Sustainable operations rely on the long-term cultivation and development of talent. GMTC plans its training and education system based on strategic goals and operational plans. From the beginning of their employment, new employees undergo relevant training, and throughout their career development, necessary training is continuously reviewed and systematically completed. This gradual approach includes introductory and labor skills enhancement courses, project capability training, industry-academia collaboration, and leadership and management training for those promoted to managerial positions, aimed at improving the knowledge and skills required for personal career development. GMTC attaches great importance to cultivating talents, and has established the "Regulations Governing Training and Education." All relevant training and education shall be handled in accordance with the Regulations. GMTC planned annual training courses for each level according to business policies, legal compliance, and employee functions to strengthen the learning efficiency of participants and improve employee quality and benefits of employee development.

Since 2000, GMTC introduced GE’s professional training on Six Sigma and Lean Manufacturing, so as to reduce costs, increase on-time delivery rate, and improve product quality, thereby strengthening corporate structure, tapping into the international supply chain, and quickly strengthening corporate competitiveness. To this end, we have established a professional training and promotion team to internalize the courses and promote them. Through the beginner Lean Six Sigma (LSS) and advanced Six Sigma courses, GMTC’s employees can systematically learn and implement projects, and complete hundreds of improvement projects for the organization to continuously learn and grow together. The Company has established a fair and objective promotion system in conjunction with the above courses. In addition to monthly performance appraisals for all employees, it serves as an objective basis for promotion. One of the requirements is to conduct regular annual promotion evaluations for qualified employees, and to adopt a "dual-track" promotion system for management and non-management positions to prevent talent loss due to lack of room for development, retain various talents, and promote the comprehensive development of the Company's team.

We will continue to promote Six Sigma and Lean Six Sigma (LSS) project management training courses, so that all of GMTC’s employees can participate in quality improvement activities. With the aim of improving customer satisfaction, all of the Company’s employees are aware of the spirit of continuous improvement. In addition to internal training, we also dispatch personnel to professional training institutions at home and abroad for training and education to obtain relevant certification and certificates of completion.

Talent is the foundation of sustainable corporate growth. To cultivate employees' professional skills and support forward-looking human resource development, GMTC has implemented a structured employee development and promotion framework that encourages the advancement of diverse competencies across all levels of the organization

The promotion system is divided into two tracks:

• VNon-managerial track: Focused on developing technical and functional expertise • Managerial track: Designed to strengthen leadership and strategic management capabilities

Promotion reviews are conducted biannually, in July and December, in accordance with internal operational procedures. These evaluations serve as a mechanism for identifying high potential

employees and aligning talent development with business objectives.

By integrating this framework with the broader employee development program, GMTC continuously invests in workforce up skilling, ensuring that employees are equipped with the

knowledge and capabilities required to meet the Company's evolving needs.

GMTC, based on the distinction between management and professional positions, considers individual strengths and comprehensive performance evaluations to facilitate personal competency development.

To support the achievement of the Company’s annual business objectives and drive continuous employee development, GMTC implements a structured monthly performance appraisal systemfor all employees.

The appraisal process evaluates not only individual performance outcomes, but also emphasizes workplace behaviors and professional attitudes—including responsibility, discipline, and a commitment to excellence. This dual evaluation approach(performance and behavior) serves as a key input for employee development, training planning, and promotion decisions.

Formal promotion assessments are conducted biannually, in Juneand December, based on performance data and managerial recommendations. Through this comprehensive appraisal system, GMTC provides structured feedback and development support to employees, fostering both individual growthand organizational competitiveness.

Percentage of Employees Receiving Regular Performance Reviews in 2024: