員工滿意度調查

2025 Employee Satisfaction Survey Results

 

I. Background and Purpose

To understand employees’ level of satisfaction with the Company’s overall working environment, benefits system, management practices, and interpersonal relationships, an employee satisfaction survey was conducted in 2025. The results are intended to serve as a reference for organizational improvement and policy adjustments.

II. Survey Overview

                                                                                                                                  
Item Description
Target Respondents All headquarters employees
Survey Topics Work arrangement and support; supervisor support and team interaction; training and career development; sense of growth and job stability; work environment and compensation & benefits
Number of Respondents 29
Coverage Rate 45%
Responsible Unit Administration Department
Survey Frequency Once per year
Survey Period January 1, 2025 – December 31, 2025
 

III. Survey Results
                                                                                                                                                       
AspectObservationKey Summary
Work Arrangement and Support About half of employees reported being “very satisfied” or “satisfied” Positive internal atmosphere
Supervisor Support and Team Interaction About half of employees expressed satisfaction with team support and communication Smooth communication between supervisors and staff
Training and Career Development About half of employees selected “agree” or “neutral” Area for further enhancement
Sense of Growth and Job Stability Up to 80% of employees indicated they have a clear understanding Internal communication is generally effective
Work Environment Most employees are satisfied with workplace cleanliness and safety Facilities and resources are effective
Compensation and Benefits About half of employees selected “agree” or “neutral” regarding pay and benefits Key area for future retention and motivation efforts
  

IV. Improvement Plan
     
  • Revise the Performance Evaluation Management Policy to optimize the current appraisal system, ensuring a fair assessment of employees’ job competency, performance, and contributions. Evaluation results will serve as an important reference for promotions, salary adjustments, year-end bonuses, and other HR decisions, thereby institutionalizing talent identification and management.
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  • Establish the employee satisfaction survey as an annual routine practice to ensure data continuity and comparability. Historical data analysis will be used to identify trends across different aspects and to track improvement in areas with lower satisfaction levels.