Management Approach
The company has established a 'Human Resources Management and Development Policy' to serve as a guideline for managing human resources and promoting personnel potential in support of business operations to achieve the organization's goals as outlined in its vision and mission. The company's practices comply with relevant labor laws, regulations, and international standards, as well as human rights principles, covering the entire process from recruitment, employment, employee care, and development to the end of employment.
Performance 2024
Recruitment and Employment
The company places great importance on the recruitment and selection process, ensuring transparency, fairness, and compliance with relevant laws and regulations. Employment is conducted equitably, free from discrimination, primarily based on knowledge, skills, and suitability for the position.
Local Employment
The company has established a recruitment and employment policy aimed at providing career opportunities specifically to Thai citizens, especially those from Buriram Province, in order to help improve the local economy through stable employment. This will allow local residents to work close to home without the need to relocate for jobs in other regions.
In 2024, the company employed 941 individuals, all of whom are Thais, representing 100%. Among these, 903 individuals, or 95.96%, are native to the Northeastern region. The majority of employees are from nearby communities, with 795 individuals residing in Buriram Province, accounting for 84.48%, and 650 individuals living in Prakhonchai District, where the company is located, representing 69.08% of the total workforce. Of this number, there are 11 persons with disabilities within Buriram Province, accounting for 1.17% of the total workforce, which is a higher proportion than that prescribed by law.
Post-Retirement Employment
Although the company has regulations regarding retirement, which sets the retirement age at 55 years old, it recognizes the skills, knowledge, and experience of retirees who still have the ability to work. Therefore, the company offers employees the opportunity to continue working under a voluntary post-retirement hiring policy, based on their willingness and readiness to work.
Employee Care
Compensation Management
The company provides equitable compensation based on fairness relative to the quantity and nature of the work performed, without discrimination based on gender or employee status, except in cases where specific personnel are required for certain tasks. For pregnant employees, the company strictly adheres to labor laws and does not have policies that mandate pregnancy testing or contraception for hiring purposes, nor does it enforce termination of employment.
The company has established a salary structure for employees by analyzing the job value of each level and regularly surveying salary structures from various organizations and sources. This data is reviewed to continuously improve the salary structure to ensure fair compensation for job values at each level. This approach helps retain talented employees and attract potential candidates while maintaining competitiveness in the current labor market.
Performance Evaluation
The company has established clear and systematic criteria and methods for evaluating the performance of the Chief Executive Officer, senior executives, and employees. The evaluation method consists of three components, each weighted differently based on the level of the employee, which includes:
- Evaluation Using Corporate Key Performance Indicators (KPIs): The company has established performance indicators aligned with its strategies and objectives, covering business, social, and environmental aspects.
- Evaluation of Departmental Success (Department Key Performance Indicators): This follows a similar approach to the corporate-level evaluation, using indicators set at the company level to systematically track and measure the performance of each department.
- Individual Performance Evaluation: This assessment encompasses expertise, knowledge, competencies, and work behaviors that align with the organizational culture.
Rights and Benefits
The company supports and promotes employees' rights and freedoms to establish a welfare committee within the workplace to serve as a platform for presenting opinions and engaging in discussions with employer representatives regarding the development of additional benefits beyond those specified by law, appropriately aligned with employees' needs.
In 2024, the company improved the employee welfare manual and added benefits that exceed legal requirements, including group life and accident insurance, a provident fund, uniforms, a hospital visit basket, and financial assistance for funeral expenses for permanent employees and their families. Additionally, the working environment was enhanced, such as by adding more restrooms for employees, installing televisions in the cafeteria, providing RO water dispensers, and offering bicycles for commuting within the factory. These improvements stemmed from a proactive welfare survey project that encouraged employees to express their opinions and needs to find suitable welfare options.
Promotion of a Good Quality of Life
Physical and Mental Health Care
The company places great importance on the physical and mental well-being of employees at all levels, offering annual health check-ups tailored to their age, job natures, and various risk factors. The company also ensures the availability of qualified medical staff and medical supplies to provide services at the workplace 24 hours a day. Additionally, the company organized mobile dental health check-ups and various activities promoting both physical and mental health, including sports competitions with local communities and government agencies, monthly merit-making activities on employees' birthdays, meditation training, and stress management. The company also facilitated recreational activities such as team-building events, outing, to ensure employees' happiness and work-life balance.
“NER for Health” Project
The Step Count Challenge is a program designed to encourage and promote all employees to increase their daily physical activity. The competition is organized in teams to complete daily step counting missions, with each participant using a mobile application, smartwatch, or pedometer to record their steps and provide photographic evidence at the end of the day. The results showed that participants averaged 10,471 steps per day. In addition to the positive health impacts, the program stimulated some employees to exhibit improved health trends, with an average Body Mass Index (BMI) reduction of 12% among all participants.
