ESG

▍Recruitment of New Employees
We have made preparations in advance to add locations and recruit talents in various countries, in order to meet the needs of market expansion in the future. We continue to dedicate our efforts to the corporate culture and attract talents. Besides recruiting talents through job banks, we also release job vacancy information on social media platforms, such as Linkedin and Facebook. We also work with career centers of universities and colleges and participates in job fairs or job matchmaking activities. When a job opening becomes available, our staff will also recommend friends or relatives to apply for the job. We establish a talent pool for unsuccessful applicants, who will be contacted when a suitable job opening becomes available.

Applicants must pass a document review, professional capability assessment, and competency and language proficiency tests. We seek outstanding talents with shared values to jointly create new possibilities at Brogent and share the success and results. There were 34 new employees in 2025, in which 19 were female and 15 were male.




  When recruiting foreign/overseas employees, Brogent complies with local labor laws and personal data and privacy protection regulations, respects human rights, and does not engage in any discrimination. We uphold the Company's core values and comply with external regulations and the Employee Code of Conduct to create a workplace environment with fair treatment and equal employment opportunities.

 
▍Talent Cultivation
Brogent understands the importance of employee cultivation and believes that employees' growth will also empower the Company's growth. Brogent uses various learning channels and resources to help employees improve their own abilities and exercise their advantages and potentials, with the vision and goal of cultivating talents across different fields in an integrative way.
1. Educational Training
Brogent cultivates talents through diversified learning channels, encourages employees to actively participate in internal and external education training, and fully supports learning and development at the Company's expense to ensure that employees are able to grasp the latest industry trends and professional knowledge, thereby enhancing employees' workplace competitiveness and require competencies. In addition, a dual-track development system for professional and management competencies is provided to enable employees to grow and improve their abilities.

Brogent's training courses mainly include management training, professional training, general training, and newcomer training. We have systematically planned comprehensive training courses needed by our employees for their career development, as well as education and training courses for their lifelong learning.

Brogent's diversified internal training courses cover professional skills, general education, management capabilities and cross-departmental talent training. Internal trainers provide the passing down of high-quality knowledge and practical sharing to ensure that employees can learn and apply them at work, thereby improving overall team effectiveness. Depending on the actual demand, internal training courses are uploaded to the training system and made available to all employees for learning to promote knowledge sharing and exchange among departments; Online teaching will be provided for employees who are unable to attend physical courses. Employees can flexibly schedule their learning time through the training system and record their learning progress and completion status. After completing external training, employees are not only required to submit electronic files of relevant information such as training-related qualifications to the human resources unit for record-keeping, but are also required to upload a report form on the results of the training experience to the training development system, and according to the needs of the knowledge and skills gained from the training to be converted into teaching materials suitable for internal learning, and act as an internal trainer to organize internal training to be passed on to other relevant personnel.




♦ Education and Training Results
Brogent is committed to helping employees and the Company grow together, planning complete and diverse learning courses and training resources for employees; we hope to utilize the organization's internal teaching resources to enhance the adaptability, professionalism and sustainability of employees, so as to promote the sustainable operation of Brogent; the total hours of employee education and training reached 13,479 hours, an average of 50 hours per person.



 
This series of courses attracted a total of 295 participant attendances in in-person courses and achieved an average satisfaction score of 4.9 out of 5, reflecting employees' high recognition of course quality and practical value. Upon conclusion of in-person sessions, the Company produced 12 micro-learning videos based on course content and incorporated them into its internal digital learning platform, further amplifying learning impact. These resources accumulated 350 additional learning attendances, allowing employees who were unable to participate in person to acquire and review key concepts.

Through the introduction of external experts' experience and the establishment of digital learning resources, this training program effectively strengthened employees' overall understanding of industry trends, product positioning, and cross-role collaboration mechanisms, and promoted cross-departmental knowledge exchange and organizational learning diffusion, further enhancing the Company's overall talent capabilities to support international projects and innovative development.



2. Passing Down Experiences
Brogent (including the subsidiary Brogent Global Inc.) values the internal passing down of knowledge and experiences and encourage our employees to be internal trainers. In 2025, a total of 74 internal trainers taught over 205 hours of classes in total. To recognize and encourage all employees to pass on valuable experience and knowledge, to enhance the Company's overall internal competitiveness, and to encourage internal instructors to devote their professional knowledge to teaching, the Company has specially established the "Excellence in Teaching Award", which is divided into two major categories: "Professional Course" and "General Course". In 2025, internal instructors were evaluated based on both quantitative and qualitative indicators, including total teaching hours, number of employees trained, and learning effectiveness indicators (e.g., satisfaction scores, assessment mechanisms, and conversion into online learning modules). As a result, 8 outstanding internal instructors were selected and recognized at the year-end internal award ceremony. Through this mechanism, the Company aims to further enhance its internal learning culture and strengthen experience exchange and knowledge sharing among employees. At the same time, we are also actively evaluating retirees to become consultants or provide guidance for the passing down of technical experience, which has become one of the most important assets of the Company.

3. Diversified Development of Employees



▍Performance Evaluation
To encourage our employees to pursue continuous innovation and growth, we align our employees with our organizational goals and achieve these goals through a strategic and integration-based performance management system. We have also effectively improved employee performance and achieved our operational goals.



♦ Executive Performance Evaluation
The professional guidance provided by Brogent's senior management and their managerial efficiency are the keys to our persistence in improving the competitiveness of our products in the immersive simulation technology industry. By performing their managerial duties well, senior management can bring about stable operational performance. Therefore, we have established an internal evaluation mechanism that connects review of managers' salary to their work performance; the approval criteria consist of three aspects: financial indicators, quality and risk, and leadership and management.





  We plan to conduct the next Employee Engagement Survey in 2026 to collect employee feedback and suggestions. Survey analysis results will be reported to management and used to formulate relevant improvement action plans. The Company will continue to track implementation effectiveness and is committed to fostering an attractive and supportive workplace environment.