Diverse Learning

D-Link strengthens organizational human resources and constructs a unique learning system to enhance the competitiveness of the enterprise’s sustainable operation based on its organizational strategy, vision, and values, and through a comprehensive course development plan, and according to different attributes such as new employees, general employees, entry-level supervisors, mid-level supervisors, and senior supervisors, with off-work training, on-the-job training, and self-development as the main axis. For new employees, D-Link provides complete training courses which focus on helping them quickly understand the Company’s system and related benefits, and deepen their centripetal force and sense of identity with the Company. Since October 2022, the Company has included “Human Rights Promotion”, “Intellectual Property and Personal Data Law Promotion”, “Ethical Corporate Management Promotion” and “Gender Equality and Prevention of Sexual Harassment in the Workplace” in the compulsory courses for new employees.

D-Link encourages employees to give internal lectures, share and inherit work experience, and organizes training courses internally or arranges for external institutions to provide relevant professional training according to the job attributes and professional skill requirements of each unit. Senior employees also have the opportunity to serve as coaches and mentors to assist new employees/interns/engineering students in quickly blending into D-Link’s work and life. 

Meanwhile, in combination with the corporate sustainable development goals, health promotion, legal compliance and other needs, D-Link implements common training and publicity courses in a diversified way, including courses related to intellectual property and personal data law, courses related to ethical corporate management, courses related to gender equality and prevention of sexual harassment in the workplace, human rights related courses, information security related courses, legal compliance courses, and also health promotion related lectures to enhance work-life balance for employees. 
D-Link’s learning and development system includes:

  • New Employees Training – including onboarding training and new employees training (including corporate overview, organization and corporate culture, product introduction, industrial safety introduction, information security introduction, personal information protection introduction) 
  • Basic Training – combination with the corporate sustainable development goals, health promotion, legal compliance and other needs, to enhance work-life balance for employees
  • Professional Training – according to the job attributes and professional skill requirements of each unit, to improve professional skill and knowledge
  •  Management Training – leadership and management training for managers
  • On-the-job Training – to give internal lectures, share and inherit work experience 
  • Self-development and Learning

Talent Cultivation Strategy 

After taking multiple objectives into consideration, we implemented an all-inclusive talent cultivation program to ensure a solid talent base and strengthen leadership and management capabilities throughout the organization. This includes high-potential talent development, supervisory leadership development, and professional development. Through personal growth planning, we enable supervisors and employees to continuously strengthen their motivation for sustainable career development under a diversified and comprehensive talent cultivation program.

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 High Potential Talent Development 

  • Conduct high-potential talent assessment for all employees in supervisory positions.
  • Begin development program for all high-potential employees, including personal development planning and developmental work assignments.

Management Leadership Development 

    • Regular discussions with the CEO and President on plans for organizational and executive development.
    • Workshops designed to initiate supervisory discussion for different organizational development and operational needs.
    • Management leadership training program.

    •  Professional Development 

    • Provide personal effectiveness training and learning resources for non-supervisory employees to enhance work efficiency.
    • Provide professional and technical related training.
     

    Succession Planning

    • Identify critical positions with“severe impact”and“high risk”to company operations.
    • Arrange successors for each critical position based on management ability and professional skill.
    • Arrange 1 to 3 successors for each critical position.
      a. Assign projects to successors to enhance experience.
      b. Job rotations to help succession candidates broaden perspectives  on company operations, quickly identify problems, improve stress tolerance, perform resource allocation, and develop decision makinig skills.  

    Management by Objectives (MBO)

    Since 1992, D-Link has implemented the concept of “Management by Objectives” to systematically integrate our vision, strategic objectives, and employee performance goals to align with the evolving needs of the organization. Through initial goal settings, mid-term evaluations, and final assessments we can ensure effective upward and downward communication throughout the organization, as well as assist in the development and utilization of human resources for managerial and non-managerial staff.

    The combined assessment results of the company’s operational performance and the employee performance management systems will have a direct impact on annual employee promotions and compensations, ensuring opportunities for employees and the organization to grow as one. All employees (except contract employees and employees who have been on leave without pay and reinstated for less than three months) are required to participate in regular performance and career development reviews upon completion of their three-month probationary period.
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