ESG Report 2024

67 Environmental, Social and Governance Report 2024 The United Laboratories International Holdings Limited In order to establish a comprehensive mechanism for selecting, cultivating, and managing successors, the Group has formulated the "Succession Personnel Management Policy". For individuals who have been selected and included in the successor list through assessment and evaluation, the Group will provide additional attention and support by conducting specialised training to help them quickly enhance their capabilities and prepare adequately for taking on greater responsibilities. 9.2.3 Succession Planning and Leadership Development Leadership Development In a company, management personnel play a critical role in decision-making and must demonstrate exceptional leadership, communication, learning and coordination skills. Therefore, regular training for them is particularly important. During the Year, the Group organised offline training activities specifically for project managers. Pathways for successor nomination: incumbent position, supervising leaders, recommendations from the human resource department, etc. Every incumbent middle-level and above managerial staff has the responsibility to develop successor candidates to meet the company's development needs. Each managerial staff member who is approaching retirement within three years or has special circumstances preventing them from performing their duties should recommend at least two successor candidates. Adhering to openness, fairness, and advocating for public supervision. Generally, successor candidates are determined at a ratio of 1:2. Successor Selection and Nomination The Group's Human Resources department should timely grasp the situation of potential retirees and successor candidates within the entire Group. The Human Resources department should follow up and understand the development of successors. If the responsible department in charge of the organization conducts investigations on eligible successors, they should focus on evaluating the candidates' leadership abilities, management potential, job performance, values, and cultural adaptability, and submit assessment reports. The Human Resources department should establish successor files. The successor files include the successor list, resumes, investigation materials, development plans, annual assessment records, learning and training materials, etc. Successor Tracking and Management Identify the direction and plan for development, implement training measures, evaluate the effectiveness of the development, and conduct tailored development based on individual circumstances. Strengthen practical exercises for successors. Implement job rotation and assign them to important positions. Successor Development Summary of the "Succession Personnel Management Policy”