．具備Full function管理能力： 負責200位員工的選用育留管理。完整獎薪作業、內部員工關係建立及PIP計畫執行。 ．具備數據分析解決能力： 技術工程師人才外流影響，透過外部薪資市場調查，配合離職分析並搭配關鍵人才提案設計出具市場競爭力的調薪方案、留才獎金方案，不僅留住關鍵人才且離職率降低5%。 結合KPI導向，優化績效增長獎金方案，鼓勵績優員工。 ．具備溝通協作能力： 重新設計職等職稱體系，平衡市場薪資級距與職等職稱之適配性 。 建立晉升標準規則，協助主管進行人才發展及提升員工留任率。 ．具備系統數位化能力： 淘汰加班mail來回申請模式，推動系統線上申請簽核流程，減少手動key in重工作業。 推動績效考核系統，透過系統建立員工目標設定、績效追蹤、績效考核與面談及績效輔導的概念與執行。 ．Full function management capability: Responsible for selecting, nurturing, and retaining 200 employees. Fully responsible for rewards and benefits, establishing internal employee relationships, and executing PIP plans. ．Data analysis and problem-solving capability: Addressing the issue of talent outflow among technical engineers by conducting external salary market research, analyzing resignations, and designing competitive salary adjustment and retention bonus plans for key talents, resulting in a 5% reduction in turnover rate. Combined with KPI orientation, optimized performance growth bonus schemes, and encouraged outstanding employees. ．Communication and collaboration ability: Redesigned the job title and grade system to balance market salary levels with job titles. Established promotion standards to assist supervisors in talent development and enhancing employee retention rates. ．System digitization ability: Eliminated the back-and-forth overtime email application mode and promoted an online application and approval process, reducing manual data entry workloads. Promoted a performance assessment system that established employee goal setting, performance tracking, assessment and interviews, and performance coaching concepts and implementation through the system.

．具備Full function管理能力： 負責總部二大部門約100位及二個子公司共計約170位員工的選用育留管理。透過多元人才招募渠道篩選人才、完整獎薪作業、內部員工關係建立、訓練發展及PIP計畫執行。 ．具備溝通協作能力： 培養子公司的HR建立子公司教育訓練設計，強化新進人員訓練、增加員工所需要的專業技能課程，不僅讓滿意度調查平均90分以上，更讓既有員工理解教育訓練的重要性。 重新設定子公司組織架構與職稱，建立晉升標準規則，協助主管進行人才發展，員工留任率提升1%。 ．Full function management capability: Responsible for selecting, nurturing, and retaining approximately 100 employees across two major departments at the headquarters and about 170 employees across two subsidiaries. Utilized diverse talent recruitment channels to screen candidates, conducted complete rewards and benefits operations, established internal employee relationships, provided training and development, and executed PIP plans. ．Communication and collaboration ability: Trained the HR department of the subsidiaries to establish education and training designs, strengthened the training of new employees, and increased the professional skills courses needed by employees. Not only did this effort result in an average satisfaction score of over 90 in the satisfaction survey, but it also helped existing employees understand the importance of education and training. Revised the organizational structure and job titles of the subsidiaries, established promotion standards, assisted supervisors in talent development, and increased employee retention rates by 1%.

．具備Full function管理能力： 負責200位員工的選用育留管理。透過多元人才招募渠道篩選人才、完整獎薪作業、內部員工關係建立、訓練發展及PIP計畫執行。 ．具備溝通協作能力： 與日本顧問協作完成人才技能檢定計畫，建立人才接班人計劃及Knowhow的傳承；且員工留任期間從平均一年拉長至三年。 與集團人才發展協作設計基礎主管訓練課程，培育基層管理職的建立正確心態和自信度。 ．具備數據分析解決能力： 透過外部薪資市場調查做薪資分析，配合人力盤點及推動跨組別輪調計畫，讓員工具備多項職能發展，並且成功讓人事成本減少3%。 ．具備系統數位化能力： 淘汰紙本請假加班作業，與集團資訊單位協作推動系統線上申請簽核流程，減少人工計算和key in重工作業。 與集團HR單位共同推動績效考核系統，透過系統建立員工目標設定、績效追蹤、績效考核與面談及績效輔導的概念與執行。 ．Full-function management skills: Responsible for the selection, cultivation, and retention of 200 employees. Conducted diversified talent recruitment, implemented comprehensive rewards and salary operations, established internal employee relations, executed training and development programs, and implemented PIP plans. ．Communication and collaboration skills: Collaborated with Japanese consultants to complete talent skill assessment programs, established a talent succession plan and Knowhow transfer, and extended employee retention from an average of one year to three years. Co-designed basic supervisor training courses with the group's talent development team, cultivating the correct mindset and self-confidence of grassroots management positions. ．Data analysis and problem-solving skills: Conducted salary analysis through external salary market research, coordinated with workforce inventory, and promoted cross-group rotation programs, enabling employees to develop multiple competencies, and successfully reducing personnel costs by 3%. ．System digitalization skills: Eliminated paper-based leave and overtime operations, collaborated with the group's information unit to promote an online application and approval process, reducing manual calculations and key-in workloads. Collaborated with the group's HR unit to promote a performance assessment system, establishing concepts and practices for employee goal setting, performance tracking, assessment and interview, and performance counseling.

．具備Full function管理能力： 負責100位員工的選用育留管理。透過多元人才招募渠道篩選人才、內部員工關係建立及PIP計畫執行。 ．Full-function management skills: Responsible for the selection, cultivation, and retention of 100 employees. Conducted diversified talent recruitment, implemented comprehensive rewards and salary operations, established internal employee relations, executed training and development programs, and implemented PIP plans.

．具備招募任用管理、教育訓練輔助能力： 負責500位員工的選用育留管理。透過多元人才招募渠道篩選人才、內部員工關係建立和協助人才訓練發展。 ．Proficient in recruitment and employment management, as well as educational training support: Responsible for the selection, nurturing, and retention management of 500 employees. Utilized diverse talent recruitment channels to screen for qualified candidates, fostered internal employee relationships, and assisted in talent training and development.