Human Capital Development

LITEON's Commitment to Cultivating Talents

LITEON is dedicated to developing smart manufacturing technology talent to facilitate digital transformation and address the short, medium, and long-term needs for enhancing AI capabilities. The company is committed to training and investing in its workforce, having established a comprehensive training and development system aligned with its strategic goals, vision, values, and organizational culture. This system offers a complete career

Employee Development Programs: Enhancing Skills and Driving Business Value

LITEON is committed to fostering a culture of continuous learning through comprehensive employee development programs that upgrade and improve employees' skills. These programs are strategically designed to build capabilities in organizational culture, effective growth, innovation and technology, and leadership excellence, aligning with our ELITE Talent Development 2.0 framework. We deliver these via internal and external learning methods, structured curricula, digital platforms (e.g., Learning Center and LITEON TV), and targeted initiatives such as leadership pathways, digital transition programs (e.g., LiMI, IDEA, Digital Twin, Train of Transformation), and functional academies. In principle, these employee development programs and training resources (e.g., Learning Center, LITEON TV, internal courses, and cross-functional networks) are available to all employees, including full-time, contractual, and part-time employees in our own workforce, ensuring broad accessibility for skill enhancement. Additionally, non-LITEON personnel (e.g., dispatch workers, totaling 1,778 in 2024) receive necessary safety, hazard awareness, and compliance training upon entry. Key aspects of our programs, including learning methods, program types, and quantitative business impacts, as detailed below.

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Learning Methods Offered for Employee Development

Our employee development programs incorporate a mix of internal and external learning methods to enhance skills beyond basic job requirements. These include:

• 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.

Types of Programs Offered for Employee Development

We offer diverse programs tailored to strategic needs, focusing on leadership, cultural fluency, life transitions, and digital adaptation:

• Leadership Development Program: These initiatives enhance personal and strategic leadership skills for current and future leaders. Our layered leadership roadmaps and Executive Development Program (EDP) cover modules like Cultural Shaping, Leadership Development, Transformational Growth, and Strategic Planning, using external case studies and global programs to build a common leadership language and increase leadership density.
• Cultural Education: Programs promote awareness and respect for diverse cultural backgrounds in our multicultural workforce. This includes multicultural awareness training and celebrations, such as World Migrants Day events (December 18), cross-cultural employee groups (e.g., "Filipino-American Society" and "Taiwan-Vietnam Cultural Research Society"), multilingual communications and payslips, and DEI courses on unconscious bias. These efforts foster an inclusive environment and support cross-border collaboration.
• Internal Transfer or Rotation Policy: Upholding the principle of "internal recruitment first, external hiring second," LITEON employees have priority opportunities for job rotation. The company maintains an internal job recruitment platform that publicly posts internal job openings, requirements, and descriptions, allowing LITEON employees to actively apply for internal positions through the system. In 2024, the number of rotations in the Taiwan region was 331, accounting for 10%.
• Transition Program for Retiring and Terminated Employees: We provide transition assistance to support employability and manage career endings. Through our Employee Assistance Program (EAP), high-age employees receive one-on-one counseling for pre-retirement planning, including health management, financial planning, life adjustments, retraining, and counseling for non-working life transitions. HR also conducts regular assessments for retirement-eligible employees to facilitate smooth career planning. Additionally, professional/high-level employees have a mechanism to transition to consultant roles post-retirement.
• Digital Transition Program: These programs equip employees with skills for digital tools and processes to drive efficiency and innovation. Key examples include:
• LiMI (LITEON Intelligent Manufacturing Initiative): A one-year program blending AI and automation training, cultivating 139 talents from 2021-2024.
• Train of Transformation: Modular, business-specific upskilling with 5 sessions and 168 participants in 2024.
• LITEON Digital Twin: Focused on virtual-physical synchronization and real-time monitoring (detailed in quantitative impact section below).
• Kaohsiung OCS Capability Uplift Program: Launched December 2024, this initiative includes interviews, surveys, and 13 foundational courses on factory processes, quality principles, and tools to accelerate new-hire integration (details in quantitative impact section).
• IDEA Program: A six-month program for high-potential talent, integrating AI tools like Power BI, xDB, and GenAI for data dashboards and pain-point solutions (details in quantitative impact section).

Quantitative Business Impact of the Programs

We measure and disclose quantitative business impacts using frameworks like Kirkpatrick's four levels and 5-level ROI, linking training outcomes to operational efficiency, productivity, and financial metrics. Overall, 2024 training averaged 160.1 hours per employee, with L4 results including per-employee revenue contribution of NT$4.3 million and net profit of NT$0.47 million; L3 behavioral metrics showed 94.4% retention for key direct labor and low monthly turnover (0.7% for males, 0.3% for females). Specific program-linked impacts include:

• LITEON Digital Twin: This initiative delivered 14 training sessions with 953 participants, cultivating 48 internal seed talents for deployment. It enables virtual-physical machine synchronization, second-level quality parameter monitoring, real-time alerting, and remote collaboration, reducing process variation and response times. Business outcomes: improved product yield by 5%, reduced cost of quality by 20%, decreased customer complaints by 30%, and enhanced customer satisfaction, culminating in a supply-chain quality award in May 2025.
• Kaohsiung OCS Capability Uplift Program: Post-training surveys showed self-assessed mastery of factory operations and quality management rising from 75% to 87%, accelerating onboarding, building shared language, and shortening integration periods for operational efficiency.
• IDEA Program: In six months, it produced 8 solutions optimizing workflows. Examples: Reduced automotive electronics R&D material parameter acquisition time from 2 weeks to 1 day via real-time dashboards, boosting efficiency and accuracy; cut patent literature screening time to 1/2-2/3 of original via AI integration, enhancing research precision and competitive edge in new domains.

These metrics demonstrate direct links to improved efficiency, cost savings, and revenue potential, optimizing human capital investments.

➤ For more information, please go to the Human Resources "LIFE at LITEON" Learning and development section

Training Performance Overview

In 2023, LITEON employees completed 29,567 training sessions and a total of 1,167,999 training hours. On average each person completed 39.5 training hours. (including 1.0 hours of general compliance training and anti-corruption training)

Human Capital Return on Investment