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.

 

At UMC, all leaders demonstrate the spirit of the UMC culture of “Integrity, Pragmatism, Agility, and Ingenuity“, guide the team towards achieving ambitions. All colleagues practice this common belief, meet future challenges.
The leadership development framework defines the required managerial competencies in four categories, including “Results", “Interaction", “Leadership" and “Potential" according to different levels of positions and roles. And planning corresponding development activities and provide related learning resources to encourage self-learning. To accelerate talent development through diversified training and cultivating methods (70-20-10 learning rules) to strengthen leaders' management skills and competencies, lead teams to demonstrate effectiveness, and enhance UMC's competitiveness.
In addition, in response to organizational development needs and strategic directions, formulate a talent cultivation and development plan, identify and select high-potential talents, and establish an internal talent pool and leadership pipeline to meet employees’ career development needs and strengthen talent retention.

 

Training Development Framework

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Comprehensive Learning Environment

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Education / training Performance in 2023

In 2023, UMC and its subsidiaries provided 8,861 classes, with a total of 677,298 participants, and a total training cost of NT$8,120 ten thousand.

The performance of diverse education/training in recent years

 

Unit

2020

2021

2022

2023

Training hours

Hours

306,747

299,464

412,632

710,884

Employees

Numbers

14,308

14,613

15,347

19,929

Average Traning Hours per Employee

Hours

21.4

20.5

26.9

35.7

Note: From 2020 to 2022, The scope of statistic included UMC fabs in Taiwan and Singapore.
From 2023, the scope of statistics for UMC's subsidiaries includes mainland China subsidiaries HJ and USCXM, The UMC Japan subsidiary USJC and the Taiwan subsidiary Wavetek. And it covers all regular, temporary and Dispatched staff.

 

2023 Statistic of employee training hours and training cost by position level

 

Unit

Director Level

Indirect Labor
(non-director level)

Direct Labor

Training hours

Hours

71,172

481,032

158,680

Employees

Numbers

2,148

11,122

6,659

Average Traning Hours per Employee

Hours

33.1

43.3

23.8

Note: The scope of statistic included UMC fabs in Taiwan and Singapore, UMC's subsidiaries includes mainland China subsidiaries HJ and USCXM, the UMC Japan subsidiary USJC and the Taiwan subsidiary Wavetek. And it covers all regular, temporary and Dispatched staff.

 

2023 Statistic of employee training hours and training cost by gender

 

Unit

Male

Female

Training hours

Hours

470,180

240,704

Employees

Numbers

11,711

8,218

Average Traning Hours per Employee

Hours

40.1

29.3

Note: The scope of statistic included UMC fabs in Taiwan and Singapore, UMC's subsidiaries includes mainland China subsidiaries HJ and USCXM, the UMC Japan subsidiary USJC and the Taiwan subsidiary Wavetek. And it covers all regular, temporary and Dispatched staff.

 

2023 Statistic of employee training hours and training cost by type of employment

 

unit

Formal employees Temporary staff Dispatched staff

Training hours

Hours

703,819

4,812

2,253

Employees

Numbers

19,668

119

142

Average Training
Hours per
Employee

Hours

35.8

40.4

15.9

Note: The scope of statistic included UMC fabs in Taiwan and Singapore, UMC's subsidiaries includes mainland China subsidiaries HJ and USCXM, the UMC Japan subsidiary USJC and the Taiwan subsidiary Wavetek. And it covers all regular, temporary and Dispatched staff.

 

2023 Percentage of total employees receiving training by type of employment

 

Formal employees

Temporary staff Dispatched staff

Total

Number of persons

Number of learners who received training

14312 63 15 14390

Number of persons

14746

96

15

14857

Percentage of employees trained

97%

66%

100%

97%

Note: The scope of statistic included UMC fabs in Taiwan and Singapore. And it covers all regular, temporary and Dispatched staff.

 

External Training

Provide employees (including dispatched and temporary staff) to participate in external training (including domestic and foreign training), and provide information on external training courses related to their positions as needed, in addition to improving their own capabilities, they can also obtain the latest trends in the industry. For example, in 2023, 132 people will sign up for the group to participate in the SEMICON Taiwan International Semiconductor Exhibition to promote colleagues to grasp the latest pulse of semiconductor technology and enhance their technological competitiveness.

 

After the training, the training results and new knowledge will be brought back to the company for exchange and sharing, and applied to their work, so that colleagues can further expand and broaden their knowledge in the professional field through this training mode. In 2023, UMC participated in 695 external training sessions and received a total of 9,237 training hours, an increase of 25.4% than the previous year.

Training Courses Designed by Different Competency

According to the training blueprint corresponding to different job categories and rank plans, UMC encourages  all colleagues(Including formal ,dispatched and temporary staff) to continue to learn and develop their personal careers in line with industry trends, and will continue to provide transfer incentives and implement the internal transfer system.

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.

E-learning

U-Learn Digital Learning Platform: A new version of the digital learning platform has been created to enable the entire group to share learning resources and synchronize learning information with UMC colleagues around the world. In addition to working in the company, you can also use mobile apps or home computers, breaking the limitations and boundaries of time and space, UMC employees can learn anytime, anywhere according to their personal learning habits.

 

Diversified self-learning resources: Integrate external learning resources, such as digital resources such as Tianxia Innovation Academy and English learning e-newsletter, to create more diversified learning channels.

