To help employees maximize their potential, we have established a complete education and training system which maps out plans for short-, medium-, and long-term professional career development. In addition to increasing internal cohesion, the professional potential of employees is inspired and enhanced, and grow simultaneously with the company.
2025 annual training totals 17,963 hours, including 418 hours of new employee training, 7,694 hours of professional & general training, 431 hours of statutory training, while training fees total NT$1,716,053, including mandatory licensing training fee of NT$756,719.
OUCC Education and Training System
Professional Talent Training
A potential talent and leader nurturing mechanism has been implemented to search for competent successors for existing supervisory and management posts. We encourage talented staff to register for MBA degree programs at domestic universities to improve their management skills, establishing the foundation for the company’s long-term development.
Overall, though the direct impact of the pandemic diminished, the global industrial structures are still shrouded by its impact. Companies therefore have to constantly learn to enhance operational resilience amid uncertainty and adapt to the new market environment. To cope with the impact of post-pandemic industrial operations and liquidity, OUCC remains relentless in promoting employee training programs, continuously building professional knowledge and adaptability to challenges, and ensuring continued growth and advancement for employees amidst changes.
The outbreak of the global pandemic in 2020 forced many companies to tighten their employment plans, depriving new graduates and youngsters with little experience of employment chances.
To properly fulfill our corporate social responsibilities, OUCC has participated in the Workforce Development Agency’s Youth Flagship Program. Our recruitment efforts remain under pandemic pressure, targeting mainly at new graduates and those within 5-year experience and providing employment opportunities in domains of chemical research & development, methodology design, production process, logistics, environmental protection and the like.
Comprehensive industry fundamental training, work safety training, core general knowledge courses, as well as various professional OJT training allow new employees with little experience to learn from practice, and practice from learning. By incorporating the bi-weekly work journal, the real-time learning status can be tracked to provide feedback to the manager for further course adjustments proceeding in line with the aim of practical learning.
- Throughout this Program, 34 young people aged under 29 were hired within 4 years, and a total of 66 authorized licenses were obtained.
- In 2025, we applied for another 13 available posts, continuing to serve as a cradle for new talents training in the industry.
- Electronic-grade product training plan: Through training, employees are to be equipped with relevant knowledge, enhance their professional knowledge, to fully prepare electronic-grade products for target customers.
- AI training plan: Launch the AI training plan, arrange for senior executives to understand the AI and big data operations, to lay a solid foundation for digital transformation.
In 2024, our company collaborated with the Department of Chemical Engineering at National Chung Hsing University on the "TEEP (Global Outstanding Young Students Studying in Taiwan) Program," and also collaborated with Linyuan High School, where the factory is located, on the "ESG Sustainability Education Course," providing visiting and internship opportunities for local teachers and students and Indonesian students. At the same time, exchanges and discussions focused on "circular economy,""green products,"and"ESG in the chemical industry". Both parties gained industry knowledge, professional knowledge, and international perspective, and the coached class was assisted to produce the "Kaohsiung Municipal Linyuan High School Sustainability Report," marking a successful ending to the industry-academia collaboration.
Behavioral Level (L3): Reaping the results of learning
- Program for the reading power enhancement: A book “The Foundations of Industrial Safety Rudiment“ is selected for key units such as R&D and production, which is aimed at integrating the knowledge gained into daily operations.
- The Youth Flagship Program: Emphasizing hands-on learning through on-the-job training provided by each unit for organization continuity strengthening through the nurture of seeded talents and culture cultivation.
Result Level (L4): Changes and contributions made to the organization by the employee
- Electronics-Grade Product Training Program: In response to product diversification trends, specialized courses were introduced to strengthen employees' understanding and application capabilities of electronics-grade products, prepare them for future market demand.
- Artificial Intelligence Training Program: In line with digital transformation, departmental managers received in-depth training in AI and big data principles to enhance their technological application capabilities and accelerate digitalization.
- iPAS Green Supply Chain and Smart Production Training: From May to June 2024, 26 suppliers, along with 68 OUCC employees, participated in the training organized by the Ministry of Economic Affairs, covering carbon inventory, carbon footprint, and sustainability trends. The course was accompanied by a certification exam to reinforce knowledge application, strengthening OUCC's expertise in process optimization, waste recycling, and circular economy implementation.