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Employee Management
Workforce Planning and Recruitment
Targets
Employment Rate According to Plan > 95%
The Company recognizes that its employees are a valuable asset and a key driver of business success and sustainable growth. It has therefore implemented systematic workforce planning aligned with its human resource strategy, including role-based needs analysis, workforce forecasting, and defining qualifications in line with business direction to ensure effective and appropriate talent allocation.
In addition, the Company emphasizes fair and transparent recruitment and selection processes, while fostering a positive work environment that promotes well-being, collaboration, and mutual respect. Guided by the principles of equality and non-discrimination, these efforts strengthen employee engagement, stability, and loyalty, forming a foundation for long-term sustainable growth.Performance Results
Average workforce fulfillment rate: 84.07%
Operations
- Develop modern assessment tools and methods to effectively identify and select qualified talents.
- Expand recruitment methods, including interviews and digital technologies.
- Utilize digital channels such as career websites and social media platforms.
- Collaborate with educational institutions to provide internship opportunities and develop future talent while building long-term relationships.
- Enhance communication through online and offline channels to reach a wider talent pool.
- Strengthen talent networks through employee referral programs, offering incentives to encourage participation and improve organizational engagement.
Human Resource Development
Targets
Encourage staff at all levels to participate in at least 10 hours of training per year.
SDGs Targets
Human resources are at the core of the Company’s success. The Company is committed to developing the potential of employees at all levels, with structured development plans, clearly defined skills, and competencies aligned with its strategic goals.
Continuous learning is promoted through internal and external training, the use of digital tools, and leadership development programs, enabling employees to adapt to change and contribute to sustainable value creation.
Performance Result
Average training hours:
43.90 hours per person/year.
Total number of training courses:
120 courses
Continuous Operations
- Provide online learning programs (E-Learning), including courses from the Stock Exchange of Thailand
- Develop an internal knowledge management system (Knowledge Base) to enable knowledge sharing and experience exchange
- Implement leadership development programs to build future leaders
- Enhance digital and technology skills for employees
- Provide financial management training programs
- Promote talent management development within the organization
- Offer short-term courses to support additional income opportunities for employees
Internship program
The Company emphasizes human capital development alongside creating shared social value by providing internship opportunities for students to gain practical experience and develop essential skills. Employees are also encouraged to serve as mentors, ensuring structured knowledge transfer.
In 2025, the Company welcomed 11 interns and provided total allowances of Baht 56,900. This initiative enhances students’ experience while enabling the Company to identify potential talent, reduce recruitment costs, and strengthen its image in sustainable human resource development.
Courses on human resource development
Project Title: Development of a Continuous Technical Competency Framework Project
Description: In 2025, the Company established a structured employee development system based on the OKR framework to set clear goals, enhance motivation, and enable continuous performance tracking. The initiative focuses on engaging employees at all levels, with quarterly reviews and regular progress communication to ensure transparency, accountability, and alignment with organizational needs
Human Capital Development Approach
The Company has implemented a structured human capital development approach by enhancing recruitment processes, expanding digital talent acquisition channels, and adopting the OKR (Objectives and Key Results) framework through onboarding and continuous performance tracking.
This approach enables employees to set clear goals, monitor performance, and develop their capabilities, while strengthening organizational alignment, improving workforce efficiency, and reducing talent-related risks. It also fosters a culture of transparency, accountability, collaboration, and continuous development to support long-term sustainable growth.
Motivate and retain employees
Targets
Employee engagement level ≥ 85%
Performance Result
Employee engagement score: 100%
SDGs Targets
The Company places strong emphasis on employee motivation, retention, and engagement by promoting continuous development and encouraging proactive performance. This is supported through competitive compensation and benefits, performance-based recognition, employee engagement activities, and equal opportunities for career advancement.
At the same time, the Company is committed to fostering an open, transparent, and participative work environment, enabling employees to feel valued, engaged, and empowered to contribute toward achieving shared organizational goals.
In addition, the Company implements a structured performance evaluation system based on clear and fair criteria, covering performance, competencies, and behavior. This approach ensures constructive feedback for employees and supports the sustainable development of both individuals and the organization.
Operational Approach
The Company implements a structured employee engagement approach by promoting continuous communication and participation through various initiatives, including management engagement sessions and social activities to strengthen collaboration across all levels.
Employee engagement surveys are conducted regularly to assess feedback and enhance HR practices, along with the continuous improvement of benefits and welfare programs to meet evolving workforce needs.
In addition, the Company recognizes and rewards outstanding employees, such as high performers, disciplined employees, and long-tenured staff, to foster motivation, pride, and long-term organizational commitment.
Performance Management
The Company implements a structured, transparent, and fair performance management system, with clearly defined criteria aligned with organizational goals. Evaluations cover performance, competencies, and work behavior, providing constructive feedback to support continuous improvement.
