Novatek provides systematic pre-employment and on-the-job training programs for new employees from the time they join the Company, including mandatory courses covering regulatory compliance, technical procedures, and professional competencies. In addition, each new employee is assigned a dedicated mentor to facilitate knowledge transfer and adaptation to the Company’s organizational culture. Supervisors adjust work assignments and performance objectives based on individual capabilities and team requirements, while simultaneously providing both On‑Job Training (OJT) and Off‑Job Training (Off-JT) resources to support the achievement of annual performance goals and long-term career development. Through the annual performance evaluation and personal development plan, Novatek evaluates the development potential of employees and their suitability for higher professional or management positions. Subsequently, the Company will provide learning resources corresponding to the cultivation of talents at all levels, laying the talent foundation necessary for the organization's sustainable development.

To cultivate and develop supervisors and potential leaders at all levels, Novatek has launched various learning and development courses for management at all levels through the Academy of Leadership Management based on leadership competencies, including organizational strategy leadership for middle and senior management, and team leadership learning courses for supervisors. In 2025, 23 leadership development courses were held with a total of 54.5 training hours, and 1,402 attendees.

Through a diverse and friendly learning experience, Novatek provided a total of 672 diversified internal training courses in both physical and online formats in 2025, with a total of 98,444 employee enrollments. The average training hours per employee was 33.2 hours (including both internal and external training programs). Based on the competencies, a series of professional training courses were planned to not only enrich employees' professional knowledge and skills but also to achieve the goals and tasks assigned by the Company. This also helped employees to explore and develop themselves, accept challenges, strengthen their professional skills, and enhance their competitiveness.

Novatek has implemented an exclusive mentoring system to help new employees familiarize themselves with the workplace from the first day of work, so that they will not be at a loss. In addition, the comprehensive and complete training courses allow new employees not only to contribute their strengths, but also to continue to grow while working at Novatek. Novatek attaches great importance to the adaptability of new employees after joining the Company, and whether their roles in the job meet the expectations. For this reason, the Chairman conducts one-on-one interviews with employees after 1 year of employment to understand how they’ve adapted to their work and whether they have any ideas and suggestions for their department or the Company. This caring gesture for new employees also demonstrates that the senior executives of Novatek attach great importance to talents. According to the statistics from 2025, the retention rate of new employees within the first 3 years was 87.70%, and retention within the first year was 94.96%.

To review the status of employee development within the Company, as well las their performance and achievements at work, Novatek implements an employee performance management system. Except for those whose period of service is less than 1 year and fixed-term contractual personnel, every employee is required to participate in the performance evaluation for the current year, regardless of their gender, age, and job category.

Through a planned education and training as well as performance evaluation process, suitable targets for promotion are identified. To enable talented people to achieve better career development within the Company and to assume more important responsibilities, Novatek has formulated the “Regulations for Occupation Level, Position and Title”, and the “Regulations for Promotion”. Based on employees’ performance, achievements and years of experience, submissions can be made by department heads. After they have received the approval of the President, promotions are made. Besides increase of salary, employees who have been approved for promotion will also be given promotion gifts to encourage their efforts and contributions to the Company. In addition, those outstanding personnel who demonstrate excellent work performance and management capabilities, based on the Company’s organizational and management needs, shall be granted management positions, thus enabling all employees to adapt their talents to the Company’s needs.