Employee Care

Talent Management Talent Development Human Rights Safe Working Environment Healthy Workplace

Talent Development

Strategic Talent Development, Building Talent Diversity

Employees are the core momentum of sustainable operation of ChipMOS. Our Talent development strategy connects the careers of employees with the talent needs of the organization. Based on the principles of diversity, equality and inclusiveness, we aim to provide an environment where employees can learn and develop in a sustainable manner. ChipMOS's comprehensive Talent development system includes extensive and diverse talent cultivation across different disciplines, in-depth leadership and technical professional teams, and reserves of potential talent to ensure personal growth and organizational development goals are aligned to achieve mid-term and long-term talent cultivation goals.

 

ChipMOS Training System

 

Systematical Establishment of a Leadership Team
ChipMOS values the inheritance and development of leadership values and is committed to building a comprehensive leadership training system. In 2025, it focused on the functional transition of newly appointed managers and provided systematic basic training for newly promoted junior management talents. Through training in core management skills, it helped new managers quickly grasp the key points of role transformation, team communication and practical management, ensuring that the organization has a solid leadership foundation in the process of development.

 

Talent Cultivation Rooted in Professional Fields
ChipMOS prioritizes the development of its employees’professional skills, allowing them to pursue training programs tailored to their needs. In their respective professional fields, a systematic BU professional programs is implemented, with the Training and Development Committee ensuring the necessary resource investment and the implementation of competency-oriented learning blueprints across all business units. Recognizing that cultivating diverse talent is a key aspect of sustainable development, ChipMOS also actively optimizes career transition training across various fields, encouraging employees to proactively rotate positions, expand their careers, and cultivate a competitive team of professionals who meet the organization needs.

 

Internal trainers are key contributors to the transmission of technical expertise

 

Passed-down of ChipMOS EVP Career Experiences

Senior executives are important leaders in the sustainable development of talents at ChipMOS, and they are also important internal coaches. In 2023, the 2 executive vice presidents shared their career history with employees through career lectures. This initiative not only bridges the Company but also encourages employees to bravely step out of their comfort zone and become professional leaders based on their experiences at work. While the work environment is becoming more diversified, we should be willing to accept challenges. As long as they continue to learn, broaden their horizons, and enrich their work skills, it is possible to create unlimited possibilities for their career and life.

 

 

Diverse Learning Resources and Learning Channels

In terms of talent development, in addition to accelerating learning outcomes and enchasing competitiveness, providing employees with a better learning and growth environment and diverse learning channels, allowing them to feel included and a sense of belonging, is also a goal that ChipMOS has been striving for. For example, online courses, external training, technical forums, and participation in project tasks are all methods we provide to give employees a better learning experience.

 

Leveraging Benchmark Power to Build Shared Sustainable Advantage

Since October 2024, a cross-plant and cross-domain knowledge exchange platform has been established. Through weekly project meetings, the professional potential of employees is deeply stimulated and current operations are optimized. In the fourth quarter of 2025, a “Management Project Award-Winning Team Results Sharing Meeting”was held to publicly recognize teams and individuals with outstanding achievements in management projects. Through the sharing of practical cases by high-performing teams, colleagues gained a deeper understanding of quality optimization and cost management. This program not only successfully promoted cross-unit synergy but also attracted 310 colleagues to participate, substantially strengthening the company`s operational resilience and competitive advantage.