Talent Development Framework
LITEON's Commitment to Cultivating Talents
LITEON, talent development is a strategic driver of sustainable growth and organizational resilience. Guided by our ELITE Talent Development System, we cultivate future-ready capabilities across all career stages, from new hires and professional talent to leaders and executives. The framework is built around four core competencies: Organizational Culture, Efficient Growth, Innovative Technologies, and Leadership Excellence, supporting employees in continuously enhancing their professional, digital, and leadership capabilities. In 2025, LITEON further strengthened this framework by integrating AI capability development, leadership transformation, and smart manufacturing talent programs to prepare employees for the evolving demands of the AI era.
Performance Management & Development
LITEON’s performance management system promotes goal alignment, continuous feedback, and employee growth. All employees participate in an annual performance management process that includes goal setting, mid-year reviews, year-end evaluations, and development planning. Performance outcomes support compensation decisions, promotion opportunities, succession planning, and learning development.
For managerial positions, performance assessments combine financial performance indicators with non-financial factors such as talent development, customer satisfaction, risk management, sustainability performance, employee engagement, and carbon reduction objectives. Sustainability metrics account for 20% of management performance evaluations, reinforcing accountability for long-term value creation.
Manager Performance Evaluation
Performance review of Executive Managers
To strengthen corporate governance, the performance indicators of executive managers were revised as shown in the table below after the Compensation Committee resolution approved by the Board of Directors in 2020.
The CEO’s performance evaluation and compensation are overseen by the Compensation Committee. CEO performance is assessed based on predefined metrics: 70% financial and 30% non-financial. Financial metrics include capital efficiency measures such as ROA and ROE, complemented by other profitability indicators such as net income contribution and growth rates. Non-financial metrics include sustainability targets (e.g., carbon reduction, energy efficiency, customer satisfaction) and leadership behavior. In determining variable compensation outcomes, the Compensation Committee considers both absolute performance targets and relative performance against relevant industry benchmarks and peer company performance, including capital efficiency and shareholder value creation indicators, as part of the overall assessment of CEO performance.
Performance Review of Direct Labor
There is a direct link between the performance of direct labor and the company's production performance. Therefore, for those in direct labor, the plants follow a monthly bonus system based on product characteristics. Employees are rewarded according to performance. Employees' overall performance will be scored in the annual performance review at the end of each year.
New Hire Review
When a new employee reaches the end of his/her trial period, the manager should conduct an interview and assessment regarding the employee's performance during the trial period. For those who fail to pass the review, the company may terminate the employment contract as permitted by law or, by mutual consent, extend the trial period. The extension should not exceed the original trial period.
Performance Improvement Plan
If an employee is not competent to perform his or her work, LITEON will provide counseling or transfer the employee to a suitable position or affiliated enterprise. Suppose the employee still fails to fulfill the terms of the employer-employee relationship. In that case, the company will give the appropriate notice* and terminate the employee's contract with severance pay following relevant laws and regulations. The company will also provide relevant proof and documents required by law in order to facilitate the application for unemployment benefits or professional training grants for the employee and to protect the employee's employment rights.
The minimum notice periods for plants in Taiwan governed by the Labor Standards Act are as follows:
- Those employed for three months or more but less than one year should be given a ten-day notice.
- Those employed for one year or more but less than three years should be given a twenty-day notice.
- Those employed for three years or more should be given a thirty-day notice.
Learning & Capability Building
Learning Methods Offered for Employee Development
- Coaching or Mentorship: We provide structured mentorship and coaching to support career growth and address work-related challenges. For example, the LITEON WoW (Women of Wonder) employee resource group features senior female executives as mentors, sharing career experiences to boost satisfaction and retention among female employees. Additionally, new hires and interns receive tripartite support from project supervisors, dedicated mentors, and HR business partners to facilitate onboarding and skill development.
- Teams and Networks (e.g., Employee Resource Groups): Learning occurs through collaborative networks and peer interactions beyond daily roles. Examples include employee resource groups like LITEON WoW for women’s development, cross-functional social clubs subsidized by the company to promote knowledge sharing, and digital platforms such as the Taiwan Employee Welfare Committee’s LINE OA, which integrates training resources, LITEON TV, and Learning Center for 97% utilization in 2024, enabling global collaboration and skill-building.
Leadership & Career Development
LITEON develops employees at different career stages through structured leadership development, career mobility, cultural education, digital capability development, transition support, and young talent programs. These initiatives are designed to strengthen employees’ future-ready capabilities, support internal career development, and build the leadership, technical, digital, and cross-cultural capabilities required for LITEON’s long-term transformation.
