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Talent Attraction and Happy Enterprises & Occupational Health & Safety
"When you give your all, you excel—and in doing so, help create a better life." This encapsulates Walrus Pump’s expectations for every employee. In addition to investing resources to support each person’s professional growth and enabling them to focus on developing high-quality pumps that enhance the customer experience, we remain committed to fostering positive connections among people, related industries, and the environment—building a sustainable blueprint for the future.
100 % Achieved parental leave application rate.
3 + Received the 1111 Happy Enterprise Award for consecutive years.
0 Maintained a safety record with major occupational accidents.
Talent Cultivation and Development
At Walrus Pump, our talent development strategy centers on knowledge management and learning roadmaps designed to strengthen the Company's core competencies. We have built a comprehensive talent development and training system around the concept of competency. In collaboration with other departments, the HR Division conducts job analyses to identify the knowledge and skills (K/S) required for each role. Based on these findings, we have developed behavioral competency indicators that help supervisors identify gaps and design personalized training and development plans. Our aim is to raise employee competency levels to 80%, cultivate multi-skilled talent, and prepare employees to take on interim roles as needed.
We encourage employees to step outside their comfort zones, explore new opportunities, and maintain a humble, open attitude toward continuous learning and professional growth. Through substantial on-the-job training, we help employees develop professional expertise, fostering a culture of excellence and innovation. In 2024, we held 169 training sessions totaling 4,045 hours, with 1,418 participants. Each employee received an average of 11.9 hours of training—14.8 hours for men and 9.1 hours for women. The decrease in total hours compared to 2023 was due to increased productivity demands, which limited time for training during business hours. Nevertheless, all new hires completed the full induction program on their first day, ensuring familiarity with company procedures and culture. Training hours in 2022 were relatively high due to active promotion of talent development during the COVID-19 pandemic, resulting in a peak. Between 2023 and 2024, efforts focused on building a structured training system and optimizing the training model. During this transitional stage, overall hours naturally declined. With the system nearing completion, training efficiency is expected to improve, expanding resource utilization and gradually increasing training hours—further enhancing employees' skills and the Company's competitiveness.
Performance Evaluation and Promotion
| At Walrus Pump, we value and reward employees who are motivated and dedicated to their work. Each year, performance assessments are conducted in accordance with our Employee Assessment Management Guidelines. These evaluations form the basis for HR adjustments, promotions, salary modifications, and year-end bonuses. Our annual performance assessments are guided by three principles—Refinement, Service, and Growth—which extend from our core values of Bright, Common Good, and Dedication. Distinct job expectations are set for employees at each level. In 2024, 100% of regular employees in all job categories underwent performance assessments, excluding those still in their probationary period or on unpaid leave. Department supervisors may submit promotion recommendations based on both field performance and annual assessment results. In 2024, a total of 45 employees were promoted, representing 10.11% of the total workforce. |  |
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