Novatech firmly believes that cultivating outstanding talent is essential for corporate growth and forms the foundation for sustainable business operations. Accordingly, we have established a comprehensive training framework, enhanced the quality of training courses, and provided diverse learning channels. Through
progressively optimized training plans, we increase the value of corporate talent, creating a win-win environment in which both employees and Novatech grow together.
Training and Education ┃ Management Approach
Significance and Meaning to the Company-
Through comprehensive competency assessments, we implement tailored education and training programs that track average training hours per employee per year,enhance employee competencies, provide transition assistance programs, and ensure regular performance and career development reviews for employees. This approach ensures that employees' personal career planning grows in alignment with the Company's overall interests.
Management Strategies
- Develop on-the-job training to continuously improve workforce quality and job skills.
- Train professional competencies, inspire work enthusiasm and embrace challenges, thereby creating higher corporate value.
Description of actual and potential negative and positive impacts
Positive:
- Employee work efficiency and capability improvements lead to increased productivity, stimulating corporate innovation and increasing company revenue; a sound education and training system along with career development planning can also increase employee recognition of the Company and enhance employee loyalty.
Negative:
- Insufficient acquisition of professional knowledge and technical skills by talent prevents keeping pace with market demands and limits innovative technological development, affecting the Company's competitiveness while also restricting individual employee development.
Action Plans/Resources
- Provide diverse learning channels, including internal company training, external training, on-the-job training, online learning, etc.
- Implement PDDRO (Plan, Design, Do, Review, and Outcome) training quality management cycle to evaluate training effectiveness, support employee career development, and enhance overall competitiveness.
- Regularly hold all-hands meetings to coordinate labormanagement relations, promote cooperation between labor and management, and improve work efficiency.
Policy/Commitment
- Training Quality Management Manual.
- Talent development with strategically focused training mechanisms that combine learning and application.
* This material topic has no actual activities or business relationships involving negative impacts in the current year.
Talent Development Quality Management System
Through the implementation of the Talent Development Quality Management System, Novatech aims to establish systematic strategic training standards through
systematic and quantitative methods, strengthen operational effectiveness, and build human capital. This approach supports corporate employee training quality
management, enhances employees’ professional skills and managerial capabilities, and promotes competencyoriented development tailored to employee and job
characteristics, ensuring the right talent is placed in the right role for optimal results.
Comprehensive Education and Training System
Career Development and Training
Talent Development and Planning
The Company's education and training categories are divided into five major systems:new employee orientation, job competency education, management competency education, quality/environmental safety and health education, and employee development education.
Novatech continues to cultivate talent development, focusing on project management,innovative design, and professional technical competencies. Through the TTQS (Taiwan Training Quality System), individual training development is aligned with corporate business objectives. Following the PDDRO (Plan, Design, Do, Review, Outcome) training quality management cycle, based on organizational personnel positions corresponding course categories are constructed according to job classifications, establishing a complete and systematic strategic training system to develop competency courses and enhance training effectiveness, strengthen human capital and improve overall operational performance.
Competency Development and Succession
For talent education and training, we continue to provide diverse learning channels through both in-person and online courses while consistently offering core training programs. We implement task-based education for supervisory, specialized,administrative, and other personnel, enabling them to apply acquired knowledge and skills to enhance organizational performance and support future development.
Mentorship Education
To enhance personnel professional skills and customer satisfaction, new employees receive professional skills, experience, and wisdom from mentors through an
apprenticeship system. To maximize team synergy and increase the success rate of personnel training, we have established Mentorship Implementation Guidelines.
Impact of Mentorship System on Employee Career Development
Number of mentor-apprentice pairs in the past two years
Education and Training Implementation Results
In 2024, the total number of training classes reached 373 (including 21 internal online classes), a 2.68% increase compared to 2023, with a total of 2,870 participants. In 2024,the average training hours(Note2&3) for management-level(Note1) employees were 30.06 hours for males and 33.19 hours for females; for non-management employees, the average training hours(Note2&3) were 39.05 hours for males and 26.90 hours for females.
- Note 1: Management-level employees include section managers and deputy managers and above
- Note 2: Based on 2024 employee statistics, the number of active employees required to participate in training excludes 2 consultants, with a total of 148 eligible employees.
- Note 3: Total education and training hours exclude training hours of employees who left during the current year.
Average Training Hours per Person in 2024
Functional Development and Talent Value-Added
Actively cultivating talent is a key mission of Novatech. Therefore, in addition to building a systematic education and training system, we also provide comprehensive training to support talent development.
To strengthen and implement the effectiveness of project management, we encourage reserve personnel and project leaders to participate in one-day special training for project management to enhance project management techniques. At the same time, we continue to encourage employees to obtain Project Management Professional (PMP) certification training to help the company optimize project management quality. In 2024, a total of 1 employee obtained the certification. In terms of providing excellent and satisfactory service to customers, we have planned equipment operation courses for new employees and on-site engineers, with advanced courses also launched in 2024.Through the guidance of senior employees, it not only promotes technical advancement
and experience sharing but also passes on the company culture.
To uphold Novatech’s training quality management and enhance employees’professional skills and management knowledge, and prepare for future competencyoriented development, Novatech continued to invest in various talent development and training in 2024.
High-Potential Talent Development Training Program
Post-course Satisfaction Survey
Management of training effectiveness is key to continuously providing quality training. In 2024, for the Competency course Introduction to Wafer Process SDS
DRUM Operation and HMI Interface, we conducted Postcourse Review Forms and Post-course Satisfaction Surveys and Feedback to assess participants’learning outcomes and gather feedback. This information was used to optimize future training quality, thereby maximizing the benefits of our educational programs.
2024 Competency Course Satisfaction Survey Results
Assessment System and Performance Evaluation
To encourage employees to pursue excellent performance and achieve purposes such as opinion communication, work improvement, salary adjustment and promotion, and training development, Novatech has established Employee Assessment Management Regulations to continuously implement performance evaluations, monitor all employees'work performance, thereby enhancing talent management.
All Novatech employees must undergo regular performance and competency assessments annually, with 100% of employees receiving regular performance evaluations. Work tasks are categorized by job type to ensure objective and accurate assessments. Using three core performance evaluation criteria, we gain a comprehensive understanding of employees’performance and provide appropriate guidance and support to foster mutual growth for both employees and the Company.
Below are the assessment scoring criteria:
