Comprehensive career development and promotion system

Primax Group has a robust career development and promotion system available to caterfor our employees from recruitment, transfer, to retention. These systems have been designed not only to support employees' career development, but also to inspire their potentials and open them up to whole new opportunities.

The Company has implemented a PRD (Performance Review and Development) system to facilitate two-way communication between employees and their managers. This process allows employees to develop a thorough understanding about their work performance and the skill sets they are expected to develop in response to future challenges. The PRD also enables employees to customize skills and career development plans to suit their skills, preference,and style. The purpose of the PRD system is to help every Primax employee exceed personal boundaries and discover their endless potentials. The specific measures involve high-levelexecutives establishing operational objectives, followed by two-way communication between each executive and their respective team members at the beginning, middle, and end of the year. This ongoing dynamic communication allows for continuous adjustments, feedback, and guidance throughout the process.

Performance evaluation system

Primax Group offers full protection for employees' rights. Its human resource policies are fully compliant with the Labor Standards Act, and are supported by clearly defined performance evaluation and disciplinary systems. Primax Group outlines performance standards and evaluation criteria for each job role and evaluates employees' performance on a yearly basis, and the outcome affects year-end bonus and salary adjustment.

Except for permanent employees with less than 3 month's service and temporary workers under fixed-term contracts, all permanent employees in Primax's Taiwan, China and Thailand operations are entitled to performance evaluation, whereas all employees at Tymphany are subjected to performance evaluation and have access to fair promotion opportunities.

Flexible career development system

At Primax, we differentiate ourselves from other companies by introducing a flexible dual-track career development system, allowing each employee to pursue their individual interests, leverage their strengths, and work towards their career goals,whether in management or professional roles. We provide equal and fair opportunities for advancement in both tracks. Annually, Primax conducts performance reviews at the end of the year, engaging in one-on-one discussions with employees to understand their individual performance and career aspirations. We use the analysis of each employee's annual performance and their career development plans to continuously support and guide their professional growth. Our aim is to empower employees to excel in their areas of expertise while fulfilling their personal career aspirations.Through our flexible dual-track promotion system, we encourage our employees to find a stage where they can thrive, be it in management or professional positions.

Internal Job Rotation Program

In order to foster a diverse pool of talents that our organization requires,Primax has developed the "Internal Rotation Policy." This program facilitates internal job rotations, allowing employees to explore their interests, develop their potentials, and broaden their career horizons within the company. Through these rotations, employees can continuously innovate and revitalize the organization while finding opportunities for personal growth and development.

Primax announces its job rotation guidelines at the beginning of each year, which specifies the particular function and criteria of employees to be rotated during the year. The human resource department then coordinates the rotation based on employees' profile and the Company's requirements, while trying to match the "Rotation Plans" proposed by each department. A "Group Annual Rotation Plan" is prepared and submitted for approval by the Guidance Committee. Department heads are required to discuss the approved "Annual Rotation Plan" with each other and with the rotated employees, and formulate a "Rotation Execution Plan" within the specified due date. The Execution Planneeds to cover details such as timing, communication plan, job handover,training program, responsible mentor etc. Once the plans are set, department heads would be required to train or assign mentor to the rotated employee, andcomplete the necessary procedures so that employees may report on duty at the approved time. Execution and outcome of job rotations are included as part of annual performance review for the department heads involved.

Diverse and equal talent development program

Talent development indicators for female leadership

Primax Group upholds a fair and just talent development philosophy,where every individual can feel secure and free to unleash their potential and demonstrate their talents. As part of Primax Group, everyone is encouraged to grow and excel. In pursuit of this vision, Primax has dedicated efforts to promote gender equality and eliminate unfair barriers to career advancement in recent years. To achieve this goal, we are consciously cultivating female leaders andactively promoting young, talented women to various leadership positions. Ouraim is to increase the percentage of female key executives, and we project asteady growth to reach 20 % female key executives by 2030 .

To accelerate the overall progress of the Company, the growth and development of each employee are regarded as essential drivers of Primax's continued success. Accordingly, optimizing every individual development plan has become a shared objective across the Group. Since 2021, we have gradually expanded the scope of this initiative. While we previously focused primarily on linking operational performance with KPIs, we recognized that talent development is a critical pillar for sustaining long-term organizational vitality. In response, the IDP (Individual Development Plan) program was implemented in a top-down approach and rolled out in stages. Under this initiative, each manager is required to establish individual development plans for at least two employees under their supervision. This requirement is included as part of managers' annual KPIs and is reviewed in conjunction with the performance management cycle. Through personal growth, we aim to drive collective organizational advancement.

