ENGAGEMENT

_{Main Aspects}

_Target

_{2025 Highlights}

_{Developing Managerial}

_{and Professional Talent}

_{To develop managerial}

_{and professional talent}

_{needed for the era of}

_{digital transformation}

_{▶ Ground-Up Development: 3E Learning Program for New Business Employees with
Mentorship Support}

_{FET has implemented a one-year progressive training and internship program based on the 3E
learning model—Education, Experience, and Exposure. This model is integrated into four core
modules: business sales skills, core telecommunications products and services,
new economy solution offerings, and sales process/system operations.
The program is supported by a structured mentorship system, where each new hire is paired
with a dedicated mentor who provides business guidance and support.
This ensures a systematic learning process throughout the Boot Camp program,
helping new employees smoothly advance in their career development.}

_{▶ Leadership Development:“ Error-Free®” Program for Continuous Improvement Among}

_{Management In response to the rapid changes of the digital era, ‘it is better to prevent errors
from the start than to manage crises afterward.’ Since 2024, the Company introduced and began
promoting the concept and mindset of“ Error-Free®”; a total of 221 participants from leadership
management and key technical units completed training courses, accumulating a total of 3,360
training hours. In 2025, the Company continued to promote “Error-Free®” combined with
AI applications, holding the“ Error-Free®” AI Competitiveness’ course, with a total of 38 managers
completing the training and achieving an average satisfaction score of 4.88. Following the course,
managers applied the“ Error-Free®” mindset to perform process health checks and corrections,
’proposing a total of 48 action plans. AI applications have progressed from past uses like ‘
writing emails and creating presentations’ into core areas such as ‘risk assessment, bidding
error prevention, and anomaly prevention,’ continuously embedding the“ Error-Free®” mindset
and methodology within the company through organizational optimization, form management,
and institutional process redesign.}

_{▶Self-Driven Learning: Enhance Self-Learning and Digital Transformation Growth}

_{In response to the trend of personalized learning, FET provides all employees with access to
an online multi-platform learning system for individual learning plans. The content includes
soft skills, knowledge of industry trends, and technical expertise. In 2025, a total of 5,206 course
enrollments were recorded, with an average satisfaction score of 4.64—an increase of 0.02 points
compared to the previous year—and a course completion rate of 88%.To further enrich learning
experiences, FET continued to offer a diverse range of formats, including a digital library for e-books,
podcast-based microlearning, and book clubs for group learning. A monthly learning development
newsletter was also published to help employees make effective use of learning resources,
enhance their skills, and foster a strong organizational learning culture.}

_{▶Striving for Excellence: Promotion of New Manager Training Programs}

_{To support professionals transitioning into supervisory roles and to help newly appointed
managers succeed, FET developed preparatory courses covering key managerial competencies,
including internal control and audit concepts, delegation, coaching, and decision-making.
The effectiveness and feedback of the program are reviewed annually. As of 2025, nine rounds of
training have been completed for newly promoted or newly appointed managers, with a cumulative
total of 255 managers trained, and the average course satisfaction score in 2025 reached 4.71.}

_{Main Aspects}

_Target

_{2025 Highlights}

_{Becoming Diverse}

_{Learning Partners}

_{Construct physical and online}

_{learning channels through}

_{internal experts to transform}

_{into a learning organization}

_{▶ Knowledge Creation: Empowering Internal Instructors as a Key Training Force}

_{Since 2021, including the third round of instructor recruitment and training launched in 2023,
FET has developed over 60 internal instructors who have delivered nearly 300 courses.
These courses cover topics such as workplace effectiveness (e.g., presentation skills,
communication, and coordination), industry trends aligned with the “Big Data, AI, and IoT”model,
and technical skills including VBA, RPA, and Tableau. In 2025, a total of 1,764 participants attended
training courses delivered by internal instructors, totaling approximately 4,200 training hours,
with an average course satisfaction score of 4.8.}

_{▶ Knowledge Diffusion: Advancing Internal and External Training Initiatives}

_{Building on the strategic focus on digital transformation,FET continued in 2025 to offer
training programs accessible to all employees, including contract and temporary staff.
These programs focused on three key areas: strengthening workplace effectiveness,
understanding industry trends, and advancing technical expertise.
A total of 41 courses were conducted across 66 sessions, co-delivered by both internal
and external instructors in both physical and online formats. The courses attracted
4,090 participants, with an average satisfaction score of 4.8.}

_{▶ Cultural Education: Promoting Core Values and Annual Cultural Priorities
through Training and Public Recognition}

_{To promote a positive corporate culture and cultivate an energetic and innovative organization,
the Company offers training programs each year to all employees, including contract and
temporary staff.
One such course is “Zero Workplace Discrimination and Sexual Harassment Awareness,”
which covers the implementation of non-discriminatory practices, the creation of a diverse,
equal, and inclusive workplace, and the development of multicultural sensitivity.
In 2025, a total of 5,373 employees completed the training, contributing to 1,791 training hours.
The course aims to foster a work environment where everyone is respected and valued,
regardless of cultural or personal background. In addition, by nominating employees
for their acts of kindness and innovative contributions, the Company emphasized its 2025 cultural
focus —the spirit of care, empathy, mutual support, and altruism— Through initiatives such as the
FET Heart Award, FET Innovation Award, and Far Eastern Spirit Award, outstanding employees
were publicly recognized. These efforts encourage behaviors aligned with the Company’s
core values and reinforce a shared cultural identity and team excellence.}

