Diverse Training Channels Empower Self-Directed Learning and Development
Talent serves as the core driving force for MERRY's sustained growth, with learning and development being the crucial pathway to ensure continuous appreciation of human capital. By elevating employee management and professional competencies through a learning organization,we enhance team performance and organizational operational efficiency. We adopt a dual-track talent development system, ensuring the right person, right position to maximize value; Constructing a 70-20-10 learning model, integrating corporate competencies and DNA to cultivate individual learning roadmaps. Every employee is empowered to leverage online and offline platforms to gain new insights, build professional expertise through their work, expand their perspectives through interaction, and advance guided by the spirit of collaborative learning, mutual betterment,and co-creation.
Trust and Open Communication
MERRY regards its employees as the most vital partners in its business operations. Grounded in talent sustainability, the company values and implements DEI (Diversity, Equity, and Inclusion) principles. It is committed to fostering a secure, equitable, and inclusive work environment, ensuring that employees are not subjected to discrimination, harassment,or unequal treatment based on race, gender, religious belief, age, political affiliation, or any other status protected by applicable laws. The company aspires for all employees, within a supportive workplace, to attain four types of returns: enhanced compensation and professional capabilities, strong camaraderie, and opportunities for philanthropic contributions.
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33.33% of Female Senior Executives Ratio
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Investment in training reached NT$6.85 million
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Total training hours 288,583 hours
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No major occupational disasters
Talent Development
Talent Development Policy and Commitment
Furthermore, in addition to internal talent cultivation,our learning culture extends to societal engagement, encompassing industry-academia collaboration, volunteer activities, Love Library, the Taiwan Happiness March, and corporate social responsibility, thereby demonstrating the company's commitment to "shared prosperity"with society.
Employee Training Implementation Results
Starting from 2021, we established a comprehensive talent development strategy to systematically strengthen our talent structure and dynamics, maintaining competitiveness in a rapidly changing market. The total investment in education and training in 2024 was 6.85 million, an increase of 1.59 million from 2023. Utilizing diverse knowledge channels and integrating the 70-20-10 rule, we cultivate MERRY's soft and hard skills, with an average training attendance of 37 hours in 2024. Adopting Kirkpatrick's Four-Level Evaluation Model to measure training effectiveness, while continuously exploring innovative methods such as digital and blended learning, to ensure employee training is closely aligned with the company's long-term development goals and contributes to sustainable development.
Annual Results of Kirkpatrick's Four-Level Evaluation Model
Participant feedback was collected through surveys to assess the effectiveness of training courses and gather constructive feedback.
- Course Satisfaction: Participants rated their satisfaction with the courses an average of 4.7 out of 5.
- In-Class Observation & Post-Training Interviews: Relevant learning insights were documented in the final report.
Level 1 Reaction
Learning assessments were conducted through in-class presentations/discussions and tests to understand the extent to which participants absorbed knowledge and mastered skills before and after training.
- Management Blueprint: 100% of participants successfully completed the in-class learning assessment.
- Professional Blueprint: 100% of participants successfully completed the in-class learning assessment.
- English Training: Participants demonstrated an 92% improvement rate in pre- and post-training tests.
Level 2 Evaluation Results
After training, participants' application and utilization of new knowledge and skills in their work were observed through action plans.
- Management Blueprint: 97% of participants completed their post-training action plans.
- Professional Blueprint: 100% of participants completed their post-training action plans.
Level 3 Learning Implementation
The impact of training on the company's business results was assessed by measuring concrete and direct contributions.
- Management Promotion Rate: 81% of employees who completed management training were promoted.
- Professional Promotion Rate: 23% of employees who completed professional training were promoted
Level 4 Business results
Talent Sustainability Capacity- Hard Skills and Soft Skills
MERRY’s Hard Skills X Soft Skills Training Blueprint
MERRY's Foundational Strength – Every talent joining MERRY embarks on a knowledge journey through experiential learning
70-20-10 Principle Learning Journey
MERRY’s Core Strength – Cultivating Key and Succession Talent Pipelines Through 'Right Person, Right Position' Principles
Cultivating Key Talent for Future Momentum
