Happy Workplace
Phihong believes exceptional talent drives sustainability. We are dedicated to creating a LOHAS (Lifestyles of Health and Sustainability) workplace that respects human rights, fosters employee happiness, and enhances job satisfaction and belonging.
Employee Satisfaction and Engagement
Phihong regards Employee Satisfaction as the core of organizational growth, dedicating efforts to constructing a transparent, timely, and diverse two-way communication environment. We combine labor / management meetings, all employees meetings, and the HR director’s mailbox with diverse channels to ensure colleagues can freely express their opinions. This is supplemented by systematic data analysis to precisely understand needs and thereby promote management optimization. Through the timely promotion of major policies and comprehensive IT transparency, we not only foster internal consensus but also realize a sustainable vision of mutual benefit for the company and employees.
Through the satisfaction survey, we turn employee opinions into concrete driving forces for organizational progress:
- Feedback collection and analysis: Regular review of the work environment, remuneration and benefits, and management effectiveness.
- Action and Transparent Tracking: Evaluate feedback on suggestions from colleagues and continuously track the progress of improvements.
- Talent Cultivation and Growth: Design training programs and career development pathways based on feedback to enhance employees’ sense of belonging.
- Decentralized Communication: Encourage managers and subordinates to establish a culture of respectful and transparent dialogue.
- System Effectiveness Review: Regularly evaluate the effectiveness of management measures and dynamically adjust them according to market trends.
To help new hires smoothly transition through their adaptation period, Phihong has established a systematic “Mentorship and Evaluation” care mechanism:
- Buddy System: Each new employee is assigned a dedicated mentor to provide real-time guidance in aspects such as food, clothing, housing, transportation, and job content processes, eliminating the uncertainties faced in the early stages of employment.
- Three-Month Promotion Care Interview: During the probationary evaluation, an in-depth care interview is conducted by the manager and Human Resources to understand the employee’s job adaptation and actual needs.
- Improve Retention Rate: Enhance the security and organizational recognition for new employees through comprehensive support and care to ensure the long-term stability of the organization’s talent structure.
Survey Target: Employees who passed probationary period and transitioned to full-time status ( Linkou Headquarters and Zerova Taiwan)
Survey Period: January to December 2025
Questionnaire Response Rate: 100%
The survey results display that both Linkou Headquarters and Zerova have reached a stable and good level overall, indicating effective integration of new employees and organizational culture. Satisfaction at the Linkou Headquarters ranges from 8.3 to 9.6 (out of 10), with growth interaction and work engagement performing the best, Displaying that training and collaboration mechanisms are welldeveloped.
However, working conditions are relatively low, and around 13% of new hires show a low willingness to stay, indicating room for improvement.
Zerova scores approximately 20.9 to 21.9 ( out of 20 ) across various dimensions, with team collaboration and working environment performing outstandingly, reflecting a positive organizational atmosphere. However, Remuneration and Benefits remain a relative weakness, indicating that the compensation system still needs enhancement.
Overall, the company has advantages in organizational culture and teamwork. In the future, it will continue to optimize the remuneration system, job conditions, and new employee care mechanisms to improve retention rates and human resource competitiveness.
