Orient Semiconductor Electronics (OSE) has always regarded talent as the core of sustainable corporate development. To help employees steadily advance toward their personal career blueprints, we are committed to building a culture of continuous learning. Through a comprehensive training system that integrates corporate business philosophy, departmental goals, and personal development needs, we continuously enhance the professional capabilities and potential of our team.

Three Principles × Comprehensive Training System: Crafting a Long-Term Career Development Blueprint

OSE’s training programs are "competency-driven," closely aligned with annual strategies, departmental KPIs, customer requirements, and regulatory compliance. Each year, we assess needs and formulate a training blueprint, which is executed after review by the "Training and Education Committee," strictly adhering to three training principles:

• Systematic: Designing exclusive training modules tailored to different job levels.

• Structured: Seamlessly connecting personal career paths with organizational development needs.

• Effective: Implementing post-training evaluations and tracking to ensure practical application.

At the same time, the company has established an internal training audit mechanism to ensure course quality, training effectiveness, and practical value. Upholding the spirit of fair promotion and flexible transitions, we encourage cross-functional development. By establishing a comprehensive cultivation mechanism for high-potential talent, we strengthen organizational resilience in human resources, thereby boosting employee identification and retention.

1H 2026 Review: Focusing on Leadership, Sustainable Carbon Reduction, and DEI

To precisely align with organizational strategies and operational goals, OSE rolled out multiple practical courses tailored to various job levels and functions in the first half of the year. Through systematic cultivation, we enhanced professional and management capabilities, building a highly competitive talent team.

• Management and Leadership Upgrade: Launched the "LED Leadership Establishment and Development Plan" for senior executives. The training focused on strengthening management resilience, enhancing strategic management capabilities, and developing the talent pipeline, gradually shaping consistent leadership principles and action guidelines. Concurrently, a meeting management course was designed for managerial roles, utilizing systematic tools and practical drills to strengthen decision-making and communication efficiency, establishing a highly effective meeting mechanism.

• Implementing a DEI-Friendly Workplace: Conducted the "DEI - Building a Friendly Workplace" workshop for first-line supervisors. Through scenario simulations and practical exercises, supervisors were guided to understand and respect diverse differences, thereby improving their management and communication skills, fostering an inclusive workplace environment, and protecting employee rights.

• Promoting Carbon Reduction in Semiconductor Products: Planned a series of practical carbon reduction training courses for R&D, Procurement, and ESG departments. Covering aspects from low-carbon supply chains and circular procurement to product carbon footprint management, we guided employees to transform "daily field data" into tangible "carbon reduction performance," making sustainability a measurable corporate competitiveness.