Leadership Development
LITEON provides differentiated leadership development programs based on organizational priorities, leadership levels, and business needs. Our layered leadership development roadmap and Executive Development Program cover cultural shaping, leadership development, transformational growth, strategic planning, performance management, and organizational resilience.
In 2025, LITEON expanded its leadership development programs across business units and operating sites. A total of 23 leadership development sessions were delivered, with 759 participant attendances. The programs addressed practical management challenges through situational leadership, employee motivation, team development, performance management, cross-functional case discussions, and business-specific learning modules.
External case studies, global learning resources, interactive exercises, and actual LITEON management scenarios are incorporated into the programs to establish a shared leadership language, strengthen management capabilities, and increase leadership density across the organization.
Employee Development Programs
LITEON offers diverse employee development programs aligned with strategic business needs. The programs extend beyond mandatory or basic job training and focus on developing leadership, cultural fluency, career mobility, adaptability, digital capabilities, and future-ready professional skills.
- Leadership Development Programs: These initiatives strengthen the personal, organizational, and strategic leadership capabilities of current and future leaders. Programs include the Executive Development Program, leadership transformation courses, resilience leadership programs, and customized development modules based on business and organizational needs.
- Cultural Education: LITEON promotes awareness, understanding, and respect for different cultural backgrounds across its global workforce. Initiatives include multicultural awareness activities, multilingual communications, cross-cultural employee groups, international talent programs, and diversity, equity, and inclusion learning resources. These initiatives support collaboration across countries, functions, and cultural backgrounds.
- Internal Transfer and Career Mobility: LITEON follows the principle of prioritizing internal recruitment and provides employees with opportunities to apply for internal positions through the company’s internal recruitment platform. Job openings, qualifications, and role descriptions are made available to employees to support career mobility and cross-functional development. In 2025, 411 employees in Taiwan completed internal transfers or rotations.
- International Assignments: Based on organizational needs and individual career development expectations, LITEON provides international assignment opportunities to strengthen global exposure, professional capabilities, and cross-cultural collaboration. In 2025, more than 450 employees participated in overseas assignments across LITEON’s global operations.
- Transition Support for Retiring Employees: LITEON provides career transition and pre-retirement support through its Employee Assistance Program. Available support includes one-on-one consultation on health management, financial planning, lifestyle adjustment, continued employability, and transition to post-retirement life. LITEON also maintains mechanisms under which eligible professional and senior employees may transition to advisory roles after retirement.
- Digital Transition Programs: LITEON helps employees develop advanced capabilities in artificial intelligence, data analytics, automation, smart manufacturing, digital tools, and technology-enabled problem-solving. Through formal learning, practical projects, cross-functional collaboration, and employee-led innovation, participants apply newly acquired capabilities to real business challenges across supply chain management, quality management, production planning, manufacturing, and operational decision-making.
Digital Transition Programs
In response to the continued development of artificial intelligence and digital technologies, LITEON implemented a systematic AI capability development strategy in 2025 based on leadership sponsorship, technical capability building, and broad employee participation.
The strategy includes AI bootcamps for senior and department-level leaders, AI development camps for technical talent, AI seed talent programs, Copilot learning, and practical digital transformation projects. These initiatives enable employees to develop and apply advanced capabilities in AI, data analytics, process automation, business intelligence, digital dashboards, and smart manufacturing.
Key digital transition and smart manufacturing programs include:
- LiMI International Intelligent Manufacturing Talent Program: Launched in 2021, LiMI is a one-year systematic development program that combines general learning, technical training, practical projects, AI applications, Digital Twin technologies, and international mobility. From 2021 to 2025, five cohorts were delivered and nearly 200 smart manufacturing professionals were developed across Taiwan, Mainland China, Vietnam, and Thailand.
- Resilient Leadership Transformation Program: This program responds to management and organizational challenges identified by business units. In 2025, 23 sessions were delivered across business units and operating sites, with 759 participant attendances. The program strengthened situational leadership, employee motivation, team management, performance management, and organizational resilience.
- Smart Manufacturing Talent Advancement Program: The program develops manufacturing engineers and frontline leaders through structured technical and management pathways. In 2025, 531 newly hired engineers completed 13 structured courses totaling 16.5 hours. Course content covered manufacturing processes, quality management, process improvement, and supply chain fundamentals.
- Key Horizon Frontline Supervisor Program: This program applies the Training Within Industry methodology, practical cases, and scenario-based exercises to develop standardized work management, task assignment, coaching, and team leadership capabilities among frontline supervisors.
- Digital Twin Capability Development: Through training, internal capability building, and practical application projects, employees develop skills in virtual-physical integration, real-time production monitoring, intelligent quality management, and AI-enabled anomaly detection.
