Talent Competence Training

A. Manager Competence Development

The managerial development and training program has the BMW Model (Business - knowledge of business leaders, Management - staff and event management skills, Walking - walking management attitude) as its framework and is based on the opinions of the Educational Training Committee to build management competencies in the managers so that they can keep track of management knowledge covering production, marketing, human resources, R&D, finance, IT, and trends, among others and are aware of the skills required to manage people and events; eventually, PTI managers will be able to lead their subordinates to accomplish respective tasks and fulfill operating goals and needs of the Company in the mindset of a CEO.

B. Professional Competence Development

On Job Training (OJT) Courses

Each department proposes training plan based on its need for professional competence for internal experts to serve as lecturers for training courses. We organized 90 OJT courses in 2022 and 53% of them were online courses, with 11,357 cumulative trainees and an average satisfaction score of 96 points.

Internal Training Courses

Supervisors review their peers' abilities to be enhanced through the annual performance appraisal mechanism. The demand was put forward during the annual training survey. Then, the results would be collected. Integrating professional competence courses and the needs of each department. Assisting in training for industry knowledge, production quality, production management, and employee development. In 2022, internal training opened 29 classes and trained 15,079 employees.

External Training Courses

Considering the special needs in each department for professional competence and new knowledge from professional seminars, employees are assigned external training to enhance their knowledge. In 2022, 86 employees participated in external training courses to acquire external professional knowledge.

Skill Certification

The training for operators and quality control personnel focuses on obtaining certification and ensure the stable quality of products. In 2022, 8,011 people completed the online courses.

C. New Employee General Training

In line with the direction of digital transformation, PTI has transformed 15 general training courses for newcomers into digital audio-visual courses. The internal lecturers from each unit conduct courses on company philosophy and training development, attendance regulations, information security, general affairs-related instructions, employee benefits, company information confidentiality regulations, RBA code of conduct and ethics, corporate social responsibility system, document management system, quality management system, and labor safety and health. The courses are supplemented by self-produced, lively and interesting inter-course videos and government audio-visual resources.

Key Talent Training

PTI provides training and development programs for employees with good annual performance to support talent development. PTI includes the top 3% of the personnel of the departmental annual performance evaluation in the priority training list for next year’s annual training program. We also use methods such as job rotations and project participation based on the conditions of each department to provide them with an opportunity for self-challenge and advance their expertise in preparation for their future career development and promotion to managerial duties. Additionally, we also encourage the executives to recommend outstanding talents with promising potential and take into reference the department’s training program to provide them with relevant learning resources. In doing so, potential talents can be promoted to become key talents.

Lifelong Learning

Life goes on, knowledge never stops. We offer continuous learning and opportunities throughout the careers of employees. Through the competence system, Project Polaris (note), we compile learning maps based on the specific knowledge and skills of different responsibilities as guidelines for employees' career development.

Regular Employees

New hires keep track of the right direction to do things right through professional skill planning at their department. Steady quality is realized through the implementation procedure. To take a step further, employees learn professional knowledge of their departments and study general education courses, helping engineers and senior engineers engage in the "improvement process" and "innovation process" to improve quality and efficiency. Meanwhile, through the annual action plan, function descriptions, and job descriptions that are included in the annual performance rating, they constantly examine their own competencies and try hard to surpass themselves.

Managerial Ranks

We offer courses on manager competence. Entry-level executives are offered courses on managing people and tasks, in which they learn the basic management skills of a manager in understanding situations, identifying problems early, and managing risks involved in their operations. Mid-level executives are offered courses on system integration, so that they effectively utilize resources to create values for the company and become suitable successors to their superiors, ready to move on to operational management.

Performance Evaluation Management and Development

Performance management focuses on maximizing the potential, capabilities, and productivity of the Company’s employees and moreover on accomplishing the goal of “developing talent and having the right talent in the right position“. In order for the performance management system to be enforced, PTI categorizes ratings into “annual rating, probation period rating, and monthly performance rating”. Annual rating is an important part for the performance management to connect with the whole operating system. Upwards, it combines with the Company’s mission and vision and downwards, it continues to construct and be utilized in employee development and is the basis for human resources decision making such as staff promotion, salary adjustment, and release of bonuses.

Performance Management System

While the annual rating is being performed, we include performance evaluation as part of daily work and manage it accordingly. Meanwhile, the continuous cycle spreads out throughout the whole year and promotions take place with priorities in the beginning, during, and at the end of a term in order to effectively monitor performance. Moreover, through the deployment of related rating systems and performance management course training, supervisors play important roles in integrating and utilizing performance management.

Start

Through the annual assessment system, allow employees to review past performance results, focus on the future, and plan the goals and jobs for the coming year.

Medium Term

The goals established at the start of the year and be evaluated before the end of the year. A mid-term follow-up and feedback can resolve discrepancies in the annual performance assessment results. The performance of the first 6 months can be done via the supervisor's semiannual report. At the same time, employees with good performance are encouraged and given expectations; employees with poorer adaptability can be adjusted. Supervisors can activate the performance improvement program (PIP) at a timely manner to urge employees and apply appropriate pressure and preparations.

Finals

The finals incorporate the performance in the entire year. An objective grade is given based on the work performance and records to decrease any disagreements. Through various training and performance assessment meetings, the supervisors are instructed to use SMART (Specific, Measurable, Attainable, Relevant, Time-based) to carry out performance evaluation. Performance evaluation tools are also given to the supervisors so they can have the correct performance evaluation mindset and understand its purpose and effect.

Industrial-Academy Collaboration

PTI continues to cultivate campus and proactively works hand in hand with schools in order to promote and accommodate more job opportunities while at the same time taking care of continuing education for its people so that talent cultivation and retention are guaranteed and it helps create a win-win collaboration model between the industry and the academia and fulfill corporate social responsibilities. We help student pursue their careers, assist them in participating internship and training programs, and cooperate with schools to provide more internship programs that suit the needs of the industry. We want to make sure our recruitment is sustainable.