CH. 7 Talent cultivation
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Explanation of procedures
● Since 2012, we have conducted total reassessment and
planned for supervisor's management training.
● New supervisor's management training was implemented
starting in 2013.
● For senior managers, we have held biannual Offsite Meeting
since 2008.
● In 2015, the Offsite Meeting was transformed into annually-
held off-site meeting.
● The focus of which is to strengthen management
capacity, and courses such as international corporate
management, organizational behavior and management,
financial management, customer relations management,
innovation management, business negotiations, coaching
subordinates, and comprehensive communications on all-
rounds have been established.
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Explanation of procedures
● In coordination with annual reassessment, the fields of
knowledge have been expanded to 54 fields according to
real needs.
● To exert the full capacity of the expert system, we re-
evaluated professional fields and re-integrated into 132
disciplines.
● We re-accumulated and expanded our knowledge
experts to 193, offer an efficient Q&A window in which our
employees can ask the experts questions and expand the
foundation of their core knowledge.
● Through strengthening the mechanism of inquiries made to
professional technical experts, we can retain professional
knowledge through compiling the questions and answers.
● In 2014, we added a new knowledge field - 'Product
Manager,' in which professional knowledge from various
projects will be classified according to product type. After
the projects are completed, the knowledge documents
used during the projects and could be utilized in the future
would be uploaded and shared
● In 2015, we launched myVideo-KM, a learning platform that
offers knowledge files, teaching materials, and multimedia
primed for learning and could be used as a channel to
conduct self-learning and to new new knowledge.
● The new knowledge management system can be
categorized into five main functional modules. Through
integrating the modules with the search function, the system
has become an important platform for management and
knowledge sharing.
● On average, the system is used by 23.44% of all employees
on a monthly basis.
● On average the KM system was used by 38.3 individuals
and accessed for 155.89 times per working day, and 547.78
articles were downloaded in 2015.
Explanation of procedures
● We offer part-time job opportunities to students so that they
can accumulate hands-on corporate learning experiences
while in school.
● Senior staff will serve as mentors so that our interns can
learn the most in-depth industry experiences.
● Senior staff also serve as mentors to new recruits and
to those with few work experiences to allow for efficient
adaptation to our corporate culture and to enhance their
professional skills.
● We have discussed the possibility of for-credit internship
with college engineering departments, in order to contribute
toward talent cultivation in Taiwan's engineering fields.
Explanation of procedures
● Since 2014, we have promoted for individual development
plans for all employees.
● We have set diverse learning and development proposals
for each employee based on company's developmental
needs, skills essential to their positions and tasks, and their
individual development needs.
Explanation of procedures
● CTCI Academy' - our training management system, allows
both domestic and overseas employees to take online
courses both in real-time and prerecorded format so that
they would not be constrained by time or location.
● Besides offering professional courses, employees can also
undertake self-management for personal training needs. Not
only can employees monitor their own learning conditions at
any given time, supervisors can also understand the training
conditions of their subordinates.
● Since initial launch in 2009 to year-end in 2015, the platform
has been utilized for over 1.47 million times.
Talent Cultivation
Managerial capacity
Online courses
Mentoring system
Individual Development
Knowledge Management
