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Career Development and Training

Career Development and Training

Topics Employee Development and Training
  • Deepen the training of professional talents and grasp market trends and technical needs
  • Provide a comprehensive training mechanism and career development direction to attract and retain top talents, expanding and reserving corporate talent pipelines.
  • Training and Development Dep.
Resources Invested
  • High-Frequency and High-Speed Unit training resources from the office of Chief Strategy Officer
Grievance Mechanism
  • Satisfaction Survey
2022 Targets
  • Completion rate of people capability maturity in each plant: 75%
  • Course completion rate: 15 courses were held
  • Satisfaction rating: 90%
  • Planning and execution of high-frequency and high-speed course training
2022 Achievements
  • Completion rate of people capability maturity in each plant: 75%
  • Course completion rate: 26 courses were held, 1,086 participants
  • Satisfaction rating: 91.63%

According to the needs of new employees, general employees, and management positions, we have planned different Unimicron educational training structures. In addition to implementing an educational training plan, we have also established a maturity mechanism for the engineering manpower in each plant, so that we can take stock in real time to enhance engineering quality and improve organizational effectiveness. We also design leadership and management-relevant training for existing and potential leaders. Together with the planning for and execution of the rotation and promotion systems, Unimicron has managed to increase the number of potential talents.

Diversified Talent Training Mechanism

Facing the impact of the COVID-19 pandemic, Unimicron continues to stand firm and cultivate professional talents, and respond immediately by expanding diversified learning methods and actively implementing digital transformation, building organizational strength, and enhancing competitiveness through practical actions. In terms of the investment in education and training resources in 2022, the total amount of employee training totaled NT$ 11 million. Under the intensive supervisor training, 78% of personnel above the manager level are promoted internally, showing Unimicron’s effort in the cultivation and promotion of talents.

Average Employee Training Hour

Region Gender Item 2019 2020 2021 2022
Taiwan Male Training Hours (Hours) 302,803 299,258 159,525 188,759
Employees (People) 9,674 9,845 9,575 9,948
Average Training Hours (Hours) 31.3 30.4 16.7 19.0
Female Training Hours (Hours) 155,860 179,206 64,211 83,924
Employees (People) 6,290 6,341 6,099 6,381
Average Training Hours (Hours) 24.8 28.3 10.5 13.2
Average Training Hours per Person 28.0 29.6 14.3 16.7
Mainland China Male Training Hours (Hours) 282,442 131,591 97,500 104,074
Employees (People) 8,776 8,302 7,622 7,305
Average Training Hours (Hours) 32 15.9 12.8 14.3
Female Training Hours (Hours) 180,620 74,494 59,728 68,773
Employees (People) 5,354 5,321 5,001 4,768
Average Training Hours (Hours) 34.0 14.2 11.9 14.4
Average Training Hours per Person 33 15.2 12.5 14.3
Note 1: Average Training Hours per Person = training hours/ number of employees.
Note 2: In response to the COVID-19 pandemic, some training courses have been converted to online courses or suspended.

2022 Employee Training Hours

Region Category Male Female
Hours People Average Training Hours per Person Hours People Average Training Hours per Person
Taiwan Vice President or Higher 517.0 30 17.2 38.0 2 19.0
Sr.Director 2,064.6 75 27.5 183.0 9 20.4
Deputy Manager/Manager 33,876.2 859 39.4 6,994.6 218 32.1
General 152,301.5 8,984 17.0 76,708.3 6,152 12.5
Direct Labor 61,780.9 6,748 9.2 39,138.5 5,024 7.8
Indirect Labor 126,978.4 3,200 39.7 44,785.9 1,357 33.0
Mainland China Vice President or Higher 32.0 5 6.4 0.0 0 0.0
Sr.Director 458.0 26 17.6 0.0 2 0.0
Deputy Manager/Manager 2,089.0 141 14.8 1,139.5 47 24.2
General 101,495.4 7,133 14.2 67,633.7 4,719 14.3
Direct Labor 63,460.4 5,620 11.3 41,865.0 3,644 11.5
Indirect Labor 40,614.0 1,685 24.1 26,908.2 1,124 23.9
Note: The statistics include both fixed-term and non-fixed-term contract workers.

