Talent Development

Talent Development

To enhance industry innovation and capability, Acter actively recruits, cultivates, and retains high-caliber professionals. We provide comprehensive and diversified training programs—including in-person sessions, online courses, and external development opportunities—to offer a wide range of learning resources. These efforts aim to boost organizational productivity and innovation, thereby supporting the Company’s steady and sustainable growth.

Talent Cultivation Program
 

To advance towards the corporate vision of “innovation and sustainability”, Acter has established essential management functions across all levels of supervision and defined core and professional competency requirements for general employees. In addition to compulsory courses aimed at enhancing work efficiency, our employees have the opportunity to enroll in various elective courses tailored to their individual needs and future career development plans. These initiatives prepare them effectively for their next career stages. Annually, in the fourth quarter (Q4), the Company conducts training needs assessments. Based on the results, we then design development programs aligned with the occupational requirements of supervisors and employees, thereby achieving objectives such as preserving corporate culture, enhancing managerial capabilities among supervisors, and nurturing talent within the organization.At Acter, education and training extend beyond classroom lectures or course promotion. Through the integration and application of corporate resources, we aim to provide employees with a comprehensive learning environment.
 

Item Descriptions
Cultivation and Development of
the Board of Directors and Executive

- Regularly report to the Board of Directors to ensure that the cultivation of senior managers aligns with the company's operational and developmental direction.
- Development methods include task rotation to gain diverse experiences, a senior executive training mechanism, enhancement of professional competencies, and personal development plans.
               Development of High-Potential Talents

  • - Conduct an annual inventory of high-potential talents.

  • - Accelerate the development of high-potential talents through development plans, including job assignments for further growth and personal development plans.

          Development of Supervisors’ Leadership

  • - Hold regular internal discussions on the development of organizations, senior executives, and rotation plans
    - Design workshops for the development and needs of different organizations to guide supervisors’ thinking and discussions.
    - Organize annual training programs within and outside the company to develop supervisors’ leadership skills.

      Development of Professional Skills

-  Provide personal effectiveness courses and diverse learning resources for non-supervisors to enhance work efficiency, such as those focusing on improving communication skills.
-  Offer education and training on basic and key skills within and outside the company, such as energy-saving design for air conditioning systems and air conditioning design for server rooms.

Acter A+ Academy

Acter has established a comprehensive digital learning platform through the launch of the Acter A+ Academy, which consolidates diverse training resources into a single online system to support employees’ continuous development. Guided by the principles of "cross-functional, around-the-clock, and global accessibility," the platform enables real-time, borderless learning for our global workforce. The system assigns mandatory credits based on each employee’s role-specific competency requirements, while also offering the flexibility for individuals to select courses aligned with their personal development goals and interests.

The Acter A+ Academy comprises 6 major faculties — Engineering Management, Business Administration, Technology and Innovation, Leadership and Management, Occupational Health and Safety, and General Education. Each curriculum is tailored to specific job functions and includes course assessments and surveys to ensure learning effectiveness. In addition, Acter’s Human Resources Department conducts an annual Training Satisfaction Survey in the fourth quarter to collect employee feedback. The results are used to provide targeted recommendations and implement continuous improvements, fostering the holistic development of employees’ professional capabilities.
 

Statistics on the Number of Education and Training Sessions
Internal/ external training 2023 2024 2025
No. of internal training programs 467 467 535
No. of external training programs 427 407 433
Total number of training programs 894 874 968

 Statistics on Employees’ Average Training Hours (Unit: Hour)
Employee Grade/ Gender/ Year 2023 2024 2025
Senior managers (above the deputy general manager level)/Male 15.66 4.8 5.4
Senior managers (above the deputy general manager level)/Male/Female - - -
Middle-level managers (above the manager level)/Male 37.89 22.71 17.4
Middle-level managers (above the manager level)/Female 20.93 21.62 12.8
Junior managers (above the section chief level)/Male 56.41 20.84 19.5
Junior managers (above the section chief level)/Female 45.23 27.22 20.2
General employees/Male 44.35 25.93 27.9
General employees/Female 28.90 25.45 21.6
Total hours 11,410



Statistics on the Total of Education and Training Budget (Unit: NTD)
Internal or External Training/
Employee’s Gender/ Year		 2023 2024 2025
Internal Trainings/Male 5,915,267 3,158,370 4,485,515
Internal Trainings/Female 2,535,021 1,944,612 2,049,825
External Trainings/Male 5,494,200 4,281,535 4,025,350
External Trainings/Female 1,251,720 1,562,005 1,139,740
Total Amount 15,196,208 10,946,522 11,700,431

Effectiveness of  Education and Training (Unit: NTD)
 
Index/Year 2023 2024 2025
Average training cost per employee 39,573 26,441 24,581
Average cost per male employee 43,883 26,571 26,268
Average cost per female employee 30,538 26,169 20,984
Achievement rate of individual plan 86% 87.01% 86.01%
Achievement rate of professional skills 75.88% 84.05% 80.00%
Achievement rate of professional trainings 100% 100% 100%
Education and training satisfaction level 88.04 87.78 89.64
Proportion of personnel participated in performance assessment 96.88% 91.22% 94.75%
Cultivation of New-Generation Talents

Acter is committed to cultivating professional talent for the industry. Through diversified and comprehensive talent development programs, the Company provides young people with opportunities for learning and practical experience, helping them transition smoothly from academia to the workplace. Acter continues to collaborate with colleges and universities and invest relevant resources in experiential learning opportunities, including internship programs and project-based participation. These initiatives encourage young talent to gain industry exposure, develop an understanding of engineering services operations and project management practices, and rapidly build professional competencies.

To ensure the effectiveness and quality of its talent development initiatives, Acter has established regular performance review and feedback mechanisms and continues to optimize program content and collaboration models, thereby laying a solid foundation for the long-term development of both the Company and the industry.

Cultivation Programs Descriptions Achievements in 2025
Corporate internships We established strategic partnerships with schools and have provided internship opportunities every year to encourage young students to apply what they have learned. Through one-on-one mentorship, we help students earn credits for corporate internships and gain practical experience Number of interns: 20 Number of interns retained: 13 Retention rate: 65%
Industry-academia training programs Through dedicated industry-academia collaboration programs, students are provided with structured practical training and professional courses, enabling them to bridge academic learning with industry practices and enhance their job readiness. Collaborated with the Department of Refrigeration, Air-Conditioning and Energy Engineering at NCUT to provide internship opportunities for 2 students.
Scholarships Scholarship programs have been established in collaboration with partner colleges and universities, with scholarships awarded each semester to provide students with financial support for their studies and encourage their academic and professional development. Collaborated with NCUT, NYUST, and NKUST. Number of scholarship recipients: 36 Total scholarships awarded: NTD570,000
Campus Recruitment Information Sessions
The Company actively participates in campus recruitment information sessions. Through face-to-face engagement and information sharing, students gain a better understanding of the Company’s corporate culture, career development opportunities, and job responsibilities. These initiatives enhance the effectiveness of talent matching while fostering transparent and equitable recruitment channels.
A total of 9 information sessions were held.