Career Development

The Nurturing of New Recruits / Mentor System
The Company has established the guidance method for new recruits. Through the mentor system and educational trainings for the newly recruited employees, they can become familiar with the environment quicker and develop a sense of identity with the company. In terms of professional knowledge, we make plans for a comprehensive foundation course. The courses are designed in a dual track structure for depth and breadth, out of the framework of the job position. This is to assist employees to form understanding and confidence to their work soon, blending with the department team, getting to know the Sinon big family and to create a harmonious workplace together.

Mentor System
Since the first day of reporting to work, every recruit will be assigned a dedicated mentor out of the job hierarchy framework. Through the passing on of the experiences of the mentor, the employee can blend into the work environment quickly and elevate one's work techniques. This will further satisfy the needs for self-realization and concurrently increase the organization competitiveness and enhance the overall organization performance. In the 60-day mentor plan, the mentor will provide dedicated guidance and care under the weekly plan execution to bring the distance closer between the officer and recruit, and to assist the new partner in resolving problems in work or life enabling a steady development and to lower the turnover rate. Lastly, the plan will end with a project report and reflections to provide new employees an opportunity to perform. This can also be a good timing for the manager to acknowledge the employee and to boost their confidence.
The mentor system is the best case for teaching and learning. Through the foundational teachings, it can enrich the mentor's own power and on the other hand, it can satisfy one's sense of achievement, connections of human relationships and so on intrinsic motivations. This helps to lower the sense of stagnation in the career of the senior personnel. This shows the company values the spirit of every talent.

Educational Trainings for New Employees
Internal lecturers will guide the new employees in a way that is simple to understand for them to quickly learn about the company's core values, organization structure, welfare measures, basic safety and health/fire prevention awareness, the company's internal management policy advocacy, such as human rights policy and so on common core courses. Using a soft course design method to enable the new personnel to learn the different aspects of knowledge, reducing the insecurity and anxiety of the new personnel that arise from facing the new environment.

Diverse Learning Development Opportunities
Combining the performance appraisal system, every employee formulates individual learning growth performance index based on their career development each year. Through the setting of self-goals, promote the refining of work efficiency and employee self-learning. Every department will formulate the annual training plan based on the management strategies. Through internal lecturers or by inviting government officials, or academic experts for lectures, the scope of the courses covers four major core areas, namely, new employee trainings, professional trainings, management and leadership trainings for different levels, and self-development. The courses are to be tailor-made that are timely and most suitable for Sinon personnel, assisting employees to exhibit core values and to achieve the company vision and strategies.
In addition, depending on the employees' work and development needs, they can apply for external training through the recommendation of the human resources department, assignment by the department, or individual application, and attend courses held by external professional organizations to enhance their personal capabilities.
To ensure the effectiveness of the trainings, result evaluation will be conducted through tests, lecturer evaluation, reflections report, obtaining of licenses and so on methods based on the nature of the course. The evaluation results will become a reference basis for future training plans and adjustments.

Highlights of courses and training for the year
In 2023, the Company invested about NT$ 2.59 million in employee educational training, with 13,739 training visits, annual per capita training costs of approximately NT$ 1,878, and annual per capita training hours of approximately 12.46 hours.
Under the principle of gender equality, the Company aims to provide professional training for all positions and duties, and to implement equal education and training. However, most on-site operators in the chemical industry are male, and the overall course categories are mostly focused on on-site safety and environmental and safety and health courses, so the average number of training hours for males is higher than that for females. In terms of job position, the average training hours of supervisors are higher than that of general employees, which indicates that the Company attaches great importance to talent retention and continues to strengthen the relevant professional skills of supervisors.
In order to enhance the quality of courses and to overcome the limitations of courses in time and location, the Company has established “Sinon Online Digital Learning Platform”, and some common courses are conducted online. A total of 6 new courses were added in 2023, including information security, integrity management, carbon inventory, and new employee education and training, so that employees’ learning is no longer restricted by location and increases the flexibility for employees to freely allocate class time. In addition to the Company’s own education and training, the Company also offers courses from external organizations to enhance the scope of training so that employees can broaden their horizons, thus maximizing the benefits of education and training.