New-Employee Orientation

For new employees to be familiar with the environment, know their job content, and quickly adapt to the corporate culture, the designated training development unit shall hold regular pre-employment training for new employees, and the training frequency and hours shall be adjusted flexibly according to the actual needs. The pre-employment training is oriented towards six major aspects and amounts to a total of 12 hours. Besides, we also hold a series of courses for new employees, including statistical process control, seven techniques for problematic quality management, certification of professional licenses, and winning teamwork training. By holding dynamic competitions, Unimicron enables employees to understand the Company’s business philosophy, values, and goals, and to further connect their values to the team values.

Resources for New-Employee Orientation

Region Item 2019 2020 2021 2022
Taiwan Training Cost (NT$) 2,212,853 2,337,316 1,363,240 663,118
Training Hours (Hours) 2,307 3,593 56,117.50 74,933.34
Mainland China Training Cost (NT$) 514,372 1,408,708 283,429 249,305
Training Hours (Hours) 17,184 25,122 126,371 59,670
Note 1: The scope of courses includes employee pre-employment training, SPC, QC, and winning camp training.
Note 2: Due to the epidemic prevention policy, some external training courses are suspended or converted to online courses.
Note 3: The cost depends on the number of courses offered and the training hours, not the number of participants.

Industry-Academia Collaboration to Create Win-Win

In 2022, Unimicron cooperated with 12 schools in total, with 110 students. In the future, Unimicron will uphold the spirit of CSR, continue to develop cooperation with schools, recruit outstanding talents, and create a win-win.

Top 5 by the Number of Students in Industry-Academia Collaboration 1 2 3 4 5
School Lunghwa University of Technology MING CHI University of Technology Minghsin University of Science and Technology Fan Shu Vocational School National Taipei University of Technology

Industry-Academia Collaboration 2019 2020 2021 2022
School 11 10 13 12
Student (People) 231 207 123 110

Benefits for Unimicron

  • Industry-Academia Cooperation provides an excellent medium through that Unimicron has a stable human source
  • Give students good learning opportunities, reduce the gap between Industry-Academia, and improve training efficiency

Benefits for Students

  • We provide a good workplace to the students for the learning environment and full care measures such as safe and convenient accommodation, counselors for work and life, consultation interviews, and internship opportunities
  • Students can get work experience early to improve their work competencies

Talent Cultivation Project

Project: Internship Career Camp

Provide internship opportunities for university and graduate school students to learn professional skills during summer vacation, and arrange a series of activities in conjunction with career camps for students to understand the organizational culture of Unimicron through group recreational activities.

Project:Unimicron ESG Poster Contest

In order to promote cooperation and exchange between industry and academia, the Company encourages students to engage in research on green topics in the circuit board production process and apply it to the Company's energy-saving and environmental protection technology, and jointly think about innovative ESG corporate sustainability solutions.

Project: Social Media Experience Sharing

Invite supervisors and senior students to share their work and workplace stories on social media, so that students can get a glimpse of the workplace and understand the skills required for the job.

Talent Development

Unimicron plans a comprehensive training system and career orientation, and provides multi-learning channels to give employees the opportunity to participate in cross-disciplinary and cross-technology project cooperation. The Company strengthens employee interaction, and employees can learn from each other through teamwork and brainstorming. A diverse, independent, high-quality learning culture is formed so that employees’ careers and work quality can be continuously improved, each employee is able to perform their duties to their best, and the productivity of individuals and the Company can be enhanced. We provide complete training resources for both direct and indirect employees, and plan training blueprints for the four major job categories, years of experience, and job functions. In addition to providing key training to employees at all levels according to the training blueprint, we also plan and execute courses across 5G technology fields and smart plants in response to industry needs, cultivating engineers’ capability with new technologies and ensuring effective transfer of knowledge and experience through various learning channels.

