Human Resource Management
Supporting the Sustainable Development Goals (SDGs)
Goals and Performance Highlights
Goals
At least
At least
At least
Average training hours
Employee engagement survey is greater than or equal to
By 2027,
Performance
The average training hours are
Employee engagement survey result is
Commitment, Challenge and Opportunity
The Company is committed to enhancing the capabilities of its personnel so that they grow in tandem with the sustainable growth of the organization. It recognizes that long-term business success relies on a quality workforce that is adaptable and prepared to face the rapidly changing challenges of the business world. Therefore, the Company places great importance on systematically and continuously developing employees at all levels through training, learning, and individual competency assessments (Competency Gap Assessment), leading to the creation of Individual Development Plans (IDPs) that align with both organizational objectives and the growth goals of each employee.
The Company recognizes both the challenges and opportunities in fostering a modern learning culture. It provides employees with the opportunity to choose from a variety of development courses, available both online and offline, including externally certified programs. This approach aims to equip employees for career advancement by enhancing their knowledge, skills, and work behaviors in alignment with the organization’s strategic objectives.
The Company firmly believes that the continuous and effective efforts to develop the capabilities of its employees will enhance opportunities for the sustainable growth. Strengthening employees’ knowledge and skills in alignment with the organization’s strategic direction, along with implementing Agile practices, helps enhance business capabilities and competitiveness in a rapidly changing environment. At the same time, the Company aims to ensure fair performance evaluations and equal opportunities for career advancement in accordance with Company policies.
Management and Strategic Approach
All employees of the Company are required to undergo systematic and continuous training and development to enhance their capabilities and enable them to perform their work effectively in line with defined objectives. The training and development plans are derived from individual competency assessments (Competency Gap Assessment) and are then translated into Individual Development Plans (IDPs). Employees can choose courses that are either online, organized by the Company, or offered by external organizations, in order to meet their needs and expectations in various areas, such as:
Employee Development Policy
Supalai Public Company Limited places great importance on personnel development, recognizing that employees are valuable assets of the organization. The Company aims to develop the knowledge and capabilities of all employees in alignment with the Company’s strategies and business direction, enabling sustainable growth together with the organization. This policy also extends to the operations of its subsidiaries and joint ventures.
In addition to the Employee Development Policy, the Company has announced other policies directly related to employees, aimed at promoting their quality of life and supporting a happy working environment. These can be summarized as follows;
Compensation and Benefits Policy
The Company places great importance on fair employment and merit-based promotions. It provides appropriate and equitable compensation, as well as comprehensive benefits covering health, education, and family care. Long-term benefits are also supported, such as participation in the Company’s share purchase program. Housing purchase discount within the Company group and the right to stay in Company projects. Employee communication and engagement are encouraged to foster motivation, job security, and a high quality of working life.
Employee Treatment Policy
The Company places great importance on treating all employees fairly, promoting teamwork, fostering motivation, and ensuring job security. It provides a good working environment, strictly complies with labor laws, and offers employees opportunities to express opinions and file complaints transparently. The Company employs workers without discrimination, supports the employment of persons with disabilities and underprivileged individuals, and is committed to creating a safe and fair quality of working life.
Human Rights Policy
The Company is committed to fair treatment of employees in accordance with international labor standards and ILO guidelines. It respects the rights to association and collective bargaining, and prohibits discrimination and forced labor. The Company places importance on protecting vulnerable groups, such as children, persons with disabilities, women, the elderly, and pregnant women. All policies aim to create a safe, secure working environment that respects human dignity.
Responsible Termination Policy
The Company has established guidelines to ensure that the termination process is fair and minimizes impact on employees. Terminations are conducted transparently, equitably, and in accordance with labor laws. Employees are provided with clear explanations and adequate time to adjust, as well as benefits in line with legal requirements and established standards. The Company also offers additional support programs, such as new skills training, and provides employees with the opportunity to file complaints or appeals if they feel they have been treated unfairly. This approach ensures that the termination process is conducted with dignity, minimizes the impact on employees, and prevents discrimination.
Policy and Guidelines on the Promotion of Gender Equality and Women’s Rights
The Company is committed to promoting gender equality and freedom of rights at all levels of the organization to ensure that all employees have fair opportunities, are free from discrimination, and can grow equally in their careers. This supports the Company’s sustainability goals and strengthens confidence among investors and stakeholders. The policy covers employees at all levels as well as other stakeholders related to the Company’s business.
