Talent Cultivation

FocalTech has spared no effort in the cultivation and development of talents, and is committed to providing an open and diversified learning environment for employees. A comprehensive training system for new employees and existing employees is planned to continuously enhance their professional capability and maximize their satisfaction. Additionally, employees get to continuously challenge themselves to grow upward by attending internal/external training, obtaining professional guidance from executives/colleagues, or proactively borrowing company books to stimulate their minds every month. The training framework is designed to meet the core values and strategic development needs of the Company, which is divided into training for senior management, middle-level management, junior management and general employees. Furthermore, the training blueprint is designed according to the characteristics of each unit to provide complete training programs targeting professional competencies and management capability. The training of different capabilities not only shortens the time needed for new employees to get familiarized with the work content and become integrated into the corporate culture, but it also enhances the cohesion among employees. Apart from that, it is also necessary for the Company’s senior employees to pass on practical experience to the next-generation of new employees. Also, FocalTech encourages senior employees to step out of their comfort zone and learn new skills to enhance their competitiveness, so that the experience can be passed on from generation to generation.

Provide appropriate training for different targets, cultivate professional talents, and enhance the company's competitiveness.

Build the company's long-term development capabilities - employee training and team building.

Taiwan : 

• We provide a variety of education and training programs, internal and external professional education and training to enrich employees' career skills. We also encourage employees to evaluate their own interests, skills, values and goals and communicate their personal career intentions with managers to plan future career plans.
• Through the FocalTech-e digital learning platform, we create an independent learning environment, extend learning, and enable colleagues to learn unlimitedly through online learning, breaking the limitations of time and space. Course resources can be reused to achieve maximum effectiveness.
• Training for mid-level and senior managers：
  1. Cultivating key talent: We continue to build our department's Training Roadmap. In addition to developing On-the-Job Training, R&D managers hold internal professional knowledge sharing sessions every two months/quarter to enhance the R&D team's professional capabilities.
  2. Manager Development: We offer five levels of training courses for grassroots and mid- to senior-level managers to enhance their management capabilities. These courses cover cross-generational leadership challenges and preparation, as well as management case studies.  

China：

• Optimization of incentive mechanisms: questionnaire surveys and collection of employee suggestions to promote/improve 13 incentive mechanisms.
• Senior management team building: Complete team building for mid- and senior-level managers to promote mutual integrati.
• High-potential personnel development: Carry out special activities to cultivate the new generation and promote the development of young reserve talents.
• Comprehensive talent inventory: Identify R&D technical vacancies and explore strategies to improve human efficiency.
• Deepening school-enterprise cooperation: with the School of Integrated Circuits & Information Engineering of Guangdong University of Technology.
  Corporate Culture Practice: "Duntai's New Look, Enthusiasm for a New Start" Cohesion and Centripetal Force.
• Best Employer Honor: Won the title of "Best Employer Enterprise" for Shenzhen's growing enterprises.
• Discover high-potential talents and enhance organizational cohesion and team cohesion from the four aspects of selection, training, integration and motivation.

• The 2024 Education and Training Plan is a compilation of employee questionnaires and the needs of department heads. The training unit will plan and arrange courses and invite employees to participate in learning to improve their work-related knowledge and skills.
• We have established a comprehensive education and training framework, with regular monthly classes to enhance the professional knowledge and skills of our colleagues.
• Through the Duntech e-Academy digital learning platform, we create an independent learning environment, extend learning, and enable colleagues to learn unlimitedly through online learning, breaking the limitations of time and space. Course resources can be reused to achieve maximum effectiveness.

