New Hire Skill Tree

The Company has a well-planned new hire skill tree, utilizing both digital and in-person learning modes to help new employees quickly adapt and integrate into the organizational culture. In terms of professional responsibilities, have a comprehensive understanding of the resources and systems required for the role and collaborate to contribute to the organization.

Innovative R&D Learning

Based on different R&D expertise, we have developed an R&D training roadmap and arranged internal and external technical sharing seminars to accumulate technical competence, so that our colleagues can connect and be in sync with the world, staying up-to-date with the latest technological knowledge.

Management Leadership Program

M31 places great importance on the continuous improvement and learning of supervisors, offering a diverse range of management courses, including supervisors’ book clubs, online learning platforms, managerial skills courses, financial statement reading and analysis, executive-level seminars, and more. These initiatives gradually accumulate leadership and management thinking among our supervisors.

Professional Development Program

In order to cultivate the key competencies of each job function, the Company plans professional courses in accordance with the annual key development strategies, including project management, quality training, recruiting skills, patents, and many other courses, to actively strengthen the key competencies of each professional staff.

Annual Boutique Seminar

Each year, 1 to 2 high quality seminars are carefully arranged, with a variety of themes including insights from outstanding people across industries, humanities, arts and culture, chicken soup for the soul, boutique culture…etc. Through the sharing of experts and scholars in various fields, the essence of the boutique cultural connotation is learned.

Diverse Learning Experience

Based on the annual employee training needs assessment, the Company will offer training programs are not limited to professional skills, such as financial planning seminars, wine-tasting sessions that resonate with the Company’s boutique culture, English learning communities, health promotion seminars, and work-life balance parenting courses. Through multifaceted learning and exploration, colleagues are able to develop their potential and broaden their learning experiences.

Comprehensive Skill Tree System for New Employees

New hires are a critical aspect of M31’s talent strategy. To facilitate new hires’ rapid integration into the workplace and company culture, M31 employs a comprehensive skill tree system that ensures thorough new hire training. Dedicated mentors from respective departments, assigned by supervisors, provide real-time assistance in both work and life. Supervisors and HR departments also conduct assessments with new hires to understand their adaptation status, offering feedback and helping to shorten the learning curve and enhance retention rates.

E-Learning

M31 provides each new hire with a personalized online “New Employee Handbook,” which is connected to the E-Learning platform. New hires can independently learn general courses such as product/quality/environmental safety/human resources/documentation, and also receive training in specialized courses arranged by their respective supervisors. Through the system, supervisors can monitor the new hires’ learning progress and subsequently evaluate learning effectiveness.

In-Person Learning

Each new hire is assigned a dedicated mentor for a three-month period. Through the mentorship program’s implementation, new hires receive assistance during their on-the-job training process, enabling them to quickly adapt to the organizational culture and workflow.

In addition, the first lesson for M31ers is personally taught by the CEO to convey the company’s boutique culture, allowing that new hires can understand the core values and future development of the company while deeply experiencing the company’s care and emphasis on new talent.