Migrant Labor Employment Policy (in relation to labor training)
The Company promotes and supports training on labor rights and relevant laws prior to employment contracts. Migrant workers are provided with equal career advancement opportunities, on par with local employees. The Company also encourages communication and raises awareness of its migrant labor policy among personnel, partners, and business associates to ensure continuous shared responsibility.
Occupational Safety, Health, and Working Environment Policy
The Company is committed to continuously ensuring the safety, hygiene, and environmental conditions for employees at all levels. All employees are required to strictly comply with laws, regulations, and safety measures. The Company provides training and awareness-raising activities on safety, supports improvements to maintain safe working conditions, conducts regular monitoring and evaluations, and promotes a safety culture within the organization to prevent accidents and create a positive working environment.
Policy on Harassment and Abuse
The Company places great importance on fostering a respectful and friendly working environment, promoting a workplace atmosphere that does not cause discomfort, nuisance, or any form of physical, verbal, psychological abuse, or harassment. The Company takes measures to prevent and protect employees at all levels from discrimination, abuse, and harassment in any form, aiming to create a safe and desirable workplace. In the event that an employee experiences abuse or harassment at the workplace and reports it through the designated channels, the Company will conduct a fair investigation of the incident, ensuring that all parties involved are treated equitably.
The Company recognizes the importance of efficient performance by its employees and staff. Therefore, it has established Employee Engagement Approaches and corresponding corporate responses to enhance satisfaction and promote professional operations among employees and staff in various aspects, as illustrated in the following examples.
Employee and Staff Engagement Approaches
- Providing feedback through internal organizational surveys.
- Meetings, seminars, training according to the Company’s training plan, and other necessary external courses.
- lnternal communication within the organization through Google Workspace.
- Employee activities, such as New Year parties and social responsibility events.
- Collecting individual employee feedback.
- Employees can report unfair complaints through the suggestion box or e-mail, with information sent directly to the Company’s management.
- New employees receive orientation and training courses, divided into mandatory courses and job-specific courses, through the ESS system.
- Attend internal and external training courses related to their work.
- Participate in Agile Transformation activities.
Approaches for Responding to Employees’ Needs and Expectations
- Supalai Relations Club.
- Welfare Committee.
- Company Policies.
- Announcement of Company rules and regulations.
- Annual appointment / promotion announcements.
- Individual Development Plan (IDP).
- Compensation and benefits development.
- Training plans for employees at all levels.
- Scholarships, awards, and various activities.
- Employee satisfaction assessment.
- Employee treatment policy.
- Occupational safety, health, and work environment policy.
- Human rights policy.
- Channels for consultation and providing suggestions.
- Hold meetings / provide knowledge when there are new products, new projects, or changes in responsibilities.
- Weekly / monthly project meetings with management or relevant supervisors.
- New employee orientation.
- Training according to the work plan.
- On-the-Job Training (OJT) from supervisors / mentors.
- Digital knowledge training applied to work development.
Employee Participation in Quality Audits
The Company places great importance on employee participation in the quality audit process. The Company has appointed more than 250 employees with experience, knowledge, capability, and expertise from various departments to serve as Internal Quality Auditors (IQA) under the ISO 9001:2015 system. These employees play a key role in auditing the operations of other departments to ensure that work processes comply with ISO 9001 requirements and standards, covering all procedures and workflows. The Company’s implementation of internal auditors facilitates knowledge sharing, mutual understanding, and the exchange of best practices across departments, resulting in more efficient coordination within the organization.
Stakeholders Directly Impacted
Customers
Positive Impacts
- Receive higher-quality products and services from employees whose skills and knowledge are continuously developed.
Expected Impacts / Risks
- If development is uneven, it may result in inconsistent service quality and customer dissatisfaction.
Employees
Positive Impacts
- Gain opportunities for skill development, career advancement, job security, and work-life balance.
Expected Impacts / Risks
- Employees may face pressure from internal evaluations, competition, or increased workloads.
Suppliers / Retailers
Positive Impacts
- Benefit from more effective collaboration, with Company employees coordinating professionally.
Expected Impacts / Risks
- If employee development does not align with the skills expected by suppliers, it may affect the quality of collaboration.
Shareholders / Investors
Positive Impacts
- Receive long-term returns from increased organizational efficiency, as employees create value and innovations that drive the business.
Expected Impacts / Risks
- If investments in employee development do not show clear short-term results, they may be perceived as excessively high costs.
