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Emphasis on education and training to assist employees in finding job value


The current mindset values not only the quantity but also the value created by the company's existence. The value philosophy of Chinnan is to create a symbiotic ecosystem where every employee and business partner can Be a spark! The projects executed under Chinnan's core spirit resonate with the ESG's sustainable development goals, and Chinnan will continue to focus on sustainable development indicators to become a better company for the world.


Chinnan is committed to creating a better environment and providing a stage for colleagues to realize their job values. Therefore, there are many projects related to employee care and growth, hoping that every colleague can shine in their position and Be a spark!


Article outline

Emphasis on education and training to assist employees in finding job value

Customized job training leads employees to understand company development

Flexible training connects the power of change




Emphasis on education and training to assist employees in finding job value

In the context of demanding maximum production output, the value concept of Chinnan in the past was "More than a connector maker." The focus of education and training was on requiring personnel to become talents that met the company's goals to bring more production benefits. However, after the value concept changed to "be a spark," the education and training focus is on cultivating employees to exert their own value and embody it in their work.


Chinnan has always been committed to creating a better environment, and education and training for employees have always been necessary as a member of the company. In addition to having a general understanding of the company's structure, it also assists colleagues in finding professional value and constructing good workplace relationships.




Customized job training leads employees to understand company development

During the process of education and training, new employees are first led by human resources to understand the company structure and regulations, ensuring smooth cooperation between the company and employees. The emphasis of the training content varies depending on the job content, position, and department. For example, for technology-oriented positions, the training focuses on the employee's own application of technology, and about 48 hours or more of physical skills education and training are provided in the first month of employment. For creative-oriented positions, employees are expected to have a deep understanding of the company's strategic development direction, and brand recognition is also added. The training also emphasizes employees' critical thinking and agility, with 24-48 hours of knowledge education and training provided. This approach tailors the content to help employees maximize their job value.


During the training process, employees are encouraged to express their opinions for mutual communication and understanding. Both employer and employee rights, as well as relevant regulations on safety, health, and a comfortable workplace, are also explained. The 16 personality types of the Myers-Briggs Type Indicator (MBTI) are used to understand employees' thinking patterns and personality traits, facilitating mutual understanding between the company and employees.


After the training provided by HR, new employees will have a meeting with their department supervisors to understand department goals and job development directions. Employee feedback is also collected to evaluate the effectiveness of the training and understand their perspectives.


The six major components of educational-training




Flexible training connects the power of change

Prior to the year 2011, education and training tended to follow a standardized approach, known as collective curriculum. Over time, adjustments have been made to provide employees with individualized and appropriate training to enhance their job value. In 2014, individualized and appropriate training began to be provided to employees, which allowed them to identify their self-worth and create a better work environment. This not only improved work efficiency, but also led to the generation of new ideas and connected the power of change to create a better future.


Through continuous feedback and seeking better ways to execute training, the HR team proposed providing online education and training resources to employees to enable them to better understand their job responsibilities and create a learning environment. This not only improves performance but also contributes to a positive cycle within the company.


New employees also find that the training provided helps them to become familiar with the company structure, reducing the unfamiliarity associated with new industries and job positions. It also helps them to explore their job value and potential.

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