• The 2024 Education and Training Plan is a compilation of employee questionnaires and the needs of department heads. The training unit will plan and arrange courses and invite employees to participate in learning to improve their work-related knowledge and skills.
• In 2024,The training courses of the Company (including its subsidiaries) are mainly divided into four categories:
  1. Business Management: The course targets mid-level and senior managers, aiming to cultivate their organizational management and execution capabilities.
  2. Professional Training: This program is primarily designed for colleagues in R&D, marketing, and manufacturing, who are involved in product development, design, and manufacturing. Training courses are planned based on each unit's professional knowledge and skills, divided into professional and technical categories and general skills categories, to enhance colleagues' workplace competitiveness.
  3. General Education Courses: Targeted at all company employees, the courses include information security education, industrial safety and environmental protection training, fire safety drills, etc.
  4. New employee training: This is a compulsory course for new employees who join the company that year. The course covers corporate culture, company product introduction, integrity management, personnel system, etc.
• In 2024, the average training hours per person will be 39%.
• In 2024, the focus will be on technical professional training. The number of trainees in the professional training category will increase by 17.4% compared to 2023, the number of courses will increase by 12, and the total hours will increase by 410 hours.
• In 2024, five training courses for grassroots and mid- and senior-level managers were held, with a total of 145 participants and a cumulative total of 421 hours.
• In 2024, The turnover rate in Taiwan is expected to decrease annually to 7.5%.
• In 2024, The turnover rate in Chian is expected to decrease annually to 4.1%.

Systematic employee training

Through the 【Online Learning Platform】, FocalTech allows all colleagues to choose courses according to the course categories 【New Employee Training】, 【General Education Courses】, 【Business Management】, and 【Professional Knowledge】. In addition, the company also records physical courses into online courses, so that colleagues can learn new knowledge anytime and anywhere without being affected by time and location.In order to enable colleagues to better understand and systematically manage all learning processes and records, so that colleagues have more complete on-the-job training and resources. With a complete training platform, various information and knowledge can be transmitted in real time, which is not only conducive to the inheritance of knowledge within the company, but also provides a channel for real-time discussion or cooperation between departments. The above courses keep pace with the times. In addition to enhancing the professional knowledge of colleagues and improving the overall quality of employees, we also hope to continuously break through the operating performance of Duntech Electronics through the talent training process.

1. Assessment:Through quarterly “Organizational Talent Meetings,” the company will:

• Conduct organizational reviews to identify critical positions and talent gaps.
• Define the qualifications and capabilities required for talent, confirming the direction for future reinforcement.

2. Selection:

• Use the Talent Nine-Box Grid to identify high-potential employees within the organization. Those with strong job performance and growth potential will be included in the talent pool.
• Through assessment centers or internal 360-degree feedback, compare employees’ strengths and weaknesses against the required qualifications and capabilities for their positions, and formulate Individual Development Plans (IDPs) accordingly.
• When internal talent reserves are insufficient, engage in strategic external recruitment.

3. Development:For those included in the talent pool:

• Based on their career development plans and competency gaps, create targeted enhancement programs. These may include mentorship programs, external training, job rotations, and performance evaluations, with continuous monitoring of development progress. If the selected talent’s learning and performance fall short of expectations, promptly adjust and replace candidates to ensure operational efficiency.
• The CEO will act as a coach and mentor, providing practical guidance and assignments monthly, while monitoring progress. Professional consultants will also be engaged for periodic interviews and coaching. Based on interview results, the company will provide feedback and assign suitable positions according to development outcomes.

Through a 180-day onboarding support process, senior colleagues will act as mentors to help new employees adapt to the environment and initial job responsibilities.

Starting from Q1 2025, the New Employee Care System will be implemented, including regular surveys within the first 180 days to review experiences at different stages. Feedback will be used to continuously improve the work environment through employee participation.

1. Training System and Development Blueprint
Based on organizational development goals and the needs of each functional stage, the company has designed the "Core Fire" talent development system, which covers a full-link learning path from new employees to senior managers and has a clear blueprint for capability advancement. The main training programs include:

• Training camp: designed for new employees to help them quickly integrate into the workplace.
• Training camp: Cultivating core colleagues with potential.
• Training camp: for grassroots managers, strengthening management foundation.
• Training camp: supporting technical professionals to deepen their cultivation.
• Training camp: strategic and leadership training for mid- and senior-level managers.
• Training camp: Provide continuous learning and forward-looking thinking for senior decision-makers.

2. Diversified Internal Training and Knowledge Transfer

In addition to external learning resources, Forcaltech is also committed to building an internal learning organization. By identifying and cultivating internal instructors, we establish a dedicated knowledge exchange platform.

These include:

"Forcaltech Forum," "Forcaltech Micro-Classroom," and "Forcaltech Internal Training Courses": focus on the exchange and transfer of professional knowledge and practical experience.

"Parenting Class" and "Forcaltech Reading Club": encourage holistic development and a balanced life.