Corporate Sustainability
Talent Training and Development
Employee Training and Development Plan：
Training and Development
NAE provides diverse learning channels and educational training, and supports employees’ on-the-job development plans to cultivate the skills, knowledge, and management abilities required in the workplace, thereby improving employee performance and company business performance.
In accordance with its business philosophy and corporate culture, NAE implements talent development programs and arranges educational training courses in line with management’s talent strategy planning. The Company completes its annual training plan and supports employees in achieving their personal career learning and development goals.
Education and Training Framework
The education and training program comprises three main components: ‘New Employee Training’, ‘On-the-Job Training’, and ‘Self-Development’. It comprehensively plans training courses necessary for employee career development, training employees’ skills and knowledge, cultivating their learning abilities, establishing employee learning maps, and ultimately extending to individual self-learning and development.
Personal Training and Development Plan
Based on employees’ educational and professional backgrounds, work styles, and professional functions, supervisors and employees jointly discuss and plan the content of continuing education courses for different career stages, providing colleagues with the most suitable training program solutions.
Diverse Learning Channels
We receive information on various training courses both internally and externally, and promptly provide employees with opportunities to arrange further education plans. This aims to enable employees to improve their workplace performance and grow together with the company through diverse learning channels.
Employee Training and Development Plan Implementation Status
In 2025, NAE Taiwan’s parent company invested 30 hours in employee training programs, with 14 participants and course costs totaling NT$82,000.
Talent Development and Management：
NAE plans corresponding education and training courses for different levels and positions to enhance employees’ professional skills, improve management capabilities, achieve company operational goals, and strengthen corporate competitiveness. In 2024, NAE enabled employees to keep up with the times and learn new knowledge through diverse training methods such as new employee training, departmental on-the-job training, project training, mentorship programs, and job rotations. In 2024, the number of participants in education and training reached 1,134, with a total training time of 2,675 hours.
- Talent Development and Development Courses:
- Average Training Hours in the Past Three Years:
Employee benefit plans：
In addition to the basic protections provided by the Labor Standards Act and related regulations, our company’s employee welfare measures also include:
- Year-end bonuses and employee rewards.
- Bonuses for festivals, wedding, childbirth, and birthday.
- Education and training subsidies.
- Employee trips.
- Year-end party lucky draw, tea and gift, gatherings, and various team-building activities.
- Assistance for injuries, funerals, and emergencies.
Continuing education and training：
The company’s education and training system is divided into pre-service training and on-the-job training. It is hoped that every employee can learn about the company’s operation situation and continuously strengthen their own professional skills after serving.
Retirement system and implementation：
Retirement System:
【Voluntary Retirement】
- Employees who have worked for the company for 15 years or more and are 55 years of age or older.
- Employees who have worked for the company for 25 years or more.
- Employees who have worked for the company for 10 years or more and are 60 years of age or older.
【Mandatory Retirement】
- Employees who are 65 years of age or older.
- Employees who are physically or mentally disabled and unable to perform their work.
- The age stipulated in paragraph I may be postponed through negotiation between the employer and employee; for employees performing work involving danger, strenuous physical labor, or other special circumstances, the company may request the central competent authority to adjust the retirement age, but the age must not be less than 55 years of age.
Implementation Status:
The company allocates 6% of employees’ salaries monthly to their individual accounts with the Labor Insurance Bureau, in accordance with the Labor Standards Act. To date,there have been no instances of overdue payments or fines related to retirement funds.