_{▶ Three Retirement Stations: A Task Force Initiative to Support Ideal Retirement Planning}

_{Rooted in FET’s core value of “Care,” the Company launched a retirement life planning initiative
tailored to employee needs. The program established three key resources —“Retirement Info
Station,” “Retirement Preparation Station,” and “Retirement Connection Station”— to assist
employees in organizing and preparing for retirement or post-retirement transitions.
Employees can access practical retirement knowledge through information portals and attend
in-depth seminars covering a range of retirement-related topics. In 2025, nearly 200 employee
enrollments were recorded for retirement seminars, with an average satisfaction score of 4.8.
In 2025, FET further invited retired employees with special expertise or technical skills to return
as instructors, opening 2 courses. This ensures that even after retirement, through diverse learning,
FET closes the distance with its employees, jointly building an ideal retirement life plan with them.
If employees have other development plans or need to leave their current positions due to
violations of relevant regulations, they may seek consultation or guidance from the Human
Resources Department, or receive severance pay distributed based on years of service
in accordance with regulations.}

_Encouraging

_{Innovation and}

_{Skill Inventory}

_{Promoting digital}

_{transformation and}

_{innovation based on the}

_{Big data/AI/IoT”}

_{▶ Promoting the Strategy: Training Programs Aligned with the “Big, AI, and IoT” Model}

_{To advance its strategic goals under the “Big, AI, and IoT” model,
FET organized a series of training programs delivered by both internal and external instructors.
These courses covered topics such as artificial intelligence (AI), programming software,
data science, information security, and cloud technologies. In 2025, a total of 32,492 employee
training enrollments were recorded, with cumulative training hours reaching 58,391.
Through these programs, FET supported employees in enhancing their knowledge and
skills in key technological domains.}

_{▶ Digital Transformation: Leveraging Digital Tools and Team Networks to Promote
Innovative Work Models}

_{FET continues to offer training programs on digital transformation and AI literacy
for all employees, including contract and temporary staff. These courses aim to deepen
employees’ understanding and application of AI tools, and designed the
‘Mastering High-Efficiency Workplace Capabilities’ AI training map, offering 12 courses
with a cumulative total of 5,889 training attendees. The learning outcomes were also
demonstrated in the COS Digital Academy’s ‘Amateur AI Automation Incubator’ project,
achieving an annual reduction of 5,616 hours of manual work. These applications have been
progressively expanded to various units, showcasing outstanding digital application effectiveness.
Additionally, the “Copilot Knowledge Hub” platform established by the Company has recorded
over 43,052 website views and collected more than 380 application scenarios, where employees
can exchange, reference, and share solutions through online Q&A. Whether the issues are
technical or operational, dedicated experts assist employees in finding the right answers,
directly resolving problems and enhancing efficiency.}

_{In support of sustainability goals, the Company in 2025 continued to conduct the
“Digital Sustainability Elite Development Program,” with a cumulative total of 118 employees
completing the training, accumulating 4,248 training hours.”Through this program, employees
learned how to evaluate supplier sustainability risks and identification operations, documenting
the assessment process and results using an online digital platform. Automated system-generated
results reduced manual processing time by at least 1,000 hours and improved operational efficiency
by over 50%, with survey return rates reaching 80%—a 60% improvement compared to the period
before introducing the digital platform. Graduates of this program served as external auditors,
saving the Company up to NT$6.99 million in audit fees over the past two years. This initiative
not only ensures that ESG takes root internally but also builds a sustainable supply chain, thereby
driving industry-wide advancement.}

_{▶Innovation Culture: Encouraging Boundary-Breaking and New Possibilities}

<sub>Innovation is a core value at FET. To cultivate employees’ lean thinking regarding processes,
the Company organized the ‘FET Innovation Award’ to encourage employees to challenge
habitual thought patterns. In 2025, a total of 8 innovation awards were recognized,
including 6 group categories and 2 individual categories. Notably, in the group category,
the ‘FET AI-Genius’ project utilized AI to optimize processes, reducing fraud detection time
from 3 days to 3 minutes—a 1,440-fold efficiency increase. This not only simplified tedious tasks
but also enhanced collaboration efficiency. The relevant applications have further expanded into
operations and maintenance, anti-fraud, AIKM, system health checks, and cloud management.
This outstanding project won the Silver Award in the ‘Smart Innovation Award
- AI Application Category - Enterprise Public Group’ by the Ministry of Economic Affairs.
This serves as an immense encouragement to employees and a high recognition of the
Company’s promotion of innovation and AI applications.</sub>

_{▶Professional Skills and Certification Mapping: Building and Analyzing Role-Based Data}

_{FET completed the development of a professional skills database and dashboard for
project management personnel in the enterprise customer division. The resulting data serves
as a key reference for individual career development, talent selection and deployment,
as well as for planning training resources.
In addition, the Company utilizes a digital learning system to conduct inventory and
management of professional certifications, enabling departments to monitor certification coverage
and arrange relevant training programs, including certifications in information software,
information security, and project management, totaling more than 2,500 certificates.}