96
Annual Report
2013
the Board of Directors or the Management to protect
shareholders’ benefit; and ensuring no infringement
of shareholders’ right. Details are as reported in the
Shareholder’s Right and Equitable Treatment of
Shareholders sections. With clear guidelines, there
was no complaint about the shareholders right
infringement, Board of Directors’ mistakes or abusive-
self dealings by the Company’s executives.
•
Employees :
Considering that employees
are highly valuable resource and a significant factor
driving the Company’s operations and success,
theCompany, therefore, formulatedHumanResource
Policy that covers human resource management
and development. Activities and all operations
related to human resource development are aimed
at promoting employees’ capability, competency
and desired behaviors that support the corporate
values as well as corporate direction, strategies and
goals of creating value to the business in parallel to
production capacity increase.
- Organization and job structures:
In late
2013, the Company reviewed and improved its
strategic plan to better address changing situation and
external factors. Vision and mission have also been
changed accordingly. Organization structure will be
later changed to drive the Company towards success.
- Remuneration structure:
the Company
reviewed and improved remuneration structure
that enhances the Company’s competitiveness. The
current remuneration structure is comparable with
other leading companies in similar business and size.
- Employees’benefitsandworkenvironment:
The Company established provident fund and
consistently contributes to the fund at progressive
rate dependent on employment period, and ensures
appropriate employee’s benefits and remuneration
that is within industry standard range, and good and
safe work environment. Such provision ensures that
its employees have good security and confidence
so that they are willing to make good contribution
and yield good performance under their duty and
responsibility.
- Recruitment and hiring :
The Company
carefully recruits capable persons with relevant
experience and the right attitude that enable
the Company to constantly have good human
resources in terms of quantity and quality.
- Knowledge, skills and competence
development :
The Company constantly provided
specific human resource development plan for each
position across the organization. Such plan focuses
on development of knowledge, skills, behavior and
motivation thatwill enableemployees toperformtheir
duties with greater efficiency. Employee competency
is enhanced for good career progress for individual
staff member through in house and public trainings
in Thailand and overseas, training plan for individual
position, work experience program, work visit and
job rotation for wider knowledge development, etc.
- Performance appraisal :
Performance
appraisal is conducted on annual basis. Supervisor
and the employee have to work together in setting
goal. Appraisal result is taken into account when
considering annual pay raise.
- Career development :
The Company
has designed employees’ career path, providing
employees with opportunities to move up the
corporate ladder based on their competency and
skills. Knowledge and skill development has been
provided. Training on Core Competency includes
commitment to excellence, strategic thinking,
teamwork, moral and ethics, and networking.
Training on Functional Competency covers business
understanding, problem solving and opportunity
seeking, risk management, conceptual thinking,
negotiation skill and creativity.
- Succession Plan :
The succession plan
for top and mid-level executives are prepared
for systematic and continuous development.
This enables employees to be ready for greater
responsibility, newassignment and changingwork and
business environment and with strong leadership.
- Preparing employees for overseas
assignment :
The Company prepared a manual for
employees being assigned towork in other countries.
The manual provides interesting information about
particular country, such as law, social etiquette,
culture, language, dos and don’ts and emergency
assistance in order to help employees settle easily
in the country where they are posted and where the
Company has investment activities.