In 2022, a total of 92 individual development plans were completed. Among these, 30 employees expanded their job scope, and 17 employees were promoted. In 2024, in addition to maintaining the prior year's scope, the program also conducted a succession assessment for key positions. Of the 79 identified critical roles, the succession readiness rate reached 59%, with 47 successful successions completed by the end of 2024. Furthermore, in 2024, the talent development framework was fully integrated into the operational management cycle. Semiannual talent development meetings were convened across business units to review talent development progress and strengthen the pipeline of high-potential employees, with the aim of achieving sustainable talent development.

Diverse and self-motivated learning channels

In addition to salary and post-retirement care, Primax believes that spiritual abundance is also very important, so we aim to help employees not only work in the workplace but grow through work. We have planned a complete education and training structure and provided a variety of courses and seminars to help employees learn something, improve their work-related skills, or learn more what they are interested in outside of work. For employees who have employment terminated due to adjustment of business portfolio or job duties, we would ask them if they require assistance with subsequent employment, and refer them to head hunters or employ mentagencies/websites if needed.

Employee career training system

Primax's learning and development programs are centered around work-related skills. They are closely associated with the Company's future strategies and goals. The training system is divided into the following three categories:

The Company offers a multitude of convenient learning channels to help employees develop new knowledge and skills. These learning channels have been designed to inspire employees' s kills and potentials, and make their learning efforts more meaningful. During the learning process, we encourage employees to share what they have learned with colleagues and therefore facilitate growth as a team. Our managers often play the role of mentor and give them the most direct and immediate guidance.It is also part of the managers' responsibility to adjust employees' learning instruments where appropriate. At Tymphany, employees are offered training opportunities on areas such as quality assurance, acoustics, production, administration, and self-development.

Employee Training

Primax Group places great importance on employee career development and provides all employees with the right to participate in training. In 2024, employees of Primax Group participated in courses organized by the Human Resources Department, excluding occupational safety and environmental training, accumulating a total of 1,054,032 training hours, with an average of 108 hours per employee and total training expenses amounting to NT$6,966,456.3.

Regular and Inclusive Unconscious Bias Training for All Employees

Primax has implemented comprehensive unconscious bias training programs that cover all employees. In 2022, during our Sustainability Season, we hosted a Diversity & Inclusion Exhibition themed around unconscious bias. Through curated keywords and explanatory materials displayed throughout the venue, employees were invited to explore and reflect on the concept of unconscious bias.

• From 2023 to 2024, we partnered with Hahow to offer 409 DEI-related courses for employees to choose from. Among these, two courses were designated as mandatory, including “Embracing Diversity: Overcoming Unconscious Bias and Becoming a Workplace Ally” by Merci, COO of Womany.
• In June 2025, we collaborated with the Taiwan International Queer Film Festival to host a screening of the gender-diverse film “Fly, Crossing the Mountains”, followed by a post-screening discussion with the director and cast. This initiative aimed to deepen employees’ exposure to DEI topics and encourage reflection on how to overcome personal biases and collaborate effectively with colleagues of diverse backgrounds, genders, ages, ethnicities, beliefs, and abilities—leveraging diversity to drive better outcomes at work.

Regular Training on High-Impact Communication and Digital Transformation to Build Cultural Alignment

Primax provides a wide range of communication and digital transformation training programs tailored to various job functions. For example, all registered employees have access to the Hahow online learning platform, where they can freely enroll in courses. As of the past two years, there are 392 communication-related courses available, with a total accumulated viewing time of 43,328 minutes. These trainings help embed a shared communication culture into daily meetings and cross-functional collaboration.

Leadership Development Programs

Through long-term collaboration with a professional management consulting firm, Primax has designed the VMTP Winning Management Talent Program and the Downward Management Golf Workshop to support newly appointed or prospective managers. These programs focus on enhancing leadership listening and communication skills. In addition to hands-on group exercises, the training includes a three-month post-course follow-up system to assess how managers apply the training in real-world scenarios. Managers are also invited to share feedback and reflections, allowing us to continuously refine future sessions to better meet their practical needs and improve overall training quality.