HLC firmly believes that talent is the core asset for corporate sustainable development. Based on the annual guideline of "stable operations and sustainable development," the Company continuously builds a diverse, systematic learning and development system to meet employees’ needs at different functions, levels, and development stages. This strengthens their professional and managerial capabilities, thus enhancing organizational competitiveness and employee growth momentum. 

HLC emphasizes the alignment of education and training with employees' actual needs. To ensure that course planning matches each department’s functional development direction, we conduct a comprehensive "training needs survey" before formulating the annual training plan by interviewing department heads and surveying managers at the deputy section chief level and above. We also have satisfaction surveys and feedback mechanisms for all training courses to collect feedback from all trainee, serving as a basis for course content optimization and future planning. This fully demonstrates our commitment to two-way communication and continuous improvement with employees.

Education and Training Overview 

Key Courses

1. Administrative Competency Enhancement Program

The Company is dedicated to enhancing personnel's professional capabilities and actively cultivating talent at all levels to enhance the long-term value of talent. It formulates various professional training and enhancement programs tailored to departmental and functional needs, to systematically strengthen core competencies.  

2.ESG Sustainable Operations Workshop

In response to the high international focus on sustainable development, the Company promoted "ESG sustainability concepts" and "gender equality" education and training to enhance managers' social responsibility and gender equality awareness, thereby improving practical application and cross-departmental collaboration.  

3. Sales Competency Enhancement Program

The program invited outstanding team leaders (TLs) and sales representatives from various business categories to share practical experiences. We also planned a sales pitch competition. From the top three in the "Super Sales" and the "Sales Pitch Competitions", we gained valuable knowledge and real-world case examples. Through the systematic organization and transfer of these successful experiences, we aim to establish reproducible and replicable best practices, to further strengthen talent development and business growth. 

4. Vehicle Technical Competency Enhancement Class

As a leading brand in the used car alliance and auction market, HLC annually collaborates with the Group’s dealers and automotive unions across Taiwan to promote professional inspection skills education and training and comprehensively raise technical standards in the used car market, which has been highly praised by used car dealer members across Taiwan.  

To continuously enhance inspection and core technical skills, "Vehicle Inspector Education and Training and Skills Competition" and "Car Dealer Business Practice" lectures were held to ensure technical standardization and professional competency enhancement. 

5.AI Empowerment Program 

To achieve the annual goal of "Digital Transformation and Comprehensive Digitization," the Company launched the AI Empowerment Program. This combines internal hackathon competitions with digital courses, including Power BI workshops, AI efficient work techniques, and M365 tools (Power Automate, Power Apps, and PVA robots), to help employees acquire digital tool application skills, improve work efficiency, and foster innovation.  

Participants learn to apply digital technologies to routine work through these courses. This stimulates innovative thinking, enables them to propose practical solutions, and showcases their results in competitions to drive comprehensive organizational digitalization. 

6. Management Competency Enhancement Program

The Company is committed to enhancing employees' professional capabilities and qualities through diverse education and training activities, including courses like Senior Manager Workplace Tips, Book Introduction, Recruitment Interview Skills, and Mentor Training. 

The Senior Manager Workplace Tips course helps improve leadership and management wisdom; Book Introduction stimulates employees' reading and critical thinking abilities; Recruitment Interview Skills course strengthens interviewers' talent selection capabilities, and Mentor Training promotes talent growth and leadership enhancement.

Performance Management and Job Rotation System 

To encourage employees to achieve excellent performance and continuous improvement, promotion, salary adjustments, and diverse employee development, HLC has a comprehensive performance evaluation and job rotation system. We conduct employee performance evaluations annually at the end of the year, serving as a crucial basis for supervisors to keep abreast of employees’ performance and development potential. To equip supervisors with interviewing and communication skills, we list performance interview and recruitment interview skills courses as mandatory training for supervisors. 

Industry-Academia Collaboration

Industry-academia collaboration deepens vocational training to enhance workplace adaptability 

Since 2021, HLC has partnered with universities, colleges, senior high schools, vocational schools, and vocational training institutions to actively recruit students from vehicle mechanics-related departments as technical interns. It aims to bridge the gap between academia and industry and help students transition into the workplace earlier. From 2021 to 2024, we have employed a cumulative total of 58 interns, demonstrating a long-term commitment and continuous investment in cultivating technical talent. 

To strengthen the link between internships and employment, Hotai has established a quarterly and overall performance bonus system. This continuous feedback mechanism enhances learning effectiveness. In addition to monthly wages, top performers can receive up to NT$23,000 in annual performance bonuses. Interns who return to the Company after the compulsory military service can have their internship period counted toward their full-time seniority and salary determined according to the full-time employee salary standard, plus a guaranteed bonus of NT$10,000 per month for the first six months. This system effectively boosts internship performance and strengthens retention incentives. 

To enhance professional knowledge transfer and internship effectiveness, the Company implements a "Mentor-Apprentice System," where departments assign senior employees to provide one-on-one guidance, thus fostering professional skills and workplace adaptability. For interns who successfully stay or return, the Company awards a one-time incentive of NT$5,000 to their mentor (senior technician), thereby strengthening a bilateral incentive and knowledge transfer mechanism. 

Beyond professional training, interns enjoy various benefits, including an annual health checkup subsidy, Dragon Boat, Mid-Autumn, and Lunar New Year festival bonuses, a year-end bonus, opportunities to participate in volunteer activities, and eligibility for year-end party, spring banquet events, and prize draws. Early in the internship, we also arrange for dining gatherings where supervisors and senior employees can connect with new interns. This helps them integrate into the workplace and enhances their sense of belonging. 

In the future, HLC will continue to optimize its internship program and talent development mechanisms. Through a comprehensive learning platform and people-centered care, it aims to actively cultivate the technical talent needed by the industry, thereby fulfilling its commitment to sustainable corporate operations.