Talents are the core assets of corporates. Education and training are closely associated to changes in the external environment, corporate growth and employee career development. As the current financial service industry offers a diverse range of products, we encourage employees to obtain wealth management specialist licenses and train professional talents while maintaining business development of the entire bank. We therefore included the wealth management license as a requirement for promotions and instituted bonus points for professional licenses.

TBB spares no effort in talent cultivation and emphasizes the importance of people's knowledge, skills and experience. We encourage employees to participate in various education and training courses inside and outside the Bank to increase their business skills and improve work efficiency. We also cultivate a diverse range of talents in various positions to bridge gaps caused by the resignation or retirement of staff members. We use unit and job rotations to increase employees' professional skills and business promotion capacity. Employees can also learn professional knowledge and experience through work which help them develop problem-solving skills and experience. They can continue to learn new knowledge and improve personal value and share and pass on knowledge, experience, and training. These measures help us create a culture of learning in the organization, accumulate intellectual property, and attain sustainable development, efficiency, and responsibility of the Bank.

TBB aims to cultivate outstanding talents and appropriates high amounts of training expenses each year to provide a comprehensive training system. The scope of professional training includes core competencies, management functions, professional functions, new recruit training, lecturer training, international talent training, and self-growth training.To encourage employees to build networks and learn beyond their daily work, the Bank offers learning points for self-study during non-working hours (counted toward promotion) and subsidies for improving foreign language skills, helping employees broaden their social networks and adopt diverse learning approaches.

TBB formulates the annual "Employee Training Program" each year to improve the service quality and professional quality of employees, reduce operational risks, cultivate excellent management personnel, and improve the business performance of TBB. We plan and implement various training courses based on different positions and qualifications of employees. A test was arranged before the end of the training course to evaluate the learning effectiveness of the staff and to improve their learning attitude and professional ability, so as to achieve the effect of unity of training and application. In 2024, TBB tracked all basic business courses based on implementation and the average implementation rate [1] was 97.76%.

In order to familiarize the branch staff with the relevant laws and regulations before the rotation of duties, to smoothly transfer their duties and to enhance the legal compliance culture of the Bank, the General Managers (Managers) and employees of each branch should pass the test of their new duties within 2 months before the change of duties in major categories.

TBB provides incentives for learning and provide measures including points for promotion to encourage employees to study by themselves and increase professional skills and selfworth. In addition to paying attention to for participants’ after-class questionnaire opinions and learning results and regularly tracking participants Job status, the Bank implements management of training of all employees to ensure that the training is put to good use.

Note:

• The formula for calculating the unity of training and application courses for each rotation = the number of trainees taking up or acting on behalf for that position at the time of training or within six months after the completion of training/the total number of trainees who completed the training in that rotation*100%.

To strengthen TBB employees' long-term employment skills and help them manage their career after retirement for lifelong learning, in addition to the basic training for employees, TBB also implements the "Learning Plan for All Employees". The training and expenses of all employees (including contractual interns from industry-academia collaboration programs) are planned and fully subsidized by the Bank to assist employees in their transformation and preparing for future retirement or resignation, so that they will still have relevant professional competencies to continue employment or change jobs. To ensure employees are familiar with relevant businesses and regulations before job transfers, employees at business units are required to complete a competency test for their new role two months prior to major job changes. In 2024, a total of 469 classes were offered (including 36 basic business classes, 386 business seminars (advanced), 18 management classes, and 29 seminars/information sessions), and a total of 43,730 person-times completed the training, averaging 7.8 times per employee per year. The annual total cost of employee training was NT$32,272,000, averaging NT$5,784 per person