Support for Degree Programs and Certificates

UMC also provides information on continuing education courses in tertiary institutions, promotes educational resources and learning channels, and also offers a "Measures of Subsidy for Degree Programs and Certificates," which all employees (including dispatched and temporary staff) are eligible for. This program encourages and supports employees to continuously learning and develop their professional abilities or management skills required for their careers. In 2023, total 5 Engineers participated in various degree programs, including

1. Degree Program of Materials Science and Engineering, National Taiwan University (Doctoral Degree)
2. Degree Program of Materials Science And Engineering, National Yang Ming Chiao Tung University (Doctoral Degree)
3. Degree Program of Mechanical Engineering, National Chung Hsing University (Master's Degree)
4. Degree Program of Semiconductor Materials and Process Equipment, National Yang Ming Chiao Tung University (Master's Degree)
5. Degree Program of Industrial Safety and Risk Management, National Yang Ming Chiao Tung University (Master's Degree)

and a total of NT$277,000 of degree programs subsidies was provided, and a total of 44 people have received subsidies since 2020.

Implementation of Core Values

To implement the core values of the organization and practice the spirit of "accountability", UMC has introduced the "Seven Habits of Efficient Managers" course in 2011, and continues to strengthen its promotion. The course has been extended to the "Seven Habits of Efficient Employees" course to create a common language across departments. From 2020-2023, the overall training completion rate continued to increase and meet the required standards.

The Training of New Employees – Experiencing Corporate Culture

By creating a good onboarding learning experience, we can enhance the sense of belonging of new UMC employees.
In addition to the new-employee orientation that are required for all new employees, the new-employee experience camp is also organized. The program includes the
Company's vision, strategy, and advantages that combine with the organizational characteristics, taught by senior executives.
In addition, UMC's unique workplace anti-tress and positive attitude courses are available to accelerate the newcomers in blending into the corporate culture.
A total of 10 new-employee orientation camps were held in 2023, and a total of 430 new employees completed the camps.

 

Employee Development Programs In 2023

Program Name

Leadership Development Program :

Middle and Senior level Succession project

Program Goals

Description & Business benefits

● Established an internal talent pool and leadership pipeline and ensure the continuity of key positions
● Meet employees’ career development needs and strengthen talent retention.
In response to organizational development needs and strategic directions, UMC has formulated a talent cultivation and succession development plan including,
1. Select high-potential talents, and use talent assessment tools to identify and analyzed the potential and opportunities of talents and teams.
2. According to the analysis of environmental trends, formulated exclusive development plans, including management knowledge training, team development, mentorship, job rotation, overseas assignment and job experience opportunities and other aspects of development

Quantitative impact of business

benefits

1. There were a total of 98 managers participating in the succession project.
2. Accelerate the development of leadership in management with a complete training course, such as group development courses, online management knowledge courses, and personal development plans. A total of 306 participants attended the training courses with a total of 1,357 training hours
3. Among all participants in the project, there have been 19 managers have been promoted to key management positions of the company , with internal employee promotion rate of 19%,increased by 8% compared with 11% in 2022.

% of FTEs participating in the program

Target : High-potential talents in all units
Percentage: 0.66%

Program Name

Continuous Improvement Activities

Program Goals

Description & Business benefits

● Encourage all employees to participate in continuous improvement activities, including individual improvement and team improvement.
● Enhance the efficiency of the Company's total quality system and make the Company more competitive.
These teams included Quality Improvement Team (QIT) and Project Management (PM). By training employees to think systematically and use scientific methods to solve problems, employees can actively participate in teamwork.
Project benefits include:
1. Develop new products and improve product quality, the total amount of project benefits is NT$4.5 billion.
2. Increase production capacity and reduce operating costs, the total amount of project benefits is NT$2.8 billion.

Quantitative impact of business

benefits

It is expected to generate more than NT$7.3 billion in financial benefits for UMC

% of FTEs participating in the program

Target: Employees who participate in continuous improvement activities

Percentage: 41.6%

Program Name

UMC Equipment Academy

Program Goals

Description & Business benefits

● To shorten the gap between learning and application, allow newcomers to seamlessly transition into their roles, and enhance equipment self-maintenance ability.
● Actively participate in industry-government-academia cooperation programs to cultivate semiconductor equipment talents.
Promote parts maintenance education and training, enhance new engineers' initial understanding of the principles and functions of semiconductor equipment components, cultivating equipment engineers can enhance equipment self-maintenance ability and strengthen the resilience of the Company's operations.
Additionally, UMC participated in the government's industry-academia cooperation program to cultivate semiconductor equipment talents with core skills, and cooperated with the Department of Semiconductor Engineering of National Kaohsiung University of Science and Technology and the School of Intelligent Electronics of the Industrial Development Bureau of the Ministry of Economic Affairs to attract outstanding students to join UMC, and improved the Company's operational performance and corporate competitiveness.

Quantitative impact of business

benefits

1. The cost savings and benefit amount of self-maintenance of parts increased by 112% compared with 2022
2. Basic Equipment Hands-on Course: The original plan was to recruit 40 trainees, but the actual training was completed with a total of 74 trainees in four levels, exceeding the original target by 85%.

% of FTEs participating in the program

Target : Equipment engineers

Percentage : 2.8%

 

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