Universal Scientific Industrial

USI is dedicated to talent investment and fostering a learning-oriented culture. Through tailored resources and effective training models, we enable our team to continuously evolve and maximize their professional impact. The cornerstone of USI's talent cultivation is USI University (USIU), a dedicated learning and development system. USIU comprises the Colleges of Management, R&D, Manufacturing, Quality, and Sustainability, alongside the General Education Center. USIU is presided over by our President, with Vice Presidents―each a recognized authority in their respective field― serving as Deans. This structure integrates global learning resources to support continuous employee growth. For Dual Career Ladder and Learning Model information, please refer to Work in USI.

Dual Career Ladder

To proactively retain talent, USIU provides a comprehensive development framework built upon a "dual-track system" for managerial and professional career paths, aiming to achieve high operational performance through an innovative learning environment. We design tailored training programs to help employees solve problems, enhance expertise, and strengthen leadership and innovation, ultimately driving the achievement of our organizational goals. We utilize Human Capital Return on Investment (HC ROI) to evaluate the effectiveness of various talent training and development initiatives. In 2025, the company's overall HC ROI was 1.37.

Diversified Channels and Platforms of Learning

Building a "learning organization" through USIU, USI utilizes its digital Learning Management System (LMS) and diverse learning channels to offer a curriculum covering leadership development, professional certification, global talent cultivation, cross-cultural integration, and digital transformation. In practice, we adopt external courses, forums, and certifications to track the latest industry trends. Internal training features instructor-led lectures, face-to-face interaction, or self-paced e-learning via the LMS. Beyond this, USI implements a coaching and mentoring system using supervisors and senior peers as mentors, pairs LinkedIn Learning mandatorily with insight sharing, and organizes topic-based cohort groups and network learning. This enables cross-functional collaboration through interaction, transforming individual study into a robust internal knowledge network that drives USI's sustainable competitive practice.

In 2025, total annual training hours reached 716,490, with average training hours⁽¹⁾ per employee standing at 43.8 hours. The training statistics for each employee category are shown below:

Tailored Career Plan

• Enhancing Employee Employability

  In response to career transformations and diverse talent demands, USI provides systematic skill management and tailored training programs. These initiatives empower employees to excel in current roles while developing the competitive edge needed for career transitions, ultimately optimizing organizational agility and competitive advantage.

  • Stimulating Internal Mobility and Expanding Career Horizons: We have established a transparent internal recruitment and rotation platform to encourage employees to expand their multi-functional potential. Through cross-functional collaboration and rotation, employees cultivate agile adaptability and long-term employability, fostering a win-win outcome for both the enterprise and its talent. In 2025, the inter-departmental IDL replacement rate reached 46%⁽¹⁾.
  • Driving Transformational Learning to Build Talent Resilience: Through digital tool training and process optimization, we facilitate the evolution of digital mindsets and professional skills, enhancing per-capita output and team agility. Simultaneously, creative initiatives such as "Book Sharing Sessions" and "Language Competitions" spark a passion for self-driven learning, strengthening cross-functional communication resilience and cultivating career soft skills.
  • Fostering Dialogue, Shaping Cross-Domain Collaboration: We regularly host navigator forums, technical lectures, and sustainability seminars to facilitate deep dialogues between experts and peers, thereby strengthening competency while fostering an organizational culture of knowledge sharing and cross-domain collaboration. In 2025, these forums and seminars attracted a total of 3,892 participants.
• Lifelong Learning Program
  • Deepening Academy Collaboration, Fostering Lifelong Learning: By partnering with local colleges and universities, our facilities bring "Academic Education" programs directly to our sites through on-campus degree programs, optimizing employees' time management and empowering personal value transformation. In 2025, 152 employees successfully earned degrees with corporate backing, contributing to a cumulative total of 571 employees supported in elevating their academic credentials since the program's inception in 2018.
• Internal Instructor Cultivation and Knowledge Inheritance
  • Cultivating Instructors, Inheriting Knowledge: Through a comprehensive instructor training and certification system, we encourage top-performing employees to transform practical experience into forward-looking curricula, fostering a virtuous cycle of knowledge. As of year-end 2025, we have certified a total of 1,243 internal instructors worldwide, who continuously distill field-proven expertise to cultivate world-class talent with a global perspective.

Internal Instructors:

Note:
1. Inter-departmental IDL replacement rate = Total IDL Job Transfers ÷ (Total IDL Job Transfers + Total New IDL Employees) ×100%