Training Results

Radiant Opto-Electronics continuously strengthens employees’ professional skills and competency development through diverse learning channels and a digital training platform. In line with the company’s digital transformation strategy, it has established a "Digital Talent Development Platform" to integrate and provide learning resources across the group. To support continuous employee learning and growth, we expanded our digital learning resources in 2025 by adding 163 new online courses, catering to a wide range of job functions and competency development needs.
In 2025, the Group's total education and training hours amounted to 167,818 hours; the total number of training attendances was 27,932; and the average training hours per participant were approximately 6.0 hours. By plant, the Kaohsiung plant recorded 80,008 training hours (47.68%), while the mainland China plants logged 87,810 hours (52.32%), demonstrating continued investment in human capital development across all operational sites. In addition, the Company implemented a mobile learning APP that provided learning tools accessible regardless of time or location, improving learning convenience and strengthening mechanisms for employee self-directed learning.

Radiant Opto-Electronics uses the "Radiant Academy" as its core employee training platform. Based on the Company’s strategic objectives and competency framework, it systematically plans learning and development programs to ensure alignment between talent cultivation and organizational needs. The learning system is divided into five major programs: core competencies, professional competencies, managerial competencies, common competencies, and personal growth, creating a comprehensive blueprint for capability development. Based on job descriptions and competency gap analyses, the Company develops a professional development blueprint. Each department then plans specialized courses, integrating digital learning platforms and external training resources to enhance employees’ professional skills, support career development, and build a strong talent pipeline.

Management courses are designed through needs assessments, survey feedback, and interview mechanisms to regularly identify competency gaps and develop tiered training content. They cover managerial skills for frontline supervisors, leadership abilities for mid-level managers, and change management capabilities for senior executives, enhancing organizational management effectiveness and succession readiness.

Common courses focus on cross-departmental competencies, including communication skills, presentation abilities, project management, and problem analysis. They cultivate employees’ systems thinking and problem-solving capabilities, enhancing overall organizational collaboration efficiency.

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, the Company implements the "Mentor" program, in which experienced colleagues serve as mentors to provide professional guidance and share their expertise, helping newcomers familiarize themselves with their roles and the organizational culture. Through regular luncheon meetings, cross-departmental exchange activities, and interdepartmental interactions, the integration of new employees and the mechanisms supporting their development were strengthened, the adaptation period was shortened, and employee retention was improved.