An enterprise’s development stems from its belief in talent cultivation. WT group values the comprehensive development of employees and creates a work environment suitable for the right people. In a fast-changing environment, in order to equip the talent pool with the capacity to adapt to future changes, WT has established a training and development plan to effectively translate learning into performance.

In 2023, WT invested NT$ 4,825,705 in total in education and training. Throughout the year, 458 sessions of training were given to 17,587 person-times, totaling 27,398 hours. The average training hours of all employees were 7.91 hours. On average, female employees received 0.61 hours more training than their male counterparts.
Total Training Spend and Time, 2019-2023
More training sessions and higher attendance: adapting to micro-courses to enhance learning effectiveness
   

Three major optimization measures for talent development in 2023

Improve departmental OJT (On the Job Training) awareness：In addition to general training of the Company, each department in Taiwan has customized department-specific product technology courses based on the different attributes of the products and customers they are responsible for, including product knowledge, technology content, and experience sharing. In 2023, a total of 3,127 person-times received 6,322 hours of physical and digital learning.
Strengthen process optimization training：The Company is committed to improving its work efficiency of each operating process, promoting digital optimization, and strengthening training when a system is launched. In 2023, a total of 1,766 person-times received 3,272 hours of physical and digital learning.
Promote personal career development plans：There are currently more than 30 people being trained and rotated in the “Want Talent” elite training program.

Enhanced New Hire Training Program





Mentorship system：Supervisors or senior employees are appointed as mentors to help the new hires fit into the company culture and work environment.
New hire training program：The new hire training starts from the on-board date, and provides courses on functional skills in basic stage (1-3 months) and advanced stage (after 6 months) to familiarize new hires with corporation processes and key policies.
The program adopts on-the-job training method and is conducted in an online and offline blended learning mode in a step-by-step manner to help new hires to develop relevant functional skills.







Enhanced overseas training capacity
Integrating internal and external resources to promote hybrid learning
With the advent of the digital era, WT introduced the WT e-Learning Academy, a digital learning platform that combines online and in-person learning. In the post-pandemic world, learning styles have changed and the proportion of digital learning has increased. Based on WT’s training and development plan, WT e-Learning Academy has established courses in five categories, combining e-newsletters, a knowledge center, and online courses to integrate internal and external resources and enrich the platform’s content, while becoming a platform for linking WT’s knowledge transmission and communication. WT will continue to refine and hold regular course planning workshops in the hope of providing richer training resources to all employees through continuous innovation.
Want Talent, an elite development program for promising talents
To provide a better career pathway program, WT launched the “Want Talent” elite training program and recruited selected new graduates for the program. In addition to soft skills and technical courses, job rotation training and participation in important projects and large-scale conferences are organized for them to gain a comprehensive understanding of the core concepts of the Company’s operation. Furthermore, senior executives and the human resources department show regular care for them, provide them career guidance, and plan their individual advancement goals and development, to keep them in a changing and challenging work environment. Meanwhile, salary adjustments and rank promotions have been made according to performance and market standard of the individual, offering market competitive salary and fair benefits.
 Meetings with promising talents to check and bond with them
The Chief Human Resources officer and HRBP meet with promising young talents regularly to check in on their career needs and their unit supervisors’ feedback, in order to prepare them for leadership and bond with them.