To provide stable support throughout different stages of employees’ career development, Compal has implemented an Internal Talent Mobility Program. When internal job vacancies arise, they are publicly posted on the internal platform, giving employees the opportunity to apply proactively. HR assists in resume matching and interview arrangements. If both the employee and the hiring department agree, the transfer process will begin, accompanied by a post-transfer work plan and follow-up support.
In addition, for employees enrolled in a Performance Improvement Plan (PIP), HR also assists in evaluating suitable positions and arranging internal transfers. This approach helps avoid a single-path resignation outcome, supporting employees in transitioning to appropriate roles and continuing their career development.
- Employee Assistance Program (EAP) to Support Career Transitions
To ensure employees receive adequate support and resources when facing career transitions, resignations, or retirement, Compal introduced the Employee Assistance Program (EAP) in 2019. In collaboration with external professional counseling teams, the program provides services such as psychological counseling, career planning (including resignation and retirement), and retirement financial consultations. Employees can apply for these services based on their individual needs, helping reduce stress and uncertainty during transitional periods.
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.
- All employees - AI-related skill improvement training
In 2024, facing the rapid changes of the digital era, Compal actively enhanced all employees’ digital
capabilities. Through diverse learning channels, every employee can master key digital skills. In 2024, we offered five online learning courses, covering core topics, such as AI fundamental concepts, sustainable development, digital transformation, and smart manufacturing, allowing employees to learn independently anytime and anywhere. In addition, through five seminars, we invited industry experts to analyze the latest technology trends, along with practical case studies, to help employees integrate digital thinking into their daily work. These training programs not only improved employees' digital literacy but also fostered inter-departmental collaboration and innovation. In 2024, digital skills-related training involved 4,378 persons-time for 8,278 training hours. Looking ahead to 2025, we will continue to invest more resources in digital skills training to ensure every employee remains competitive in the digital era and grows with the Company.
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.
