Training Results

Upholding the principle that "talent is a company's most valuable asset," we have implemented various channels and platforms to strengthen employees' professional skills. As part of Radiant Opto-Electronics Co., Ltd's digital transformation strategy, we now utilize the "R+eHRD Talent Development System Platform" to offer a range of innovative digital learning resources. A total of 5,580 digital courses have been accumulated within the Group, with 811 articles and multimedia resources shared

In 2024, the total number of training hours for education and training was 98,684 hours, with approximately 80,000 employees participating in the training program. This translates to an average of 3.1 hours of training per employee. The Kaohsiung Plant had a total of 31,713 training hours per capita, which accounts for approximately 32.13% of the total. In contrast, Mainland China had 66,971 training hours per capita, accounting for 67.87% of the total. Additionally, the mobile learning app channel was offering employees a flexible learning tool that is not bound by time or location. This app provides a convenient way for employees to learn during their spare time, resulting in greater efficiency and convenience and efficiency for learning. As of 2024, students accumulated 348,369 logins and 168,041 hours of usage were accumulated by the students on the mobile learning app.

Radiant Academy serves as the core of employee training, systematically designing learning and development programs based on the company’s strategic planning and the competency requirements of each position. Radiant Academy categorizes its programs into five major curricula: core competencies, functional competency, managerial competencies, common competencies, and personal growth. Professional competency courses are planned based on the specific professional requirements of different roles, with additional curricula for managerial and common competencies. The Company establishes a professional development blueprint through job descriptions and job competency assessments. It utilizes digital learning to support internal professional courses, in conjunction with external training resources, to encourage employees to engage in continuous learning and promote career development.

For professional training, each department designs required courses tailored to different job levels based on their area of expertise and develops a departmental professional development roadmap. This approach not only supports continuous learning and growth but also helps employees achieve their career goals, creating a win-win for personal development and advancement.

Management training courses are developed through surveys, needs assessments, and feedback collection. Based on the results, managerial competency programs are designed to cultivate the essential leadership and managerial skills required by Radiant Opto-Electronics' managers. For example, management capabilities are planned for junior supervisors, leadership skills for mid-level managers, and change management abilities for senior managers.

The design of common courses emphasizes skills and knowledge that are essential regardless of position or department. These include communication skills, presentation skills, project management, and problem analysis. The training aims to enhance employees' problem-solving thinking and project management capabilities, strengthen their soft skills, improve their personal job skills, and ultimately promote the overall effectiveness of the company.

For new employees, Radiant Opto-Electronics places great importance on their training and continues to implement the "Mentor" mechanism. Each new employee is paired with an experienced mentor who provides the transmission of professional knowledge and workplace experience. This mechanism not only helps new employees integrate into the company culture more quickly and familiarize themselves with work processes, but also provides guidance and support from their mentors when facing challenges, reducing the pressure during the adaptation period. Furthermore, through the annual mentor dinners, we promote cross-departmental communication and expand the professional networks of new employees. This initiative enhances their career development potential and fosters a greater sense of belonging and identification with the Company. Through continuous two-way learning and support, it not only helps new employees grow quickly but also lays a solid foundation for the overall talent development of the company.