Young Talent Programs
LITEON develops future talent through structured early-career programs that combine technical expertise, AI capability building, cross-functional learning, and real-world project experience. Key programs include:
- Pilot Z Next-Generation Talent Development Program – cultivating AI-ready professionals in R&D, IT, and Finance functions.
- LiMI Intelligent Manufacturing Institute – developing globally mobile smart manufacturing talent through systematic technical and leadership training.
- LIGHT SEEKER Internship Program – providing international students and young talent with immersive learning, AI projects, and practical business experience.
- R&D Substitute Service Development Program – strengthening engineering capabilities through technical, AI, and cross-functional development pathways.
These programs support LITEON's long-term talent pipeline strategy and help prepare the next generation of technical experts, future leaders, and global talent.
Training Performance & Impact
LITEON evaluates training effectiveness using the Kirkpatrick model and links learning outcomes to organizational performance. Continuous monitoring helps ensure training investments generate measurable business value and capability growth.
FY2025 Human Capital Investment
|
 |
Human Capital Return on Investment
| 2020 | 2021 | 2022 | 2023 | 2024 | 2025 |
| 1.494 | 1.60 | 1.67 | 1.68 | 1.64 | 1.73 |
Quantitative Business Impact of the Programs
LITEON evaluates learning effectiveness through the Kirkpatrick Four-Level Model and a Five-Level ROI approach, linking talent development outcomes with organizational performance, operational excellence, and business value creation. In 2025, total training investment reached NT$558 million, with 5.53 million training hours delivered globally and an average of 153.1 training hours per employee. Learning effectiveness indicators included an average satisfaction score of 91.2 and an average learning assessment score of 88.9. Organizational-level outcomes showed per-employee revenue contribution of NT$4.59 million and per-employee net profit contribution of NT$0.42 million.
Key examples of measurable business impact include:
-
LITEON Digital Twin Program
The LITEON Digital Twin Program develops employee capabilities in virtual-physical integration, real-time monitoring, intelligent quality management, and AI-enabled anomaly detection. Employees apply these capabilities to manufacturing and quality improvement projects.The program has generated measurable business outcomes, including a 5% increase in product yield, a 20% reduction in quality-related costs, and a 30% decrease in customer complaints. These results demonstrate how advanced digital capability development can translate into improvements in manufacturing quality, cost management, and customer outcomes.
-
AI and Digital Capability Development
LITEON’s Digital Transition Program develops employees’ capabilities in artificial intelligence, data analytics, automation, digital dashboards, and technology-enabled problem-solving. Employees apply these capabilities through employee-led and cross-functional projects across supply chain management, quality analysis, manufacturing, production planning, health management, and operational decision-making.Selected employee-led digital innovation projects achieved measurable improvements, including process efficiency gains of approximately 60% to more than 70%, while processing and information retrieval time for selected activities was reduced by more than 90%.
In selected operational settings, digital dashboards and analytics applications improved production planning accuracy by more than 40 percentage points, material readiness performance by more than 20 percentage points, and task completion performance by nearly 30 percentage points.
These outcomes demonstrate a direct link between employee digital capability development and measurable improvements in operational efficiency, planning accuracy, execution effectiveness, and decision quality. More information on the business applications and governance of AI is available in LITEON’s AI and Technology section.
-
Smart Manufacturing Talent Advancement
The Smart Manufacturing Talent Advancement Program strengthened manufacturing, engineering, and frontline leadership capabilities across global operations. A total of 531 new engineers completed structured onboarding and manufacturing capability programs, while dedicated frontline supervisor development initiatives enhanced operational consistency, workforce readiness, and execution effectiveness, supporting long-term smart manufacturing transformation.
-
Young Talent Development Programs
LITEON's Pilot Z, LiMI Intelligent Manufacturing Institute, LIGHT SEEKER Internship Program, and R&D Substitute Service Development Program create a sustainable future talent pipeline. In 2025, Pilot Z attracted over 1,500 applicants and selected 33 high-potential talents, while LIGHT SEEKER recruited 74 interns from multiple countries and generated 38 pre-offer opportunities. These programs strengthen future leadership succession, AI capabilities, international mobility, and critical talent availability for long-term business growth.
Connecting Employee Development with Business Performance
LITEON’s employee development approach moves beyond measuring course participation. The company evaluates whether employees acquire relevant capabilities, apply those capabilities in their work, and create measurable improvements in operational efficiency, product quality, cost management, planning accuracy, execution effectiveness, and organizational capability.
The results of the Digital Twin, AI capability development, digital transformation, and smart manufacturing programs demonstrate how investment in employee development can be converted into measurable business value and support LITEON’s long-term digital transformation, operational excellence, and sustainable growth.
