Talent is a critical element for success in R&D and innovation. Because of this, Faraday has continued to spare no effort in talent cultivation. The atmosphere thus shaped of sharing specialized R&D skills and interdisciplinary self-study is a major strategy within Faraday’s talent cultivation management. Whether in specialized skills, general skills, or management skills, the company provides robust programs. We have established an internal training committee, which provides on-the-job training and curriculum planning for various technical talents. Through caring about departmental talent development, we build up the company’s intellectual property and overall competitiveness. Faraday is committed to efficient learning, systematic pass-on, and establishing a sharing resource platform. It has been awarded the "2022 National Talent Development Award" in Large Enterprise category by the Ministry of Labor for its clear and solid result of talent cultivation. It symbolized the highest honor in the human resources field in Taiwan.
Training committee mechanism
Faraday has set up the “Training Committee” to be responsible for the integration, planning, coordination, implementation, and supervision of the entire company's training operations; effectively taking advantages on training resources, and ensuring that the training strategy is aligned with the company's future development direction to give full play to the synergy of resources. The chairperson of the committee is assumed by the company's senior executives, and the chairperson appoints the training officers according to the types of courses. Regular meetings are held every quarter to gather department heads and department training members to attend for discussions. The main agenda of the meeting should be: Integrating and formulating the annual training plan, reviewing the training implementation status of the season, forecasting the training plan for the next season, reviewing course syllabus and target audience, reviewing and improving abnormal issues.
A training development program aligned with business strategy
In order to nurture the fundamental knowledge, skills and characteristics for the company’s policies and business strategy, our training & development system is designed with the human resource development policy, and with the positions needed at various levels.
| Course Categories | Targets |
|---|---|
| New Recruits | Customized courses are provided depending on the employee’s position needs and professional experience. This helps new recruits quickly fit in the organizational culture and internal processes. |
| General | Strengthen core competencies; assist employees in promoting their fundamental workplace knowledge and abilities |
| Research and Development | Engineering and technical professional training, inheritance, and sharing; promote cross-divisional technical interactions and practical case discussions |
| Leadership Management | Cultivate management talents, assist supervisors in establishing knowledge and methods of leadership and management, and furtherly develop management practices and leadership abilities |
| Environmental, Safety and Health | Strengthen workplace safety knowledge of employees; lower the risk of work safety |
| Total Quality Management | Implement the Company’s quality policy and strengthen the quality awareness and management regulations of all employees |
| Information Security | Develop correct information security concepts to enhance the intensity of information security protection |
| Intellectual Property Management | Improve employees’ awareness of intellectual property and strengthen corporate competitiveness and innovation value |
| ESG | Implement Faraday’s sustainability policies and commitments, practice the five sustainability execution directions, ensure the Company’s sustainable development and fulfill its corporate social responsibilities. |
| Domestic/Foreign training | Learn and import industry trends and new knowledge, to enhance personal and the Company’s competitiveness |
| Agent training | Ensure that the promotion skills and service quality of the agents to promptly serve customers and promote the Company's R&D technology |
Mentor/buddy program for new recruits
To comprehensively assist new recruits in adapting to the workplace and the company, Faraday has established a complete Mentor/buddy program for new recruits. The supervisor assigns colleagues in the department as dedicated mentors/buddies to give immediate help in work and life; supervisors and the HR unit will also conduct interviews with new recruits to understand their adaptation status and give feedback and assistance; helping new recruits quickly become familiar with the company’s environment and culture, and quickly acquire the inheritance of knowledge and experience within short period of time to shorten the learning curve and increase new recruit retention. To help new recruits quickly adapt to their work, Faraday provides each new recruit a dedicated online “Training System”, which also helps supervisors effectively keep tracking new recruit’s learning status for prompt follow-up and recognition.
Learning efficiency enhancement via online platform
- Internal/external training application system
Both internal and external training application systems make the training process more efficient and effective. The process design is comprehensive for accurate assessment of training implementation. The internal training system process includes: course review, target audience review, course announcements, registration approval, satisfaction surveys, post-exams, and final statistical reports. The external training application system process includes: registration approval, training result assessments, and training records filing. The systems contribute to not only well-kept training records but also ideal implementation of training policies - e-Course learning platform
Faraday’s talents are deployed around the world. The online e-Course platform is established to help our global talents mutually share and learn from the training resources. The platform also enhance training efficiency and quality for both learners and instructors. This allows internal instructors to record online course content for relevant departments and new recruits to learn. The training committee periodically reviews course content and target audiences. They also annually update course content in line with requirements and notify the required training audience to complete the training and ensure the course learning requirements are met. E-Course assessments tasks are sent to employees for feedback collection. Instructors then refer to learners’ feedback and make appropriate adjustments to course content.
Training Achievements
Faraday places a high priority on the resources and effectiveness of employee training. In 2024, we conducted a total of 391 training sessions, including 316 internal sessions (including e-Courses) and 75 external sessions. The total training hours amounted to 17,116.5 hours.
Faraday attaches great importance to the knowledge inheritance of R&D engineering and the deepening of the concepts of general education courses (courses such as human rights policy, integrity management, and sexual harassment prevention and control). In 2024, the proportion of R&D engineering courses and general education courses will each exceed 20%.
In addition to our regular and contract employees, we also attach the great importance to the training of workers serving at Faraday, such as cleaning staff, security personnel, café staff, cafeteria employees, and on-site IT personnel. We provide necessary training, such as environmental health and safety, ethical business practices, human rights policies, and information security. In 2024, a total of 170 workers participated in the training sessions, which ensures their rights and safety while working at Faraday. It allows them to focus on their tasks and guarantees that our human rights, information security, and ethical training programs includes all workers
Professional certificates/licenses obtained by external training
Faraday supports colleagues to enrich their new knowledge and enhance their professional capabilities. We encourage our colleagues for continuing education and to actively obtain professional certificates/licenses. The company provides relevant internal and external training resources. The types and quantities of certificates/licenses that the company has subsidized colleagues to obtain since 2018 are as follows:
| Financial and Accounting | Audit/Legal Compliance | Occupational Safety and Health | Professional Competency | Total | |
|---|---|---|---|---|---|
| 2018 | 2 |
4 |
1 |
5 |
12 |
| 2019 | 8 |
2 |
3 |
1 |
14 |
| 2020 | 4 |
3 |
10 |
- |
17 |
| 2021 | 4 |
1 |
1 |
- |
6 |
| 2022 | 7 |
1 |
6 |
- |
14 |
| 2023 | - |
2 |
14 |
2 |
18 |
| 2024 | 4 |
5 |
1 |
2 |
12 |
| Total | 35 |
18 |
39 |
10 |
102 |
A performance feedback mechanism with two-way transparency
Faraday’s performance management and development system puts emphasis on mutual communication between subordinates and managers. Managers must engage in one-on-one performance interviews with their subordinates. Through the interview they could learn their subordinates’ strengths and weaknesses, and then assist in goal-setting, guidance, improvement, and suggestions. With the unhindered communication, the overall performance outcomes from individuals, teams, and company would be strongly linked and enhanced. The entire evaluation is processed through the Performance Management and Development System. Once managers conduct performance interviews, they could submit overall evaluations and comments via the system for subordinates to check. Similarly via the system, subordinates could give feedback to their managers.
