Ratchaburi Electricity Generating Holding PCL.
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progress of investment projects, Articles of Association
document, objectives, certification, rules and
regulations, policy, Codes of Conduct, remuneration
and benefits for directors, the manual for directors
of a listed company and compliance database.
To promote understanding of roles, duty
and responsibility as well as necessary skills for the
directors todo their jobbest as the directors of a listed
company, the Company has a policy to encourage
the directors to participate in seminars arranged by
related organizations, such as the Institute of Directors
(IOD), the Stock Exchange of Thailand (SET) and the
Thailand Energy Academy. (Details of the training and
seminars on important topics that promotes effective
performance as a director of a listed company are
reported in the Directors, Management and Company
Secretary Information Section.)
The Company prepared a summary report
that is related to rules and regulations implemented
by the government’s regulatory organizations and
presented to the Board of Directors’ meeting for
acknowledgement of the announcement, rules,
regulations and memorandum, both newly issued
and amended by SEC and SET.
The Company sent executives and related
employees to attend the company secretary,
corporate governance, internal audit, riskmanagement
and other related courses organized by various
institutes andorganizations. This enables directors and
employees to better understand their responsibilities,
which supports the operations of the Board of
Directors and committees.
5.10 Succession Plan for Top Executives
The Board of Directors assigned the Human
Resources and Remuneration Committee to prepare
succession plan for top executives. The succession
plan for the Chief Executive Officer follows the policy
of the Company’s major shareholder – EGAT. EGAT
will nominate to the Board of Directors through the
Human Resources and Remuneration Committee
its executive who has appropriate qualifications,
knowledge and capability to perform the task
and brings greater benefits to the Company to be
considered and appointed as the Company’s CEO.
The succession plan for other executives
has been developed by analyzing competency and
expected qualifications of different positions. The
guidelinewill support human resource development
and nomination of qualified persons to promote,
demote, retire, move, replace vacancy and prepare
the Company’s personnel for current and future
expansion. (Succession Plan is already discussed
under the Role of Stakeholders – Employees.)
