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.
Talent Development and Empowerment
Phihong regards talent development as the core supporting sustainable operation and organizational resilience. Through a structured cultivation framework, the company systematically enhances employees’ professional capabilities and career development momentum. Through the “Education, Training, and Promotion System Framework,” we integrate training hours and competency achievements into promotion evaluations to encourage continuous improvement and shape a learning-oriented culture. To ensure the effectiveness of the system, training planning and implementation mechanisms are continuously optimized in accordance with the management spirit of the TTQS from the Ministry of Labor of the Executive Yuan. Obtaining the TTQS Silver Medal Certification in 2024 (valid until 2026 ) demonstrates a stable and sustainable foundation for talent cultivation and training management.
Training and Development Framework
Phihong introduces the PDDRO training management cycle, ensuring that education and training are closely aligned with operational needs and employee career development through planning, implementation, development, checking,and achievement feedback mechanisms. Systematically plan pre-employment training, professional cultivation, management development, and general education courses according to different career stages and competencies.Employ a blended learning model with both online and in-person formats to enhance learning flexibility and effectiveness. Average training hours per person in 2025 were 43.58 hours, with an achievement rate of 145.3%.
Phihong constructs a comprehensive performance management system based on annual operational strategies and employee career development goals. Through regular tracking and reviews, the Company ensures that targets are consistent across all pillars of performance, allowing for timely strategic adjustments to meet operational needs. Through the use of a digital management system, Phihong facilitates ongoing communication and dialogue around goals, enabling managers to monitor progress, support employees in improving performance, and foster their professional development. The system promotes two-way communication and real-time feedback between supervisors and their direct reports, thereby enhancing organizational competitiveness and strengthening overall team performance. At the same time, by employing the performance management mechanism, the Company effectively controls achievements, improves operational efficiency, and motivates employees for continuous growth.
In terms of the remuneration system for senior management, the remuneration structure is linked to the overall business performance and individual performance, incorporating non-financial indicators such as corporate governance, green design, and sustainable development. This ensures alignment with both short-term and long-term operational targets and shareholder interests. Since 2023, the Company has further introduced a long-term incentive mechanism through stock ownership trust to strengthen the connection with the company’s long-term performance. Additionally, the Company has established a fair and transparent performance-linked reward and promotion system that covers probationary and annual evaluations. In profitable operations, annual bonuses, employee profit-sharing, and project-based incentives are distributed based on performance results to recognize contributions, retain talent, and continuously enhance overall competitiveness.
