To this end, Compal upholds the principle of driving dual-axis digital and low-carbon transformation through talent investment, constructing diverse training resources to mitigate negative impacts such as skill redundancy resulting from transition.

• Digital & AI Transformation Reskilling

To alleviate change anxiety among frontline employees facing unfamiliar tools, the company planned a series of digital transformation training courses within its 2025 annual training plan. The curriculum encompasses automation tools such as Power BI and office software AI collaboration; industry trends in the digital era (e.g., industrial applications of AI Agents, AI commercial opportunities analysis); and trustworthy AI governance and cybersecurity risk analysis. Additionally, professional courses such as "AI Trainer" and "Industrial Vision System Operator," alongside benchmark enterprise site visits, were conducted. These initiatives help employees bridge AI literacy and digital skill gaps, empowering them to transition into management and technical talent capable of human-AI collaboration, thereby securing their employment stability and indispensability amid the wave of automation.

• Climate & Net-Zero Transformation Reskilling

In response to global green supply chain and low-carbon regulatory requirements, the company actively implements green reskilling to prevent skill gaps in traditional functions such as manufacturing, design, procurement, and quality assurance. We subsidize key personnel to participate in certified external training on "Product Carbon Footprint and Carbon Neutrality Awareness" delivered by international professional bodies. This training systematically builds expertise in carbon accounting, Life Cycle Assessment (LCA), and low-carbon transition thinking. By mentoring employees to transition into cross-departmental carbon management experts and sustainability support roles, we enhance their individual career resilience and indispensability. Furthermore, this extends talent investment into corporate sustainability competitiveness, driving green management and sustainable innovation to achieve shared value for the enterprise, employees, and society.