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, 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.
Corporate Core Values｜Employees’ mindset and thinking are guided to cultivate behaviors that are consistent with the corporate core values.
Orientation for New Hires｜Onboard training and a mentorship system are in place to help new employees quickly fit into the work environment and identify with the corporate culture and management philosophy.
Working Skill Training｜Training on necessary soft and technical skills is regularly organized to enhance work effectiveness and efficiency.
Functional Expertise Training｜Relevant professional skills and knowledge of the employees are developed through internal, external and on-the-job training (OJT)
Leadership Development｜Various management and leadership modules are tailor made for different positions to continuously enhance supervisors’ management skills and leadership mindset so they may lead their subordinates to achieve organizational goals.
Language Training｜Training is offered to help employees develop foreign language proficiency and international perspective to effectively enhance the efficiency and quality of business communication.
In 2024, WT invested NT$ 25,893,503 in total in education and training. Throughout the year, 4,295 sessions of training were given to 94,942 person-times, totaling 157,323 hours. The average training hours of all employees were 20 hours.Note: Beginning in 2024, statistical data has incorporated the operations of Future Electronics.
Total training spending and time
Total training spending, 2021-2024
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Total training time, 2021-2024
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Total training sessions, 2021-2024
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Training hours per person by position, 2024
Training hours per person by gender, 2024
Note: The calculation of average training hours by gender in 2024 does not yet include Future Electronics.
Major optimization measures for talent development in 2024
● 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 2024, a total of 5,256 person-times received 7075.3 hours of physical and digital learning in Taiwan.
● 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.
New Hire Training Program
*monthly plan
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Dec. to Next Jan. every year
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On-board Date
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1～3 mth
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6 mth～
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Functional Expertise
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Lecturers are notified to finalize curriculum &updates
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New Employee Orientation
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• Technology/Application for sales & FAE
• Operation Roadmap for CSR/IS • Operation course → The supervisor may determine this to be mandatory according to the degree of proficiency |
optional
• Electronics course • Business course • Each BU’s customized courses |
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Corp. process/ Common curriculum
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• Corporate Process course
• Code of Conduct (within the 1st week) • Information security training (within the 1st month) • New Hire Cross Training (within the first 3 months) |
• Excel course (mandatory for operation managers)
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Enhanced overseas training capacity
Implemented a digital learning platform to support flexible remote training
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: Comprehensive career development without limitations
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 projectsand 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.
Want Talent Program Development Process
| 01｜Learning Period | 02｜Development Period | 03｜Mature Period |
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| · Soft and technical skills training · Hands-on participation in projects |
· Advanced industry-related knowledge · Job rotation training |
· Diversified career development · Supervisor/specialized staff position |
Meetings with promising talents to foster a strong sense of workplace identity
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, to prepare them for leadership and bond with them.
WT promotes industry-university cooperation
● Collaborating with NCCU College of Social Sciences to Nurture Future Leaders
Donated NT$9 million to the College of Social Sciences at National Chengchi University (NCCU) to establish the WT Young Talent Fund. This fund supports student access to international exchange programs, domestic and overseas internships, and social engagement opportunities, aiming to cultivate young leaders with global mobility and knowledge of the semiconductor industry. On April 25, 2024, the WT Group Internship & Talent Recruitment and Industry Sharing Session was held, and a visit by NCCU international students to WT was scheduled for October 15, providing students with deeper insight into WT and the semiconductor industry.
● Promoting Cross-University Exchange Opportunities
In 2024, WT organized a variety of campus information sessions and activities, as listed below:
❙ 3/26 Internship & Industry Sharing Session with the College of Engineering, Tunghai University (THU)
❙ 4/25 Internship & Industry Sharing Session with the Department of Mechanical Engineering, National Taiwan University of Science and Technology (NTUST)
❙ 5/31 WT One-Day Sales & FAE Workshop
❙ 7/1~8/30 WT Internship Program
❙ 10/19 Mei-Chu Hackathon Competition
❙ 12/23 2024 NTUST Alliance: Smart Manufacturing Talent Matching & Exchange Event
❙ North America Industry-Academia Collaboration: Campus Career Fairs at McGill University & Concordia University
ESG Capacity Building and Internal Training
In 2024, WT organized the training course “Awareness Training on ESG” for all employees in Taiwan, aiming to enhance their understanding of the three core pillars of ESG: Environmental (E), Social (S), and Governance (G), and strengthen the integration of ESG principles into daily operations.
The course covered the following topics:
● Definition of ESG
● WT’s ESG Policies and Material Issue Management: 1. WT’s ESG-related policies 2. Stakeholder identification 3. Management approach for material topics
● ESG Goals and Achievements: Key accomplishments in WT’s ESG journey
The training was met with strong employee engagement. A total of 1,103 employees in Taiwan completed both the course and its assessment, achieving a 100% completion rate. Moving forward, WT will continue to deepen ESG education and awareness across all regions and regularly review and enhance the course content to ensure alignment with evolving standards and promote sustainable corporate development.
Meetings with promising talents to check and bond with them
