In order to pass on techniques and experience, adjust manpower structure, promote manpower resource development and upgrade management performance, Taipower engages in new employee recruitment and training programs.

    In June 2008, Taipower entrusted the Ministry of Economic Affairs for a public examination to recruit 498 highly-educated and qualified specialists. They underwent a 6-month probation period before starting to work. They obtained a preliminary understanding of the company and its business, and developed a sense of belonging and loyalty. Assistance and guidance were provided to them while learning in different sectors in an attempt to convey to them the professional knowledge and techniques required in their work. In addition, 471 high school graduates were recruited as technicians and underwent a one-year probation.

    To strengthen employees' knowledge and management techniques, the following study and training programs were undertaken: 130 employees went for overseas research on special topics; 12 studied for master's and doctoral degrees; 256 participated in supervisory training; 196 participated in intermediate supervisory training and 120 participated in senior supervisory training.

    To cope with the impact of the future privatization of Taipower, retraining programs were held to cultivate employee's second professional specialties. There were 430 participants in 12 classes. In addition, Taipower promoted a“certificate system”in an effort to help employees to obtain electricity-related certificates. There were 784 participants in 10 classes. The amount of electricity-related certificates that Taipower helped employees to obtain reached 1,882. There were 48,928 participants in various training programs.

    Confronted with the challenges from the age of knowledge-based economy and life-long learning, Taipower will continue to promote e-learning to reinforce its competitiveness.