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Annual performance
The Company has continued to demonstrate long-term achievements across three key areas—employee development, environmental and occupational safety management, and social care—building a sustainable enterprise characterized by both resilience and responsibility. First, in terms of talent development, employees participated in an average of 67 hours of education and training per year, reflecting the Company’s commitment to enhancing employees’ professional knowledge and career capabilities and to strengthening organizational competitiveness through systematic training mechanisms. By fostering a culture of continuous learning, employees are able to remain agile and innovative in a rapidly changing industry environment.
In the areas of environmental protection and occupational safety, all production sites in Taiwan and worldwide have obtained ISO 14001 Environmental Management System and ISO 45001 Occupational Health and Safety Management System certifications. This indicates that the Company has established a comprehensive EHS management framework, continuously improving process efficiency, reducing environmental impacts, and ensuring that all employees work in a safe and healthy environment. Consistent implementation across the global supply chain and manufacturing sites further demonstrates the Company’s commitment to unified management in its international operations.
At the same time, the Company has long invested in social welfare. From 2018 to 2024, the “Inspirational Care Activity” reached a cumulative total of 12,115 households, providing companionship and support to disadvantaged families through concrete actions. This sustained social engagement not only reflects the spirit of corporate citizenship, but also extends the Company’s positive impact into communities, creating broader and lasting value. Overall, the Company has achieved balanced and tangible sustainability outcomes across talent development, environmental protection, safety, and social contribution, working together with society to build a better future.
67 hours
Employees participate in educational training on average per year.
12115
Cumulative number of cared households from 2018 to 2024
We value the professional development of our employees.
Sunon values the career development of employees and believes that only education and training that keeps pace with the times can lead employees and the Company to grow together. Sunon's talent cultivation policy is "training objectives based on competency, cultivating employees to become professional elites, and creating the highest value for sustainable management". Sunon develops training system courses based on four aspects: new employees, professional competency, management competency, and self-development. In response to the Company's annual business objectives, training courses and project activities in different fields are promoted to continuously improve organizational competitiveness and employee competency.
Management skills
Senior Executive Management Training
Middle Management Training
Frontline Supervisor Management Training
Professional competencies
Thirteen major R&D competency courses
Quality Management
Internal Trainer Training
Self-development
E-Learning System
Healthcare
Policies and Regulations
International language proficiency
New Employee Training
Basic General Education Program
Basic Professional Program (by Position)
Corporate Culture
New Employee Training
In order for new employees to adapt to their work environment in a short period of time and meet the work requirements and goals given by the Company, after new employees report for duty, Sunon conducts two major categories of new training courses according to the new employee training course plan: general courses (such as: company overview, human resources operations, environmental safety and health training, labor rights protection, compliance with ethical standards, computer system operation, etc.) and basic professional courses for each position (such as: R&D system operation, safety regulation concepts, environmental protection regulations and materials, quality/environment/occupational health and safety management system awareness, etc.) to help new employees quickly integrate into the organization.
Professional Competencies
Professional competency training is based on the position content and business attributes to inventory the work abilities required by employees, and the annual training plan is dynamically adjusted with the annual training needs survey to enhance employees' professional abilities and cultivate future required competencies, and to effectively link training results with work performance.
Especially for product R&D engineers, 13 major competency learning maps are developed, including smart automation(mechanical), smart automation(electrical control), electronics, mechanical, thermal-fluid, module, motor, mold flow, bearing system, acoustics, manufacturing process development for ME, manufacturing process development for IE, CNC and reverse engineering, etc., and specific course lists for each competency are formulated. Through systematic training, Sunon's R&D elites are cultivated to continuously develop new products and improve customer satisfaction.
In order to enhance internal knowledge transfer and effectively utilize organizational talent resources, an internal lecturer system is promoted, regularly assigning elites to attend external courses, absorbing the latest technical information in the industry, and serving as seed lecturers to spread knowledge back to the enterprise. As of 2024, Sunon has trained 150 internal lecturers, and every year, outstanding lecturers are selected based on course satisfaction and teaching hours, and the chairman will personally present certificates and incentives to outstanding lecturers, shaping an organizational culture of continuous learning and sharing.
Management Competency
In terms of management talent cultivation, in addition to work learning and job experience, Sunon also plans different management awareness and management method and skill training for each level of supervisors (covering management attitude, concept and skill training courses), hoping that through this career development blueprint, the motivation of supervisors to continue learning and developing will be enhanced, and they will effectively lead the team to implement company strategies and plans to achieve business goals.
Sunon E-Learning System
Sunon continues to promote the digital learning model and builds an online learning platform, continuing to develop digital courses, allowing employees to learn without being limited by time and space. Currently, there are a total of 140 digital courses in various fields on Sunon's E-learning System, of which 166 are self-learning courses. In 2024, the number of people using online learning resources reached 26,770.
Our employee education and training policy does not differ by gender. In 2024, Sunon held a total of 568 courses and trained 64,617 people, accumulating 488,179 training hours. Overall, the average training hours per person was 67 hours, with an average of 77.72 hours for males and 56.23 hours for females.