Sustainable Talent Strategy and Growth
Chia Hsin Family Internship Program
To enhance future talent pipelines, CHC continues to promote the Chia Hsin Family Internship Program, offering structured learning goals, mentorship by professional supervisors, and comprehensive training. Outstanding interns are provided with opportunities for full-time employment, demonstrating CHC’s commitment to sustainable talent development and long-term workforce planning.
Chia Hsin Family Internship Program – 7 Core Experience Modules C
Workplace Orientation
Mentors assist interns in understanding job roles, navigating the office environment, and getting to know the team—ensuring a smooth start.
Icebreaker Luncheon
Casual meals create a relaxed setting for interns to interact with mentors and colleagues, fostering connection and cultural integration.
Onboarding Training
Training courses on corporate culture, workplace skills, and professional knowledge to build foundational competencies.
Immersive Exploration
Site visits to key CHC locations (e.g., Keelung Port) to deepen operational understanding and broaden perspectives.
Cross-Functional Projects
Interns participate in interdepartmental projects to build collaboration and problem-solving abilities.
Monthly Review Sessions
Interns share their experiences and learning progress, with feedback loops to enhance program quality.
Final Showcase
A capstone presentation where interns demonstrate their learning outcomes, personal growth, and key takeaways.
Internal Talent Development
In Q4 each year, CHC implements its Departmental Talent Development Plan, which includes:
- Talent standards setting
- Capability analysis
- Targeted development planning
Departments assess whether staff competencies align with short-, mid-, and long-term goals, and plan relevant development based on upcoming priorities and project needs. Initiatives include:
- Internal and external training arrangements
- Peer mentoring and coaching for key tasks
Additionally, CHC provides year-round training programs such as:
- Onboarding Training – Supports new hires in quickly adapting to the organization and their roles
- Mandatory Core Curriculum – Enhances essential skills and foundational knowledge for all staf
- Managerial Training – Builds leadership and management capabilities to drive organizational growth
2024 Group-Wide Training Statistics
Each year, CHC designs inhouse training programs based on the Employee Training Needs Survey, covering office skills and project-related topics to meet diverse learning goals. Courses offered to board members are also made available to employees, fostering a learning-oriented culture that encourages crossdisciplinary growth.
| Position Type | Executives | Non- Executives | Total |
| Participants (A) | 233 | 466 | 699 |
| Total Training Hours (B) | 2,935 | 3,406 | 6,341 |
| Avg. Hours per Person (B/A) | 12.60 | 7.31 | 9.07 |
| Total investment in training (C) | 1,536,962 | 963,593 | 2,500,555 |
| Avg. Investment per Person (C/A) | 6,596 | 2,068 | 3,577 |
| Gender | Male | Female | Total |
| Participants (A) | 354 | 345 | 699 |
| Total Training Hours (B) | 2,499 | 3,842 | 6,341 |
| Avg. Hours per Person (B/A） | 7.06 | 11.14 | 9.07 |
| Total investment in training (C) | 1,112,287 | 1,388,268 | 2,500,555 |
| Avg. Investment per Person (C/A) | 3,142 | 4,024 | 3,577 |
Notes
- In 2024, a total of 699 employees participated in training programs, representing a 92.03% increase (335 more participants) compared to the previous year.
- The total training investment in 2024 reached NT$2,500,555, reflecting a 19.82% growth (an increase of NT$413,715) year-over-year.
