Sinotruk（Hong Kong）Limited Employee Development Policy

1. Our Position

Sinotruk (Hong Kong) Limited  (hereinafter  referred  to  as  ‘the  Group’,  ‘Sinotruk’,  ‘we’ or  ‘us’) has always regarded employees as its asset and strategic resource since its inception, which are the cornerstone of the Group’s development. Adhering to the concept of " people oriented",  we  are  committed  to  continuously  shaping  a workplace culture of equality, inclusion and diversity as the core element of talent attraction and pursuing the common growth of the Group and its employees.

2. Role and Responsibility

The Group gives full play to the resource advantages of its member companies. The Group’s Human Resources Department, the Human Resources Departments of its member companies and the training related departments will work together to carry out all-employee training that meets the needs of different businesses  in the  light  of their  own realities,  and to promote the  formation  of a mechanism for employee training and talent cultivation that is led by the advantaged companies,  shares  high-quality  resources  and  enhances  all  employees  together. Employees are encouraged to focus on growth by creating development plans, engaging in career discussions with managers, and taking action to build their skills and broaden their experiences.

3. Our Development Program

Investment in the development of employees’ knowledge and skills is critical for the Company’s success and helps to attract and retain employees. To meet the training and development needs of our employees, the Group provides various tools and resources ensuring that employees are motivated by the prospect of new challenges or career development opportunities. Our extensive development programs are intended to enrich our talent pool and promote our formal talent pipeline.

(1) Job-specific Training Program

We  will  provide  a  variety  of  on-the-job  training  programs  based  on  job qualifications  and  actual  business  needs,  including  general  skills  training, vocational skills training, management skills training, mentor program by position and needs, and training courses collaborated with external institutes.

(2) Job Rotation Program

We will carry out annual/semi-annual job rotation programs for different types of talents  to  continuously  broaden  their  career  path,  review  individual  career development   planning,   cultivate   composite   talents   through   multi-position challenges and provide more trial-and-error opportunities for employees career development.

(3) Leadership Development Program

We  carry  out  different  types  of  leadership  development  programs  for  the leadership  development  needs  of  employees  at  different  levels,  including theoretical learning, practical job trainings, thematic training camps, intelligent coaching, mini-MAB, etc., which help us to identify and cultivate high-potential employees, to enhance their personal leadership and to positively convey their influence to their subordinates, co-workers and customers.

(4) Succession Program

To ensure the integrity and continuity of our talent pipeline, we conduct succession planning for all employees to avoid the risk of changes in key positions or strategic positions. In accordance with the Groups development strategy and talent strategy, we  sort  out  the  characteristics  of each position,  define  the  requirements  for successors and the existing talent pool, and through continuous systematic training and coaching, we will continue to improve the competence of our successors until they are fully qualified.

(5) Continuing Education for Employees

We encourage and support our employees to pursue further education, support all employees to participate in various types of training and learning, and provide resources to support further education programs, including academic education, certification,  accreditation,  skills  training,  forums  and  conferences.  For  all employees, we encourage employees to participate in external learning and further education by formulating and implementing support policies and measures, such as reimbursement of tuition fees and leave of absence for work time taken up by exams or classes, to obtain academic qualifications, degrees or certificates.

(6) Performance Appraisals and Feedback

We attach great importance to employee performance management, formulate and implement the Performance Management System applicable to the Group and its member  companies  and  introduce  the  Objectives  and  Key  Results management tool that enhances the vitality of the organization and empowers the development of the employees, to help the employees to find the optimal solution, to enhance the efficiency of the work and to activate the creativity ofthe team.

(7) Restructuring policies and plans

We are concerned about the mutual development and overall progress of our employees and the Group, and are committed to reducing the impact of employees following arestructuring or layoff. We have formulated plans to cope with structural reorganisation or redundancy, including severance pay, assistance with outplacement, reemployment or retraining.

4. Reporting and Grievances

The Group fully respects and values the  of employees opinions, formulates and implements policies on employees feedback and grievance management, clarifies the  means  of employees  communication  and  complaints,  opens  up  channels  for employees grievances, and provides protection for employees whistleblowing.

a)    Speak   with   management-level   personnel   or   the   Human   Resources Department

b)    Employee representative assemblies, in which all employees have the right to participate independently and to form opinions and suggestions on key issues of immediate interest to employees

c)   Submit  concerns  via  email  to  the  Internal Audit  Department

d)   Report the situation to the chairman of the board of directors via e-mail