Organizational Structure
Management Team
Succession Planning and Implementation for Key Management Personnel
Based on the strengths and development needs of potential successors, the Company allocates targeted training and development resources, focusing on areas such as management competencies, industry knowledge, and job rotation. Since 2025, the Company has progressively implemented Individual Development Programs (IDPs) for identified succession candidates. Through competency assessments aligned with the Company's and individual departments' strategic objectives, these programs are designed to further strengthen candidates' existing competencies and enhance their readiness for future leadership roles.
The Company's Human Resources Department is responsible for coordinating and establishing the succession talent development mechanism. Key positions, including senior management positions such as the President and Vice Presidents, are identified, with one to three potential successors nominated for each key position. Succession readiness is classified into the following four levels:
Level 1: Immediately to within one year
Level 2: One to less than three years
Level 3: Three to less than five years
Level 4: Five years or more
To identify suitable candidates for key positions and cultivate future talent, the Company considers candidates' educational and professional backgrounds as well as their annual performance evaluations. In addition, the Company has established the Bonray Academy to facilitate competency development for senior executives and employees.
Each year, the Bonray Academy develops learning plans, provides training courses, and conducts post-training assessments to evaluate participants' engagement, communication and presentation skills, and comprehension of course content. Training topics include industry knowledge, technical competency development, regulatory analysis, internal control design and application, leadership and management, problem analysis and resolution, and communication skills.
Implementation Status
In December 2026, the Company plans to conduct annual performance evaluations and career development discussions for all employees.
A total of 16 training courses are planned for 2026.