Career Development


A company’s sustainable management and continuous improvement need to arise from the development and cultivation of its human capital. NANPAO’s training policy is “to develop competencies of the Organization in accordance with the Company’s vision and strategies so that the corporate culture and values are ingrained in the day-to-day actions of employees. We will develop unique competitive advantages through continuously enhancing core competencies, and foster well-rounded and globalized management talent, and formulate an organizational culture keen on learning and practice.”


The Company’s educational training system has been categorized into three types according to functionalities: new employee educational training, professional competencies, and management competencies. Such classification is made to ensure that the professional capabilities and skills needed in each role and rank can be achieved through specific, systematic training. Below is a summary of each training type:





Senior manager management competency

Middle manager management competency

Supervisor management competency




R&D / Quality management



Business affairs



Newcomer Orientation

Organizational culture

Work regulations

Overview of occupational safety regulations

General course on basic hazards, etc.


  • Employee Competency Enhancement and Timely Facilitation:

NANPAO provides diverse and enriched learning channels and developmental resources according to individual working needs, performance evaluation results, and career developmental needs. These resources include on-the-job training, classroom training, work coaching, the mentorship system, job rotation, and more. We conduct research for the employee competency and cultivation plan and require department managers to inspect the deficiencies in functionalities and employee skills based on job profiles and the talent development plan. This will help promote effective resource utilization, as well as systematically cultivate talent and establish talent and technical knowledge database, creating more value for the Organization.


  • Performance Evaluation:

NANPAO’s performance evaluation include probational period evaluation, day-to-day evaluation, and annual evaluation. Evaluation is compulsory for all employees who have worked at the Company for more than six months. Performance evaluation results are combined with annual performance to achieve comprehensive evaluation results. This includes leadership, self-initiated continued studies, work competencies, work performance, attendance, and participation in educational training. The purpose of such evaluation is to help employees develop their potentials by providing an environment conducive to continuous learning and growth and to promote interaction and communication between managers and employees at the same time. All employees at Nan Pao, regardless of gender or ranks, are subjected to day-to-day employee performance evaluation or KPI (key performance indicator) evaluation, pursuant to the Performance Evaluation Procedures. Employees will first self-evaluate their work performance, then work performance will be assessed based on interviews with their respective managers. Employees with inferior evaluation results will receive assistance with improvement through different methods, including training, procedural improvement, or job rotation. Alternatively, high-performing employees will receive positive work performance evaluation and year-end performance-based bonuses, salary adjustments, as well as promotional opportunities to further enhance their competencies.