Comprehensive career development and promotion system
Primax Group has established a comprehensive career framework and promotion system for employee recruitment, internal transfer, and retention. These measures not only support employees in achieving their personal career development goals but also inspire them to realize their full potential and explore new career paths and opportunities.
The Company's Performance Review and Development (PRD) system provides employees and supervisors with opportunities for two-way communication. Through this process, employees gain a clear understanding of their job performance and areas for improvement. At the same time, personalized competency and career development plans are formulated based on individual professional skills, career interests, and work styles. This approach enables every member of Primax to surpass their own expectations and unlock unlimited potential. Specific measures include senior management setting operational objectives, after which each supervisor and their team members engage in two-way discussions at the beginning, middle, and end of the year. These discussions are supplemented by ongoing adjustments, feedback, and coaching.
Performance evaluation system
Primax Group fully safeguards employees' legal rights. All personnel policies comply with applicable labor regulations and are integrated with the performance review system to ensure a clear and effective framework for rewards and disciplinary actions. The Group conducts regular annual performance reviews. Assessment criteria and standards are established based on job titles and responsibilities, serving as references for year-end bonus determination and salary adjustments. Except for full-time employees with less than three months of service and temporary employees under fixed-term contracts, all full-time employees at Primax's Taiwan, Mainland China, and Thailand facilities are included in the performance review process. At Tymphany, all employees are subject to performance reviews, ensuring fair opportunities for promotion and career development.
Flexible career development system
Unlike traditional promotion plans, Primax has established a flexible dualtrack career development system that allows each employee to pursue either a managerial track or a professional track, depending on their personal interests, strengths, and career aspirations. Regardless of the path chosen, all employees are provided with ample, fair, and equitable opportunities for advancement and development. Primax conducts regular year-end individual performance reviews to understand each employee's development preferences. These reviews consider annual performance results as well as information documented in the Competency and Career Development Analysis Form to provide ongoing support and guidance. Through this flexible dual-track promotion system, employees are encouraged to fully leverage their expertise while fulfilling their career ambitions, finding a platform where they can thrive, whether in managerial roles or professional positions.
Internal Rotation Program
To effectively cultivate a diverse talent pool that meets organizational needs, Primax has established the Primax Group Internal Rotation Guidelines. Through the internal rotation mechanism, employees can explore their personal interests and develop their potential by experiencing different positions within the Company. This approach broadens and deepens individual career development while continuously fostering organizational innovation and vitality.
At the beginning of each year, Primax announces rotation guidelines, communicating the functional areas and eligibility criteria for rotation during the year. The Human Resources Department coordinates and negotiates rotation positions and candidates based on individual qualifications and business development needs. These efforts are aligned with departmental Rotation Plans, which are submitted by each department to match positions and personnel. A Group Annual Rotation Plan is then compiled for review and approval by the Steering Committee. In accordance with the approved Annual Rotation Plan, the managers of the transferring and receiving departments are required to conduct two-way communication with each other and with the employee concerned. Within the designated timeframe, they must submit a detailed Rotation Implementation Plan, including the effective date, communication plan, work handover arrangements, training plan for the new position, and assignment of a mentor. Subsequently, department managers are responsible for executing pre-rotation training on schedule or arranging a mentor for the employee, completing the personnel transfer process, and ensuring that the employee reports to the new position as scheduled. The implementation rate and effectiveness of the rotation are incorporated into the annual performance objectives of department managers.
Diverse and equal talent development program
Female Leadership Talent Development Indicators
Primax Group is committed to the principles of fair and equitable talent development. As members of Primax, all employees can feel confident and empowered to realize their potential and showcase their capabilities. To achieve this vision and commitment, in recent years Primax has incorporated objectives into its corporate sustainability goals that focus on promoting gender equality and eliminating unjust barriers to advancement. Accordingly, we are proactively cultivating female senior managers and identifying young, high-potential female talent across all levels of leadership. We are also working to increase the proportion of female employees in critical managerial roles, with the goal of steadily growing the percentage of female key managers to 20% by 2030.
