Succession Planning and Implementation for Board Members
The Company’s Board of Directors currently consists of seven directors, including three independent directors. Board members possess diverse professional expertise and industry experience in electronic technology, business management, financial investment, and law, enabling them to contribute different professional perspectives to business decisions, oversight of the Company’s operations, and the formulation of development strategies.
The Company places great importance on succession planning for Board members and continuously focuses on developing talent with industry knowledge, business management capabilities, and corporate governance competencies. Through work experience, internal training, and external professional courses, the Company deepens employees’ industry experience and management capabilities and progressively develops promising talent as a reference for evaluating and selecting future director candidates.
The selection of independent directors and succession planning are conducted in accordance with applicable laws and regulations and corporate governance needs, taking into account candidates’ professional qualifications, independence, practical experience, and diverse backgrounds. The Company also continuously identifies suitable talent in academia and industry to maintain the Board’s professionalism, independence, and diversity and strengthen its oversight functions and the quality of its decisions.
Succession Planning and Implementation for Key Management
The Company places great importance on developing successors for key management positions, integrating talent development with sustainable operations and long-term growth. Through its talent development mechanisms, the Company continuously identifies and cultivates individuals with professional expertise, execution capabilities, sound values, and management potential. Integrity, innovation, and alignment with the Company’s business philosophy are key principles guiding this development.
Based on talent development needs and job characteristics, the Company arranges cross-functional assignments, job rotations, and relevant training to enhance adaptability, cross-functional coordination, and overall business management capabilities, thereby developing the professional competencies and practical experience required to assume key management positions.
Training for senior management successors focuses on comprehensive business management capabilities, professional expertise, and individual development plans. Appropriate training content and schedules are designed based on the requirements of each position, individual competencies, and learning progress. Through professional courses, management training, and practical experience, the Company continuously strengthens employees’ ability to integrate and apply knowledge, exercise decision-making judgment, and manage risks. It progressively builds a management talent pipeline that meets future development needs, ensuring the transfer of management experience and professional expertise to support long-term sound operations and sustainable development.
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Training for Successors to Key Management Positions
In 2026, the Company planned a diverse range of training courses covering sustainable operations, corporate governance, greenhouse gas management, business management, quality management, legal affairs, intellectual property rights, regulations governing insiders’ shareholdings and insider trading, trade secrets, information security, the Responsible Business Alliance Code of Conduct, and health management, totaling 239 training hours.
Through diverse courses and professional training, the Company continuously enhances management talent’s understanding and practical capabilities in corporate governance, sustainable development, legal compliance, operational risks, and business management. These efforts strengthen overall management competencies and lay the foundation for succession to key management positions and the Company’s sustainable operations.