Talent Learning and Development

Talent Development

Talent is a crucial resource for the Company’s sustainable development. Accton’s training policy is people-oriented, and we encourage our employees to become active learners. Based on the Company’s growth direction, organizational needs, and individual performance requirements, we formulate annual training plans to assist employees in learning and development. Through internal and external training courses and various learning activities, we nurture outstanding employees to enhance corporate operational efficiency. Internal training is divided into six major sectors, including: (N) new recruit orientation training, (E) work efficiency, (P) professional knowledge and skills, (Q) quality management, (H) environmental safety and occupational health, (M) leadership and management; external training is provided to employees in the form of courses or seminars organized by external professional organizations, where necessary. To improve foreign language level, each employee is provided with a fixed amount of subsidy for foreign language training each year to help employees improve their performance at work and team competitiveness. In 2023, Accton was recognized with the SGS 2023 ESG Awards: Talent Development Award.

Training Framework

Accton has created a dedicated training classroom and provided a Learning Management System (LMS) platform for online learning. Employees are provided with a convenient learning system free from time and spatial constraints.

To monitor learning effectiveness and ensure smooth operation of overall learning activities, the training department confirms the schedule for the following month at the end of each month and regularly compiles learning reports. According to a due diligence survey, Accton Group recorded a total of 69,281 training hours in 2023, with 35,828 training instances completed, averaging approximately 13.1 hours of learning per employee.

Average Training Hours per Employee by Level

Accton’s training programs are not confined to classrooms. Our value proposition is automotive learning. We encourage each employee to actively acquire new skills through projects, work guidance, deputizing, and product development meetings. When there is a need, units are actively encouraged to invite experts to teach and discuss together and accumulate their valuable practical experience from real cases.

Diverse and Equal Learning Development

Accton’s employee composition is diverse. To accommodate this diversity, training materials are available in English, with online courses also featuring English narration. Internal communications, newsletters, and public information are presented in both Chinese and English. For Filipino employees, native language announcements are provided in dormitories.

Accton includes R&D and manufacturing, with more males proportionally in R&D roles. The majority of training in 2023 was professional knowledge, aligning training hours with employee proportions. The gender difference in training hours at Edgecore Networks is minimal. At JoyTech and Vietnam Accton, due to industry nature, males predominantly received machinery operation training.

To promote talent development, we have adopted the following ways and strategies to help employees grow and develop, while also improving Accton’s competitiveness and business performance.

To enhance the transfer of knowledge and experience within the Company and provide a platform for professional talent, Accton has established a Train The Trainer program. The HR department has created an internal instructor system and guidelines, offering training courses for internal instructors. Additionally, various activities such as book clubs, themed luncheons, instructor outings, special events for Teachers’ Day, and excellent instructor recognition and award ceremonies are organized. These activities foster a positive atmosphere for internal instructors, creating a culture of sharing and learning.

Accton values every talent, offering training activities regardless of age, gender, or position. The training hours and attendance for various age groups in Taiwan, Mainland China, and Vietnam in 2023 are summarized as follows:

Quality Management

To ensure that Accton’s products are in line with the product safety standards of different countries and ensure the safety of users, we have established product safety standard measurement practices and completed relevant training, and have obtained corresponding certification qualifications.

  • Product Quality: ISO 9001:2015 Quality Management System, TL 9000-H R6.3/R5.7 Telecom Quality Management System, and IECQ QC080000:2017 HSPM Hazardous Substance Process Management System.
  • Occupational Safety and Health Management: ISO 14001:2015 Environmental Management System, ISO 45001:2018 Occupational Health and Safety Management System, and ISO 14064-1:2018 Greenhouse Gas Inventory.
  • Energy Management: ISO 50001:2018 Energy Management System (Accton Headquarters and JoyTech).
  • Security Management: AEO (JoyTech) and ISO 28000:2022 Security Management System (Accton Zhunan Plant, Accton Headquarters, Accton RMA Plant).
  • Business Continuity: ISO 22301:2019 Business Continuity Management System (Accton Headquarters, Accton Zhunan Plant).

To adhere to the principle of “Do the right thing right the first time,” Accton has established training classrooms within the production line. New direct employees, including full-time staff, migrant workers, and temporary workers, must undergo a mandatory general training course on their first day and several days simulation production line training courses. The course content includes both foundational theoretical learning (academic) and practical operation courses at each simulation station (technical). Each subject must meet passing standards for certification before proceeding to on-the-job training (OJT). Skilled employees guide new employees through hands-on training at the worksite, and the production line supervisor evaluates the newcomers’ learning outcomes to ensure they meet Accton’s quality standards before officially starting work. This ensures that quality management begins at the source to prevent quality risks during production caused by inexperienced new employees.

Accton E-Charity’s “Podcast New Wave: Trendy Seniors Invite You to Stay Young At Heart!”

Accton E-Charity, in collaboration with the Chiayi City Government Health Bureau, has pioneered the launch of a new wave of senior podcasters. Over two years, they guided Chiayi’s trendy seniors to “go on air!” On September 16-17, a results exhibition was held at the “Youth Soul Lab” in Chiayi City. In 2022, Accton E-Charity successfully launched the “Trendy Seniors on Air” podcast channel. In 2023, they aimed to evolve this group into a self-sufficient production team through professional training and division of labor, enabling them to continue sharing their life stories through new media. This initiative hopes to inspire all seniors to enjoy and create a unique and vibrant life.

