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In response to the rapid changes in the overall environment and the trend of digital transformation, UMC provides specific training for positions affected by these changes to help employees adapt to evolving trends.

UMC mainly offers targeted training for employees in two types of positions:

1. Highly repetitive on-line operational positions:
   ● Negative impacts: (1) Being replaced by automation or AI systems (2) Reduced working hours or compressed job content
   ● Training programs offered: (1) Automation and AI application courses (2) RPA and AI collaboration courses
2. Middle-aged and senior employees with lower technological adaptability:
   ● Negative impacts: (1) Resistance to learning new systems (2) Concerns about career stagnation or being phased out
   ● Training programs offered: (1) Power BI data visualization courses (2) System operation training

In 2025, UMC and its subsidiaries provided 15,560 classes, with a total of 849,106 participants, and a total training cost of NT$78.01 million.

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 2025, 127 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 2025, UMC participated in 558 external training sessions and received a total of 5,218.5 training hours.

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. 

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.

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.

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 CommonWealth Leader Campus and English learning e-newsletter, to create more diversified learning channels.

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 2020-2025, the overall training completion rate continued to increase and meet the required standards.

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 6 new-employee orientation camps were held in 2025, and a total of 287 new employees completed the camps.