CORPORATE SUSTAINABILITY

Education and Training

Diverse Education/Training

Because of the fast-changing times and unprecedented amount of competition within the technology industry, being able to cultivate and retain talented people is an essential factor in improving the competitiveness of a company. UMC defines the competency of each category based on a training & development model.

Figure: UMC Training & Development Model

UMC is integrating and utilizing its resources to provide an all-round and diverse learning environment to all of our employees regardless of gender, according to the type of work each employee does. We want to cultivate and retain our talented employees by providing them with comprehensive and well-developed education & training.

Figure: Comprehensive Learning Environment

Education/training Performance in 2015

In 2015, UMC provided 506,960.3 training hours, with 277,703 total attendees participating in training sessions; employees attended 33.96 hours of training on average.

The performance of diverse education/training in recent years

 

Unit

2011

2012

2013

Training hours

Hours

524,788

638,966

597,577.1

Employees

Numbers

13,499

13,630

14,124

Average Traning
Hours per
Employee

Hours

38.88

46.88

42.31

 

 

Unit

2014

2015

Training hours

Hours

553,509.3

506,961.3

Employees

Numbers

14,966

14,929

Average Traning
Hours per
Employee

Hours

36.98

33.96

2014 Statistic of employee training hours by position level

 

Unit

Indirect Labor

Direct Labor

Training hours

Hours

390,425.2

116,535.1

Employees

Numbers

9,722

5,207

Average Traning
Hours per
Employee

Hours

40.16

22.38

External Training

UMC encourages employees to attend external training programs. In 2015, all employees took 6,090.9 total hours of external training.

Training Courses Designed by Different Competency

UMC implements its training program based on functional coverage, core competencies and professional skills for employees at various levels to ensure they fulfill all working requirements. When designing training courses, we address job requirements to plan corresponding development courses. In addition to mandatory training courses, employees can choose to take some optional training courses according to their needs for their career development.

Professional Engineer Training Courses

The design of professional training courses for engineers is based on the competency at different levels. UMC conducts a solid, professional training system in order to improve engineers’ skills as well as product quality.

Evaluation of Professional Skills

To ensure all engineers are qualified for all manufacturing procedures and standards, UMC has a comprehensive evaluation system which includes TOEIC (an English ability assessment), SPC examinations and Technical Skill Certificate Assessment System to enhance product quality and satisfy customers’ expectations.

A One Stop Service Learning Website

Aside from professional skills and management classes covered elsewhere, UMC establishes an e-Learning platform to provide employees with a convenient and accessible voluntary learning environment. There were over 2,577 courses on the e-learning website in 2015. It included new employee, technology, language, management and OJT e-colleges for each division. In 2015, we provided 76,476.8 training hours and had 70,807 attendees participate in training courses.

Implementation of Core Values

In order to implement corporate core values, especially accountability and a proactive attitude, UMC has conducted the “7 Habits of Highly Effective People” program since 2011. The facilitators are managers with professional trainer certification so that they could share their own experiences to trainees. Additionally, UMC has been popularizing the course at other employee levels since 2012. It is now a common language in UMC from the top managers to the basic level employees. By the end of 2015, there were already 24 UMC managers who were certified as program facilitators for “7 Habits of Highly Effective People”. Also, 20 classes were held, with 5,902 training hours total in 2015. 592 people took the “7-Habits” training in 2015 and practiced what they learned from the training. In addition, the completion rate of this course was over 90%.

The Training of New Employees – Experiencing Corporate Culture

In order to help new employees to quickly fit in with the culture of UMC and shorten learning time, new employee training focuses on creating a learning organization. Managers from various departments all support and put effort into training new employees to maximizing the effectiveness of training. All new employees have to take training classes, and they also need to participate in U-Camp which includes organizational core value. The class is taught directly by managers, covering topics such as corporate vision, strategies and advantages. Moreover, there are classes about stress-management in the workplace and maintaining a proactive attitude. 1,094 employees finished the U-Camp training program for new employees in 2015 (including stress management related training).
(The number above only includes indirect labor in Taiwan, and includes full-time employees and contractors).



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