We regularly track data on the effectiveness of education and training, and review the effectiveness of training and employees’ learning through the Kirkpatrick Model and Human Capital ROI indicators, in order to continuously refine, respond to the rapid changes in the industry, and accelerate employees’ improvement in functions. In 2022, we continue to update our domestic and overseas e-learning systems to optimize the learning environment for our employees, provide accurate and effective training to facilitate their progressive growth and development in their work, as well as to develop multiple functions and stimulate their potential.

Indicator 2020 2021 2022 2022 Compared to Previous Year
Human Capital ROI* 14.15 13.83 15.37 +1.54%
Note: Human Capital ROI indicators = (annual revenue - (operating expenses - employee salaries and benefits))/employee salaries and benefits).

Careers Development Programmes

Level Item Quality Control Circle Activities Lean Project
Level 1 Reaction Evaluation Item Course Satisfaction Course Satisfaction
Evaluation Method Satisfaction Survey Satisfaction Survey
Target in 2022 85% 90%
Result in 2022 94.89% 92.06%
Target in 2023 88% 90%
Level 2 Learning Evaluation Item Pass Rates Pass Rates
Evaluation Method After-class Test After-class Test
Target in 2022 85% 76%
Result in 2022 94.03% 75.16%
Target in 2023 88% 85%
Level 3 Behavior Evaluation Item Every Plant Establish QCC Project Execution
Evaluation Method QCC Competition Number of Projects Completed
Target in 2022 200 352
Result in 2022 195 481
Target in 2023 200 466
Level 4 Result Evaluation Item The Rate of Quality Control Circle (QCC) Activities Achievement Project Benefits
Evaluation Method Through the Result of Every Circle Improvement Activity to Calculate the Rate of QCC. Formula: 100% Completion Quality Circle/Total Quality Circle. Project Financial Review
Target in 2022 The KPI of QCC activities results >80% NT$ 4,241,850,000
Result in 2022 1.The KPI of QCC activities results is 91.3%
2.Save NT$ 0.89 billion
NT$ 8,057,412,229
Target in 2023 The KPI of QCC Activities Results >90% NT$ 4,550,815,991
Course Objectives Through the implementation of QC training courses and QCC activities, we strengthen the quality awareness of all employees, prioritize quality improvement, encourage the development of team intelligence and individual potential, and build Company culture and morale. Project management tools and techniques
  • Through the operation of solidarity circle activities, we can enhance the connotation of the overall quality culture, improve the problem-solving capability of employees and continuously refine the related quality management system and methods.
  • In 2023, we will refine and detail the continuous quality management training courses, and extract the key practical cases from the field to meet the practical needs of our employees and implement the training transfer, so that our employees can get concrete benefits in the real work.
  • We use professional methodology and related statistical methods to carry out project improvement so that all employees can work together in a continuous project mode to improve, reduce business management costs and improve product yields.
  • Since 2021, in addition to physical courses (lectures, case studies, and software application demonstrations), we have continued to refine and transform course materials and into e-learning materials, using a variety of resource channels to help employees to learn and apply what they learn immediately.
2022 Trainees DL with Job Level 2 to 5 and IDL with Job Level 4 to 11 Job Level 5 to 11
2022 Participants (People) 2,957 649
Coverage Rate (%) 168% 128%
Note 1: Coverage Rate = number of students who have completed training up to the current year / total number of students who should be trained in the current year x100%.
Note 2: The Career Development Program is a series of courses, and the training is conducted in stages depending on the target audience and completion requirements. Therefore, the coverage rate exceeds 100% because the series of courses are relevant to promotion, and employees complete the courses in advance to meet promotion requirements.
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