Driving sustainable growth through career momentum, jointly building talent and organizational resilience
Talent is the strategic core of MERRYʼs vision and the driving force behind technological innovation and operational excellence. We are committed to building a“learning organization.ˮThrough a dual-track talent development system, we ensure employees are placed in roles that align with their interests and strengths, whether in management or specialized fields. To concretely enhance human capital, in 2025, MERRY independently developed an Individual Development Plan (IDP) system that integrates the 70-20-10 learning model to precisely align corporate competencies with employeesʼ career aspirations. By integrating online and offline resources, we have embedded the spirit of “learning together, thriving together, and creating togetherˮ into our organizational DNA, empowering employees to grow autonomously in a dynamic environment and achieve the sustainable goal of a win-win outcome where individual fulfillment and organizational performance go hand in hand.
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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27.15% of Female Senior Executives Ratio
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Investment in training reached NT$6.61 million
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Total training hours 267,221 hours
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No major occupational disasters for Full-time Employee
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Driving DEI to create a diverse and inclusive friendly workplace
Talent Development Policy and Commitment
Furthermore, beyond internal talent development, our learning culture extends to social initiatives such as industry-academia collaboration, volunteer activities, the"Library of Love," the "Taiwan Happiness March," and corporate social responsibility, demonstrating the companyʼs commitment to "shared prosperity" with society.
Employee Training Implementation Results
MERRY is committed to systematically upgrading its talent development initiatives to ensure that all employees—whether full-time, contract, or fixed-term—have equal access to learning and development opportunities. In 2025, the company invested NT$6.61 million in education and training, with a total of 267,221 training hours completed. Our development strategy has shifted from "broad coverage" to "targeted empowerment," deepening the application of the 70-20-10 rule and integrating the Kirkpatrick Four-Level Evaluation Model to ensure training outcomes are trackable and measurable. We have also introduced an Individual Development Plan (IDP) mechanism to align personal career development with corporate strategic goals. In 2026, we will continue to deepen our training system to strengthen the organizationʼs sustainable competitiveness.
*Notes:
1. 2025 data covers the period from January to November, excluding December training activities
2. 2021-2024 data encompasses the entire Merry Group; 2025 data currently reflects only Merry Electronics headquarters (MEHO)
Annual Results of Kirkpatrick's Four-Level Evaluation Model
Collect constructive feedback and insights from trainees on the effectiveness of training courses through surveys
- Course Satisfaction: 4.7 out of 5 (Five-point Scale)
- In-training Observation & Post-training Interview: Timely documentation of relevant learning information in the closing report.
Level 1 Learning Feedback
Through in-training presentations/ discussions, tests, and other methods,to assess the degree of trainees' Knowledge Absorption and
skill proficiency before and after training
- Management Blueprint In-training Learning Achievement Rate 100%
- Professional Blueprint In-training Learning Achievement Rate 100%
- English Training Pre- and Post-Test Improvement Rate 92%
Level 2 Learning Assessment
Following training, assess trainees' application and activation of acquired knowledge in their work through observation of action plans
- Management Blueprint Post-Course Assignment Completion Rate: 81%
- Professional Blueprint Post-Course Assignment Completion Rate: 100%
Level 3 Learning Application
Training directly and tangibly contributes to the company's business outcomes
- Managerial Promotion Rate: 85%
- Key Talent Promotion Rate: 43.9%
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 Hard Strength – Cultivating Key and Succession Talent Pipelines Through 'Right Person, Right Position' Principles
Cultivating Key Talent for Future Momentum
