Phison remains committed to workforce training. The Human Resources Department drew up the annual training plan according to the strategic objective set by chairman: a year for breakthroughs. Gap analysis is used to estimate the difference between the goal and the actuality, and the directions and main subjects of an annual training plan are drawn up according to the specialized requirements of the organization and individual departments. To support business development and improve the caliber of personnel to ensure the efficiency of human resources, the Human Resource Department and other related departments hold regular and irregular training of various types to strengthen employee's knowledge and skills for work.
Phison formulated annual training plans mainly based on the seven categories of training: new employee training, on-job training, quality training, secondary skills training, health and safety training, hierarchy-based training, and vehicle system training. Moreover, Phison provides self-inspiration training and subsidies for certification according to individual career needs.
To ensure the training effect, Phison evaluates training courses on the basis of the four stages of the Kirkpatrick Model: reaction, learning, behavior, and results. We conduct questionnaire survey on satisfaction for non-online training courses as a basis for follow-up improvements.
In 2020, our expenses on training totaled NT$3,603,088. We have offered a total of 191 classroom-based courses, of which 173 received an average satisfaction score of 94. We also offered a
total of 162 online courses, which 19,924 individuals have completed and 41.9% of which have implemented assessments (written exams).
In 2020, Phison's training hours totaled 76,825.4 hours, and the average employee training hours reached 35.3 hours.
To encourage employees obtain certificates and degrees related to their work, all the company’s full-time employees can apply for the annual external training subsidy amount based on their seniority. The annual subsidy is NT$ 20,000 for those with a seniority of less than three years, NT$30,000 for three to five years, and NT$40,000 for more than five years.
The company’s cooperation courses with external education and training units this year include work plans and accountability execution, illegal infringements in the workplace, employee problem discovery, problem analysis and resolution, and the use of communication skills to build team consensus, etc. Industry-related course is practical applications in the AI industry in cooperation with the Tainan Zhiyuan Foundation. It is hoped that through cooperation with external educational institutions and consultants, the training quality and the diversity of topics will be improved.
Note 1: Top-level managers include chairman, president, vice president, vice presidents of technology, division heads, deputy division heads, and senior manager.
Note 2: Middle-level managers include deputy managers and department managers.
Note 3: Entry-level managers include deputy section chiefs, section chiefs, deputy team leaders, and team leaders.
Phison established its Regulations Governing Employee Performance Assessment, and implements performance assessment through target management and performance ranking. Performance is assessed biannually based on the work plan targets and quantifiable performance indicators proposed by the employees and subject to discussions and confirmation with their supervisors. After six months, employees shall submit self-assessment forms, while their supervisors shall assess the attainment of their performance targets and compare their performance
with other employees of the same category to implement personal performance assessment. In 2020, 100% of Phison employees regardless of gender, job category and position, have
received regular performance assessment.
Note: Performance assessment is not applicable to contract workers for a term of three months or shorter, part-time student workers, and employees on unpaid leaves.