Common Prosperity

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.

In 2021, UMC and its subsidiaries provided 8,248 classes, with a total of 161,231 participants, and a total training cost of NT$56,387,221.

UMC encourages employees to attend external training programs. In 2021, all employees took 3,937  total hours of external training.

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.

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 2,458 courses on the e-learning website in 2021. It included new employee, technology, language, management and OJT e-colleges for each division.

UMC provides information on in-service courses offered by outside colleges and universities, promotes educational resources and offers subsidies for in-service training to encourage all employees (including dispatched and temporary staff) to develop the professional competencies or management skills required at each stage of their career.

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 2021, there were already 18 UMC managers who were certified as program facilitators for “7 Habits of Highly Effective People”. Also, 13 classes were held, with 2,878 training hours total in 2021. 329 people took the “7-Habits” training in 2021 and practiced what they learned from the training. In addition, the completion rate of this course was over 90%.

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. 311 employees finished the U-Camp training program for new employees in 2021 (including stress management related training).
(The number above only includes indirect labor in Taiwan, and includes full-time employees and contractors).