Good Quality Labor Project Based on the Philosophy of Sufficiency Economy
This project was initiated by the Labor and Human Rights Working Group in collaboration with the Welfare Committee at the workplace to promote employee interaction and encourage the creative use of free time after work. Employees have the opportunity to cultivate edible plants for household consumption on designated plots within the factory, with the company allocating 40 gardening plots for them. Additionally, budget support is provided for purchasing seeds and cultivation materials, as well as utilizing the digestate left over from the biogas production system as a soil conditioner to replace chemical fertilizers.
Complaints and Grievances
The company provides channels for employees to express their opinions and file complaints, such as suggestion boxes located at various points, including the security guard post at the front of the factory, the cafeteria, restrooms, and relaxation areas, as well as an online complaint system via Red QR Code, email, intranet, and Line Chat Group. Complaints can also be submitted through the welfare committee and the human resources department.
Employee Development
The company recognizes the importance of enhancing employees' knowledge and capabilities to keep pace with the changes in today's world. It focuses on developing a diverse range of skills that align with the company's business direction while unlocking the potential within individuals, enabling employees to grow in their career paths. The company has established a framework for analyzing employee development needs that encompasses both technical skills and other essential soft skills. This will ensure that employees can effectively apply their skills in their work and align with the business direction as follows:
Employee Training and Skill Development Programs
In 2024, the company implemented various employee development initiatives through a range of projects and learning programs tailored to skill enhancement for both executive and operational levels. Employees averaged 23.68 training hours per person per year, exceeding the established goal and representing an 85.51% increase from 2023. The investment for skill development for employees amounted to 1,984,799 THB, or approximately 2,738 THB per person per year.
The company has established training and skill development programs in various formats, inviting expert speakers in each field to share knowledge and inspire employees. This aims to ensure that employees develop modern skills that can be effectively applied in their work.
Leadership Development Program
This project aims to enhance management skills, leadership capabilities, and effective decision-making for supervisors and high-potential employees, particularly focusing on the new generation of executives from the supervisory level and above, totaling 104 individuals. The program is designed to prepare them for future advancement in their roles.
Skill Development Project for Sustainability Knowledge
The company places great importance on conducting business that promotes sustainability for the organization, society, and the environment. To foster awareness and understanding among employees regarding the impacts of their work, and to emphasize their roles and responsibilities in contributing to organizational stability and sustainability, the company has participated in the ESG DNA program of the Stock Exchange of Thailand.
AI & Digital Literacy Program
The company organized training sessions to educate employees about digital technology, preparing 86 participants to work effectively in the digital age. The training content covered the use of modern software such as Microsoft 365, the installation of an ERP system on the Microsoft Dynamics 365 FO platform, and the use of Power Apps and Power BI for data analysis. Additionally, the program promoted the application of technology to improve work processes.
Career Advancement Counseling
The company has implemented a Mentorship Program to provide guidance and support for the career development of employees at all levels. Participants will receive advice and insights from experienced individuals both within and outside the organization. This mentorship serves as a roadmap for effective management and the development of knowledge and skills, focusing on collaborative teamwork, effective communication, joint problem-solving abilities, and cooperation with cross-departmental teams.
Scholarship Program
In 2024, 2 employees received scholarships at the undergraduate level in the fields of Industrial Engineering and Logistics from Pathum Thani University, and Agricultural Mechanical Engineering from Isan Technology University. To date, a total of 2 employees has received scholarships from the company, with a total scholarship amount of 129,000 THB. Both employees are still actively working with the company.
Talent Development
The company has selected outstanding employees from each department to enter the 'Talent Pool' based on their performance results and potential for future growth. The committee, comprising senior management, consultants, and representatives from the human resources department, has identified a total of 8 employees in 2024 to participate in a special training program.
Promotion and Career Advancement (Career Path)
The company provides opportunities for promotions or transfers to roles that align with employees' knowledge and skills. It supports and encourages employees to demonstrate their potential in various opportunities and continuously develop themselves in their roles and responsibilities.
Building Employee Engagement
In addition to caring for and developing employees, the company also places great importance on employee feedback and participation, which brings forth creativity, collaboration, and commitment to both work and the organization.
NER Points Program
This project aims to strengthen employee engagement and encourage participation in various company activities to reduce issues related to information dissemination and enhance the effectiveness of internal communication. The program uses a motivation system based on point accumulation for redeemable rewards.
Employee Engagement Assessment
The company has developed and improved the employee engagement assessment to reflect factors impacting work within the organizational context. The assessment questions are designed to cover important dimensions of employee engagement, such as trust in management, pride in the organization, work-life balance, and motivation for development. The employee engagement assessment is conducted by the Labor and Human Rights Working Group in collaboration with the Human Resources Department and is set as an organizational goal. The company implements engagement assessments twice a year through three communication channels: the company’s online system, announcements during Morning Talk sessions, and direct distribution of assessment forms to employees.
The main goals and notable outcomes of the initiatives focused on Employee care, Development and Retention are summarized in the table below.
