2022.02.10
T-Global NEWS

T-Global fully subsidizes training for employees to enhance workplace competitiveness

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Established in 2003, T-Global has built on its long-standing technical capabilities and sales experience to become an expert in heat dissipation, heat conduction, heat removal and thermal engineering recognized by customers around the world, and has developed a complete range of customized solutions for thermal products and services. In order to strengthen our R&D and manufacturing capabilities, T-Global has not only set a strong foundation, but also placed a premium on education and training, and utilized our human resource upgrade program to help nurture more talents for the future development and competitiveness of the company.

As one of the few companies in the global thermal industry that can provide a full range of products and services, T-Global also focuses on the development of comprehensive thermal solutions and the manufacture and sale of materials, and has accumulated years of R&D and sales experience to enhance the most suitable thermal engineering solutions for customers. T-Global also recognized many years ago that 5G and electric vehicles would be booming in the future and would create a huge demand for heat dissipation, so it initiated research and development early on and now offers solutions for the two hot topics, expanding its reach into commercial areas such as electric vehicles, 5G, AI, healthcare and servers.

In view of the fact that no single thermal product is sufficient to solve the thermal problem of emerging electronics and that complex products and services are required, T-Global offers a complete product line with thermal simulation services and tailor-made modules, as well as a one-stop-shop service that has great potential for future market growth. As a result, T-Global, which continues to refine its thermal engineering technology, places great emphasis on internal and external training programs to enhance its competitiveness.

Cheng-hua Huang, training specialist at T-Global, said that despite his juniority, T-Global has been implementing staff training for years, with significant growth in the number of trainees, both in its own in-house initiatives and in applications for corporate human resource enhancement programs.

"For the company's training, the focus is on ISO certification in the past two years, and last year, for example, we worked on the 16949 certification. The main reason for this is to align with the international market, especially for products with special specifications, which can be sold internationally only through certification." he added. In addition to ISO certification, functional training for various departments is also ongoing.

T-Global defies tough international conditions to grow by at least 10% in total turnover in 2020, a remarkable achievement. "Although it is not easy to see the results of certification or management training programs in any time soon, it is true that continuous training can empower employees and contribute to the growth of the company," said Huang.

At T-Global, education and training has been internalized as part of the company's culture, and not only do the employers support it, but employees also embrace and actively participate in it. "Whenever we talk about training, we always mention the HR upgrade program, so it's clear that HR enhancement is ingrained in the company's training system.” Huang said, "T-Global is a company with a young workforce, with an average age of 25-35 and a keen learning attitude. We have not only put a lot of effort into front-end R&D, but have also into training programs on the marketing side over the past two years.”

“For this reason, the planning of the corporate HR enhancement program does not involve putting in all the annual courses. An application for the program was not made, for example, because the ISO course was too cumbersome and a professional consultancy was hired to help instead. Rather, for marketing courses such as GA, which has become very popular recently, we would apply for the program and grants.” "We design our courses according to different objectives, needs and levels of complexity. For example, in-house training is offered for ISO, while the HR upgrade program is an external training resource that can be used flexibly. In addition, there are some teachers or courses that companies may not be able to recruit or plan themselves, and the program can also render assistance in this regard," said Huang.

As for the next step in training, Huang said, "We are discussing internally whether we can further carry out courses on core functions. In addition to the fact that only the Ministry of Labor's instructors can receive subsidies for core functions, many companies may think that core function training is unproductive. But I believe that the most important spirit of training is imperceptible influence. If ten people go to a class today, even though only five of them listen with attention, it is still useful. As long as someone is willing to learn, it is useful.”

Huang said he likes the corporate culture of T-Global, especially for a newcomer like him, who has to assimilate many things. "There are actually a lot of difficulties in implementation, but here, the whole staff is very supportive from top to bottom, and it makes us more active and willing to design training courses that are beneficial to the company and its employees.”

In an age where information is so readily available, Huang shared that it is easy to access information about the HR upgrade program by simply typing in keywords. "In addition, the Ministry of Labor, the vocational training bureau website or TV commercials will also have relevant information, which is very convenient! We appreciate the assistance of the Ministry of Labor Workforce Development Agency’s Taoyuan-Hsinchu-Miaoli Regional Branch under the corporate human resources enhancement program. It's not just about financial assistance, all business entities can reap unexpected benefits if employers are to apply.”

 

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