EOI sincerely welcomes every new employee and provides a variety of educational training and resources! On the first day of new employees' arrival, we will introduce the registration process and workplace environment, departments, supervisors, and colleagues. New partners will get a full set of company items, including employee ID cards, employee rules, company calendar, and telephone extension numbers. , stationery, etc., and will also receive welcome cards written by other members of the team, so that new partners feel the welcome and attention of the team to help new partners to eliminate the tension and strangeness of the new environment, and can integrate into the organizational environment more quickly to improve the adaptation rate.

Pre-employment training for new employees is a training that all new employees of the Company will go through, and it is a critical period that affects whether new employees stay in the Company. Effective pre-employment training can help new employees quickly integrate into the organizational atmosphere and reduce their anxiety, so that they can be the best state as quickly as possible. Hence, we formulate a one-week "pre-employment education and training for new employees" according to the "job category" and "position category" of the new employees. The courses are as follows:

2-1.General knowledge basic training:

Its purpose is to make new employees fully understand the Company's history, corporate culture, corporate sustainable development laws and regulations, organizational overview, departmental responsibilities, protection and management of corporate business secrets, employee benefits, company products, rules and regulations, internal control systems, quality systems, compliance with laws and regulations, risk management, etc. to help new employees have a complete understanding and understanding of the Company's overall operation overview, system standards, system regulation requirements, organizational environment and operating software and hardware... etc. (including but not limited to) in order to increase the organizational identity and centripetal force, and then make the new employees more actively have a strong sense of belonging and responsibility to the Company.

2-2.Organization and team training:

After the basic general training is over, arrange one-on-one interaction and learning interviews with supervisors for new employees. The purpose is to enable new employees to fully understand their work units, their own work, personal work goals, team consensus and supervisor expectations in order to shorten the time for newcomers to adapt to the organization and the self-exploration learning cycle, help newcomers to integrate into the environment as soon as possible, and step on the normal work track, thereby saving time and labor costs for themselves and the Company and improving employee retention rates.

Training acceptance is from the training execution process to the end of the training to evaluate the training content, trainee response, and learning situation according to certain standards. Therefore, we formulate three evaluation items in the training acceptance, which are as follows:
3-1.After-course opinion questionnaire:
The purpose is to understand the trainees' overall satisfaction with the course to provide the course content more in line with the needs of the students, and improve the quality of education and training.
3-2.After-course learning quizzes:
In order to enhance the trainees' self-understanding of the course and the learning effect, there will be a post-course test after the course, so that the trainees can learn more deeply and improve the review efficiency. We give a passing score of 90 points. Those who fail will be retrained and re-examined until they pass.
3-3.Company new employee learning log:
In order to help trainees reflect on writing to improve their learning effect, and let the supervisor grasp the trainees' learning progress, opinions and suggestions in order to give immediate feedback and solve the needs and difficulties of the trainees so as to allow students to break through and adjust their conditions.
The purpose of the above three evaluation items is not only to evaluate the training effect, but also to provide feedback as one of the reference data sources for future training improvement direction so as to effectively achieve the training purpose and realize its value.

Employees are the most important asset of EOI, and good education and training is the key to cultivating the competitiveness of enterprise talents. Therefore, continuous optimization of the training management system and accurate implementation are the Company's greatest investment and assistance to colleagues, which in turn promotes overall progress. Businesses create value and deliver more specific performance.

Many human resources misunderstand the completion of the recruitment work, thinking that as long as the recruited talents report to the company, they complete their recruitment work. In fact, human resources can do more than that. Excellent human resources workers will work closely with the departments of new employees. At the beginning of new employees entering the company, in addition to pre-employment training for new employees, they should be given according to their job needs the systematic [Department New Employee Guidance System] to help new employees quickly integrate into the group to exert their best capability as soon as possible, and complete various related businesses on their own. Therefore, the end of the recruitment work is not actually on the day when the new employee reports, but to ensure that the new employee can fully exert his or her capability and be competent for his or her job position, and then a recruitment is completed.

(1)System features:
The departmental new employee coaching system is based on the concept of mentoring and apprenticeship, and the work practice of new employee is "pass on", "inherit" and "lead" learning methods, so that new employees can reduce the uncertainty and shorten the time of self-exploration learning cycle, thereby reducing the risk of new employees' operation mistakes, improving work efficiency, helping to improve retention rates, and promoting mutual communication and sharing between incumbent seniors and new employees, thereby promoting interpersonal integration of the team and leading the formation of a learning organization. In addition, for mentors successfully cultivating new employees, they will be given [Economic Substantial Rewards], which can be used as an incentive for new employee mentors to cultivate new recruits.

(2)System concept:
After the new employee passes the [Company New Employee Training] and enters his or her assigned department, the job adaptation, environment, attitude, standard operating procedures, system operation, etc. (including but not limited to) , which belongs to the [professional training within the position] and must be assessed one by one to pass the knowledge, attitude, and skills. This continuous management system is the concept of the Company's [departmental new employee guidance system].

Before recruiting new recruits, we will select appropriate "new employee mentors" based on job requirements and plan a "departmental new employee learning plan" in advance. Its purpose is to ensure that the new personnel in the department receive training content that can meet the job requirements of the job. New employees will receive pre-employment training for new employees in the company within the first week of registration. After passing the acceptance assessment, they will officially enter the assigned department and will be taken over by the "new employee coaching instructor” and will be trained one by one according to the pre-planned "departmental new employee learning plan".

During the training period, new employees will be given equal acceptance of different disciplines, technical disciplines or academic disciplines according to the course attributes in order to understand the training results of the trainees. The Company pays special attention to the two-way training results, not just the one-way acceptance mode like the general outside world. Therefore, in addition to tracking the learning and acceptance, the new employee mentors must also give comments on the acceptance results (evaluation) feedback so as to create a two-way communication between the new employee and the new employee's mentor. If there are any deficiencies, it can be improved immediately, so that each new employee can optimize the learning content.

In addition to the [acceptance management] of the learning results, the Company also pays special attention to the [process management] during the training period for new recruits in the department. In addition to training professional skills, the Company pays more attention to the new employees' work attitude, environmental adaptation, organizational identity, and cultural integration and other multi-dimensional requirements, observations, and assistance. Therefore, new employees must submit [weekly reports] on the professional skills, organizational environment, work team, personal needs or requests for assistance...etc. so that new employee mentor and relevant supervisors at the senior level are informed for immediate "feedback needs", "appropriate guidance" or "deficiency correction". During the new employee's tutoring period, the new employee's mentor must regularly submit the [Mentor's Guidance Feedback Report] and the [Department New Employee's Work Suitability Assessment Report] to evaluate the new employee's overall status and performance.

Various evaluation reports, learning outcomes, attitude performance, teamwork, skill learning, etc. from the new employee coaching period of the Company will be transferred to a part of the data sources of the [New Employee Trail Period Assessment], which will be used as an objective and reasonable basis for full time personnel, salary increase, job transfer, dismissal, personnel development, etc. In order to thank and motivate new employee mentors, the Company specially implements the [Key Points for the Implementation of Departmental New Employee Mentors Rewards Measures]. For the 2021 new employee mentor awards alone, 15 people were awarded (a total of 17 time-persons in total. Due to the fact that some mentors mentored many new employees, so there are repeated recipients)

The significance of the trail period assessment for new employees is not to eliminate them, but to test and give feedback, retain employees who are suitable for the Company, and provide conditions to enable them to quickly integrate into the Company, so they can be competent for their positions, create value for the Company and bring more specific performance.