Diverse and self-motivated learning channels
At Primax, in addition to remuneration and post-retirement care, we believe that spiritual enrichment and personal fulfillment are equally important. We strive to help employees view the workplace not merely as a place of work but as an environment where they can grow. We have established a comprehensive training framework and offer a variety of courses and seminars covering multiple areas. These resources enable employees to gain new knowledge beyond their daily responsibilities, enhance job-related skills, and explore subjects of personal interest. In addition, for employees who leave the Company due to business adjustments or role changes, we proactively ask whether they require support in securing re-employment. If requested, we assist them by posting their profiles through headhunters or other job placement platforms.
Employee Career Training and Education System
Primax Group's approach to training, learning, and development is built upon a competency-based framework that is closely aligned with the Company's future development strategies andobjectives. The training system is structured into the following three main categories:
To enable employees to easily and conveniently acquire new knowledge and skills, the Company has established diverse learning channels. These various platforms are designed to inspire employees' capabilities and potential while broadening the overall significance of learning. Throughout the learning process, we strongly encourage employees to share and exchange what they know and have learned, fostering collective learning and growth within teams and across the organization. Our managers often serve as mentors and trusted advisors, providing direct and timely guidance and continually adjusting the appropriate learning and development tools as needed. At Tymphany, training opportunities are categorized and offered across areas such as quality, acoustics, production, management, and personal development.
Employee Training
Primax Group places great importance on employee career development and provides all employees with the right to participate in training. In 2025, employees of Primax Group participated in courses organized by the Human Resources Department, excluding occupational safety and environmental training, accumulating a total of 111,700.28 training hours,
with an average of 10.05 hours per employee and total training expenses amounting to NT$14,574,857.083.
Regular and Inclusive Unconscious Bias Training for All Employees
Primax has implemented comprehensive unconscious bias training programs that cover all employees. In 2022, during our Sustainability Season, we hosted a Diversity & Inclusion Exhibition themed around unconscious bias. Through curated keywords and explanatory materials displayed throughout the venue, employees were invited to explore and reflect on the concept of unconscious bias.
- From 2023 to 2024, we partnered with Hahow to offer 409 DEI-related courses for employees to choose from. Among these, two courses were designated as mandatory, including *“Embracing Diversity: Overcoming Unconscious Bias and Becoming a Workplace Ally”* by Merci, COO of *Womany*.
- In June 2025, we collaborated with the Taiwan International Queer Film Festival to host a screening of the gender-diverse film *“Fly, Crossing the Mountains”*, followed by a post-screening discussion with the director and cast. This initiative aimed to deepen employees’ exposure to DEI topics and encourage reflection on how to overcome personal biases and collaborate effectively with colleagues of diverse backgrounds, genders, ages, ethnicities, beliefs, and abilities—leveraging diversity to drive better outcomes at work.
Regular Training on High-Impact Communication and Digital Transformation to Build Cultural Alignment
Primax provides a wide range of communication and digital transformation training programs tailored to various job functions. For example, all registered employees have access to the Hahow online learning platform, where they can freely enroll in courses. As of the past two years, there are 392 communication-related courses available, with a total accumulated viewing time of 43,328 minutes. These trainings help embed a shared communication culture into daily meetings and cross-functional collaboration.
Leadership Development Programs
Through long-term collaboration with a professional management consulting firm, Primax has designed the VMTP Winning Management Talent Program and the Downward Management Golf Workshop to support newly appointed or prospective managers. These programs focus on enhancing leadership listening and communication skills. In addition to hands-on group exercises, the training includes a three-month post-course follow-up system to assess how managers apply the training in real-world scenarios. Managers are also invited to share feedback and reflections, allowing us to continuously refine future sessions to better meet their practical needs and improve overall training quality.