To sustain innovation and competitiveness, Catcher places strong emphasis on employee training and development. In alignment with the principles and regulations of the Taiwan Talent Quality-management System (TTQS), the Company has established a diversified educational training system. Each year, a systematic annual training plan is formulated to close the gap between Catcher’s business development needs and employees’ skill sets, while also encouraging participation in a wide range of internal and external training programs.

        Through on-the-job training, job instruction, job rotation, and other learning approaches, employees’ core and professional competencies are enhanced. Key initiatives include pre-employment training for new hires, management skills training for supervisors, professional competency training, internal instructor programs, general education courses, AI English boot camps, as well as programming, processing software, and automation technology training projects.

         Based on specific job requirements, employees are given opportunities to attend professional seminars and courses in collaboration with renowned domestic and international universities and training institutions. These programs help strengthen employees’ competitiveness in emerging fields.

          Over 75% of Catcher’s management positions are filled through internal training and promotion, reflecting the Company’s strong commitment to cultivating talent from within. Succession planning is a central component of Catcher’s strategy to pass down its business philosophy and sustain long-term competitiveness. In alignment with the Company’s medium- and long-term development goals, comprehensive succession plans are established for key management positions.

           Potential successors are regularly identified and evaluated at all levels, with selection criteria emphasizing not only professional competence but also the embodiment and practice of Catcher’s core philosophy: technological innovation, customer service, integrity and practicality, and sustainable management.

           To build leadership pipelines and ensure future readiness, the Company implements a variety of development and training measures, including:

1. Departmental Rotations and Project Assignments – Appropriate rotations and cross-functional assignments are arranged to broaden management knowledge and enhance leadership skills.
2. Executive Development Programs – Managers are encouraged to participate in executive seminars, online academies, web forums, and consensus camps, with additional external courses arranged to align with personal career development plans.
3. Engagement on Emerging Issues – Participation in discussions on corporate governance, sustainable management, information security risks, and innovation management develops competencies for adapting to rapidly changing global trends.
4. Exposure to Governance Practices – Attendance at affiliate board meetings and participation in internal management meetings provides practical insights into board and functional committee operations as well as overall Company management.

         Through these measures, Catcher ensures that future leaders possess the professional expertise, strategic vision, and values-driven mindset needed to guide the Company toward sustainable growth.