Employee Engagement Survey
Employee Engagement Survey
Employee Engagement Survey
Purpose
To encourage employees' active engagement and support for TCC Group Holdings' sustainable mission of "Serving Life." Each year, TCC Group Holdings conducts an employee engagement survey in questionnaire form to listen to employees' perspectives across various aspects. Oversees subsidiaries will be included in the future.
Regular administration of an engagement survey questionnaire focusing on 4 dimensions: "Organizational Identity," "Work Environment," "Career Development," and "Work Relationships." The survey includes 25 questions designed to understand employees' expectations and actual experiences at work, serving as a benchmark for continuous improvement directions in the future.
Questions | 2025 Improvement Plan | |
|---|---|---|
JOB SATISFACTION | If a suitable opportunity arises, I would recommend others to work at the Company.
| TCC plans career development paths, facilitate new employee onboarding, and implement 6-month/1-year growth dialogue. The TCC Connect Guide strengthens real-time supervisor-employee communication and feedback, boosting work engagement and satisfaction. |
PURPOSE | I understand how my work contributes to the Company's goals.
| The TCC Culture Guide promotes identifying with corporate mission/vision by promoting corporate cultural communication, hosting Townhall events, and diverse engagement activities. |
HAPPINESS | My work gives me a sense of achievement. | Through the TCC Well-being Guide, we promote welfare-enhancing activities, encouraging employees to cultivate a sustainable lifestyle with physical and mental balance. |
STRESS | I do not encounter major obstacles in completing my work.
| Promote the TCC Well-being Guide, implement Employee Assistance Program (EAP), provide psychological support services and stress management courses, and add health seminars and family-friendly childcare facilities. |
Employee Engagement Survey
2024 Engagement Survey Results
Average engagement
87%
Response rate
98%
In 2024, a third-party organization conducted an anonymous engagement survey for all employees in Taiwan, Mainland China, and a ffiliated companies, with a 98% response rate. The survey, which was the first to use an international standard model, found an overall average engagement of 87%.
Employee Turnover Rate
| Item | Regions | 2021 | 2022 | 2023 | 2024 |
|---|---|---|---|---|---|
| Employee Turnover Rate | Taiwan and Mainland China | 8.1% | 5.9% | 30.69%* | 7.06% |
| CIMPOR & OYAK CEMENT | 11.71% | 8.67% | 14.08% | 11.86% | |
| Weighted Average | NA | NA | NA | 11.35% | |
| Voluntary Employee Turnover Rate | Taiwan and Mainland China | 4.60% | 3.60% | 6.68% | 7.22% |
| CIMPOR & OYAK CEMENT | 7.08% | 5.43% | 11.12% | 7.39% | |
| Weighted Average | NA | NA | NA | 7.28% |
Note
- Major economies around the world are facing inflation, and Mainland China is experiencing severe structural changes. The total profit of the cement industry has reached its lowest point in 16 years, and the profit margin of sales is far below the average level of industrial enterprises. Therefore, there is a necessity for manpower adjustment. TCC Group Holdings adopts a diversified approach to maximize employment needs for its employees. This includes encouraging taking leave as a priority, entrusting some cement plants to peers in the form of management to leverage market synergies, or providing applications for second skill training for job transfers, cross-regional or cross-industry reassignments, etc. Only when it's absolutely necessary to reduce the significant financial impact on operations will corresponding manpower reductions be made to maintain the basic survival of the enterprise.