This approach enhances work standards, strengthens employee capabilities, and supports the Company’s sustainable growth.
Performance Results
100%
Performance Evaluation KPI + Performance Evaluation
2.52
Employee turnover rate In 2025
Employee promotion rate in 2025
Total 7 persons
Male 3 persons
Female 4 persons
“Salee Money Care” Project
The project aims to promote a solid financial foundation for all employees, including those in debt and retirees. It focuses on financial management, savings discipline, and correct investment practices. Since its inception in 2008, the Salee Money Care project is set to develop systematically and continuously.
| Expectations/Goals | Target group | Equipment | Indicators |
|---|---|---|---|
| 1. Financial management | 1) All employees 2) Financial status employees (+) 3) Taxable employees 4) Employees aged 36 and over |
1) Basic Financial Training 2) and 3) Financial Planning and Management Training 4) Retirement Planning Training |
100% of the participating employees can tell their financial status (-+) Number of financial situations (+) and 100% of the taxpayers attended the training. The number of project participants is 80% or more. |
| 2.Establish financial discipline | All employees | Savings cooperative 1) Savings cooperative shares 2) Special savings deposits |
1) The number of people deducting shares will increase by 10% by 2024 2) The number of account openings will increase by 100% of the current number of depositors |
| Saving Together Project | The number of project participants increased by 20%. | ||
| 3. Initial investment | Financial Status Staff (+) and EJIP Project Participants |
1) Knowledge about stock trading 2) Using Application |
100% of the target employees attended the training. |
| 4.Emergency assistance | Employees who are in urgent need and have no source of funds | Emergency Money Help | The number of people seeking help decreased by 25% from the last data. |
The project's advantages
- Employees have the knowledge and ability to plan their money effectively.
- Debt-free before retirement, allowing them to save money for retirement.
- Strong financial health, creating discipline and financial stability.
Benefits of Personnel Development to the Company
- It is an organization that provides its personnel with a solid financial base.
- It helps employees become debt-free and improves their quality of life.
- It fosters a link between employees and the organization.
Savings Together Phase 4 (Ongoing Project)
The “Savings Together – Phase 4” project was implemented to promote financial discipline among employees. In 2025 (January–December), employees participated in a monthly savings program, with a minimum contribution of Baht 363 for staff and Baht 1,000 for managerial-level employees.
The initiative aims to build consistent savings habits and enhance financial stability. A total of 40 employees participated, reflecting strong awareness and commitment to financial management.
The project's advantages
- Employees have more savings
- Employees have more discipline in saving
- Employees know how to use technology to deposit and withdraw money
Outcomes of Personnel Development to the Company
- It helps employees save money.
- It promotes discipline in saving money and love of saving.
- It creates a bond between employees and the organization.
Retirement Project
The Retirement Project is a training and seminar workshop that enables both the group preparing for retirement and the retired group to learn and prepare in a variety of ways to be ready to stop working and return to take care of their health and live a happy life, including financial health as part of retirement preparation.
The project's advantages
- Get guidance on finance, economy, and welfare, including benefits before and after retirement.
- Learn how to take care of your physical and emotional health.
- Be prepared and adjust.
Outcomes of Personnel Development to the Company
- Encourage employees to work happily
- The company can set human resource strategies and plans and develop organizational potential to create a bond between employees and the organization.
Employee Health and Well-being
The Company places strong emphasis on employee health and well-being as a key factor supporting operational efficiency and long-term sustainability. Comprehensive health measures are implemented, including pre-employment medical check-ups, periodic health monitoring, and health risk assessments.
In parallel, the Company continuously improves workplace conditions to ensure a safe and compliant working environment.
The Company promotes employee health through various initiatives, including fitness programs, health consultations, and access to social security benefits. Workplace risks such as air quality, lighting, and noise are effectively managed, with proper rest areas and first aid facilities provided.
In addition, the Company emphasizes disease prevention and control through health screening, awareness programs, vaccination services, and emergency preparedness training, including first aid and AED usage, with measures regularly reviewed to ensure relevance and effectiveness.
Activities
The Company promotes employee health through a collaboration with Paolo Samut Prakan Hospital by setting up an information booth within the canteen area to provide comprehensive guidance on social security benefits.
This initiative focuses on educating employees about healthcare entitlements, medical reimbursement, and legal benefits, as well as offering consultation on hospital selection procedures. It ensures employees can conveniently access appropriate medical services, supporting their long-term health and well-being.
The Company promotes employee well-being by encouraging participation in both internal and external fitness activities, such as running events and sports competitions, to foster a culture of healthy living.
This approach enhances physical fitness, reduces the risk of lifestyle-related diseases, and supports a healthy work-life balance, contributing to long-term productivity and quality of life.
