Faraday Builds a High-Quality Learning System Awarded the "National Talent Development Award"
Faraday is committed to efficient learning and systematic inheritance, the results of talent cultivation are specific and solid. In 2022, we were awarded the “National Talent Development Awards(NTDA)” Large-scale Corporation Award by the Taiwan Ministry of Labor. This is the recognition of Faraday’s dedicated efforts in talent development.
Blueprint for talent Development
Training and Development System
Faraday’s training and development system is led by the Education and Training Committee, which regularly adjusts training strategies to align with company needs. The training framework includes Off-Job-Training, On-Job-Training, and self-directed learning, offering a variety of courses to enhance employee skills. An E-Learning platform has been established for employees’ self-paced learning, while a new-employee learning manual helps new hires grow. Additionally, internal and external training applications are available to improve training efficiency.
Talent Incentives and Development
Faraday values employees’ lifelong learning and development, and actively implements talent performance management and development systems. We provide appropriate work guidance and career support according to employees' different development stages. Each year, senior executives lead the formulation of the Company's strategic goals and action plans, which are then translated into management by objectives (MBO) by individual and department teams. Through multidimensional performance review mechanism twice a year, we evaluate employees' work outcomes, effectively aligning the Company's, team's, and individual's goals. We implement agile management to enforce the efficient communication. The Company also regularly conducts talent inventory, combined with a succession plan, to realize a sustainable approach to talent and team development.
We actively promote performance management and talent development systems, offering career guidance tailored to employees at different stages of their professional growth. Regular performance evaluations include one-on-one meetings between supervisors and employees, providing targeted support and feedback on work objectives to enhance both individual and team performance.
Our promotion system clearly defines advancement opportunities. Based on performance evaluations and management guidelines, supervisors submit recommendations, which are then reviewed by the CEO and the Human Resources Evaluation Committee, encouraging continuous improvement and contribution. We also conduct regular talent reviews and implement succession planning to ensure effective talent cultivation and the long-term development of our teams.
Learning and mentorship program for new recruits
Faraday has established a comprehensive onboarding system that includes learning, care, and mentorship programs to help new recruits quickly get up to speed and integrate into the company. Through the systematic and customized “New Employee Training ”, the learning status of new recruits is tracked and verified, basic professional knowledge is consolidated. New recruits can also get the information and assistance they need in real time on the exclusive “Newcomer Guidelines” webpage. In addition, there is also an employee served as dedicated mentor in the division to give immediate help in work and life. Meanwhile, we also conduct “Voice of Newcomers”, interviews to understand the voices and ideas of new recruits, provide them necessary assistance, quickly become familiar with the Company's environment and culture, improve the retention rate of new recruits. in 2024, the annual average retention rate for new employees was 94%.
Training Effectiveness and Outcomes
Faraday attaches great importance to the resource input and output efficiency of employee education and training, with course quality reviewed by senior management. In 2024, internal trainers led more than 93% of the R&D and quality management courses, delivering 391 training sessions with a total of 17,116.5 training hours. The average training time per employee was 23.5 hours. Additionally, courses on environmental safety, integrity management, human rights policies, information security, insider trading prevention, and sexual harassment prevention were provided to certain employees, with 170 participants. Sustainability courses made 50% of the total training hours, helping raise employees’ awareness of corporate sustainability. Furthermore, we encourage employees to pursue continuous learning. Since 2018, we have subsidized 102 professional certificates and licenses to foster employees’ professional growth.