Volunteering

Accton continues to harness the power of its employees, promoting various volunteer initiatives and encouraging employees to engage in different volunteer services. The aim is to enable employees to exert their influence and collectively work towards the goal of diversity and inclusion.

Accton encourages employees to embrace giving, serve others, and find value and meaning in life. Employees have the option to participate in volunteer activities organized by the Accton Group or external organizations. In 2023, 14 employees contributed a total of 89 volunteer hours. Their service included assisting at elderly care centers, conducting resume clinics, participating in elementary school Christmas charity sales, and providing Mandarin tutoring for children in rural areas.

The First Step Towards Social Inclusion Begins with Understanding In May, employees and their families were led to Taitung to visit and accompany Accton’s longterm philanthropic partners, “Kids’ Book House” and “Jinlun Friendly Workshop.” In the morning, we visited the “Black Kid, Black Coffee” training center, where young people are trained before entering the workforce. We learned about the growth journey of these children, who were raised in the Book House, and how they give back to the Taitung community with their skills and expertise in a virtuous cycle. We also visited the “Kids’ Book House (Qinglin Bookhouse),” Taiwan’s first steelframe adobe house, built through the combined efforts of children, the community, and the public. This house serves as a place for the Book House children to study, dine, and maintain a selfsufficient vegetable garden.

Fostering Deeper Connections through Accompaniment The children with multiple physical and mental disabilities at the Taipei St. Anne’s Home had been unable to go outdoors due to the COVID-19 pandemic. After many years, the pandemic restrictions were finally lifted. To help employees better understand and connect with the children, Saint Anne’s teachers prepared pairing lists and detailed each child’s characteristics and special needs. On June 30, Accton’s volunteers took the children to the National Museum of Marine Science and Technology, where they explored various exhibition halls, observed marine life up close, participated in interactive experiences, and assisted the children with meals. After lunch, employees helped the teachers by pushing the children’s wheelchairs to the restrooms for diaper changes and comforting the children during the process. The volunteers engaged in simple conversations and listened attentively to the children.

In August, the Accton Arts Foundation invited seven major social welfare organizations, namely the Luway Opportunity Center, the Sisters of Our Lady of China Catholic Charity Social Welfare Foundation, the Beunen Foundation, the Abundant Blessings Community Association of Taiwan, the Abao Education Foundation, the Saint Joseph Social Welfare Foundation, and the Ai Heng Training Center for Mental Retardation, to collaborate. Using the openness and experimental nature of art, the themed curation led the service recipients of these institutions to engage with art. Through multifaceted dialogues between artists and friends with disabilities, the exhibition opened up new ways of imagining and creating art, building a platform for both the general public and people with disabilities to participate and interact. During the exhibition, Accton’s visually impaired baristas conducted charity coffee sales, supported by six Accton volunteers who helped with exhibition explanations, guiding visitors to interact with the artworks, filling out questionnaires, assisting the visually impaired baristas, and providing support for manual coffee brewing. The aim was to use art to bridge the gap between people with disabilities, artistic creation, and the audience.

鼓勵員工自主學習，提升個人績效及潛能

人才學習與發展

人才是公司永續發展的重要資源，智邦的理念是以人為本，鼓勵每位員工自主學習。根據公司的成長方向、組織需求以及個人績效要求，制定年度訓練計畫，協助員工進行學習發展，透過內外部訓練課程及各類學習活動，培育優秀員工，以提升公司營運效益。

數位學習

2021 年五月疫情嚴峻，相關訓練等活動暫緩實施，廠區因應防疫政策，派遣人數及外籍移工下降，產線訓練較去年下降。雖受限於疫情影響，智邦自2020 年開始致力發展學習資源，數位課堂數由原本占比16%，至2021 年已達54%，數位學習時數亦較2020 年上升1,164 小時，增幅104%。

Talent Learning and Development

鼓勵員工自主學習，提升個人績效及潛能

人才學習與發展

人才是公司永續發展的重要資源，智邦的理念是以人為本，鼓勵每位員工自主學習。根據公司的成長方向、組織需求以及個人績效要求，制定年度訓練計畫，協助員工進行學習發展，透過內外部訓練課程及各類學習活動，培育優秀員工，以提升公司營運效益。

數位學習

2021 年五月疫情嚴峻，相關訓練等活動暫緩實施，廠區因應防疫政策，派遣人數及外籍移工下降，產線訓練較去年下降。雖受限於疫情影響，智邦自2020 年開始致力發展學習資源，數位課堂數由原本占比16%，至2021 年已達54%，數位學習時數亦較2020 年上升1,164 小時，增幅104%。

Care for Foreign Workers

In addition to complying with international human rights and RBA regulations, we treat our foreign employees as our family members and provide them with extra care and warmth in the hope that they can live and work happily in Accton.

Talent Development and Learning

Talent is an important resource for the company’s sustainable development. Accton’s philosophy is people-oriented and encourages each employee to learn on their own. Based on the company’s growth direction, organizational needs and individual performance requirements, we formulate annual training plans to assist employees in learning and development, and cultivate outstanding employees through internal and external training courses and various learning activities to enhance the company’s operational efficiency.

Digital Learning

In response to the pandemic, the number of dispatched workers and foreign migrant workers decreased, and production line training decreased compared to last year. Despite the impact of the epidemic, Accton started to develop learning resources in 2020, and the number of digital classes has increased from 16% to 54% in 2021, and the number of digital learning hours has increased by 1,164 hours or 104% compared to 2020.