According to the disclosure scope of this year, in 2025, Primax Group employed a total of 11,117 employees. Compared to the previous year, the number of employees grew by 13.89%, primarily due to the expansion of production capacity at overseas sites and recruitment needs driven by business growth, which spurred overall manpower growth.
In the overall workforce structure, the percentages of permanent and temporary employees were 94.05% and 5.95% respectively, with female employees accounting for 52.33%, slightly higher than male employees at 47.67%. Regarding individual entities, Primax had 7,534 employees (94.64% in permanent positions and 5.36% in temporary roles; 46.15% male and 53.85% female). Tymphany had 3,583 employees (92.80% permanent and 7.20% temporary; 50.88% male and 49.12% female).
Primax Group's non-employee workers primarily consist of contract employees and on-site vendor personnel, and the size may vary depending on production labor requirements at different times of the year. All temp worker agencies and contractors partnered with Primax Group have been instructed to comply strictly with laws. Business relationship will be terminated immediately upon discovery of any violation against law.
People Analytics
Primax uses people analytics to support data-driven talent management decisions across talent acquisition, development, deployment and retention. The Company regularly monitors and analyzes key workforce indicators, including position fulfillment rate, employee retention rate, performance outcomes, compensation allocation, succession readiness for critical positions, and critical position fulfillment rate.
These insights are used to evaluate workforce and talent management effectiveness, support workforce and succession planning, and continuously refine talent acquisition, performance and reward, and retention strategies. For critical talent, Primax also analyzes relevant workforce and retention indicators to identify potential retention risks and implements appropriate retention actions where needed.
Workforce and talent analytics are also incorporated into workforce and succession planning to identify potential workforce gaps, assess critical-position coverage and succession readiness, and support corresponding recruitment, internal mobility and talent development actions.