Human Resources Management
Human resources is the starting point and the goal of the company’s strategy. The company places great emphasis on employee
well-being and fosters the growth of their skills, both broadly and deeply, expanding their capabilities and potential, and cultivating excellent leader who is not only proficient in business abilities but also possesses a strong sense of ethics and corporate governance, benefiting both the organization and society as a whole. The company actively invests in both internal and external training programs to develop its personnel and has created a corporate culture that promotes learning and fosters a positive working environment. Departments collaborate through open discussions and joint projects, cultivating a sense of teamwork. Such exchanges enable employees in each department to share experiences, resulting in the advancement of work processes, production, and the development of new products and services. Additionally, these interactions strengthen the bond between employees and the company, fostering mutual growth. Moreover, the company endeavors to instill a sense of social responsibility, community engagement, and environmental awareness among its employees through various activities. In terms of human resource management, the company prioritizes the well-being of its employees, providing them with fair compensation and welfare benefits. Occupational health and safety are paramount in the workplace. Furthermore, the company upholds human rights as a fundamental principle, ensuring the protection of rights, liberties, and equality.
Company Approaches
Recruitment/Termination
The company shall recruit persons of legal age and with suitable qualifications. The company gives equal opportunities to all genders,
ages, races, religions, education, including people with disabilities and other disadvantaged groups. The company shall regularly verify that it is not getting involved with any human rights violation such as abusing forced labor or exploiting child labor, as well as treat employees and job candidates with transparent and fair in all recruiting processes.
For the employee termination, the company must carry out in accordance with the established procedures correctly, treat employees
fairly, and strictly follow the labor law and related requirements with respect and human right consideration.
As of December 31, 2024, company staff (excluding contractors) were classified by function as follows:
| Employment | 2022 | 2023 | 2024 |
| Total employee (persons) | 481 | 481 | 513 |
| Male employee (persons) | 481 | 386 | 415 |
| Female employee (persons) | 387 | 95 | 98 |
Number of employees by age group and gender
Number of male employees by age group (unit: persons)
| Age range | 2022 | 2023 | 2024 |
| Number of male employees under 30 years old | 104 | 102 | 116 |
| Number of male employees aged 30-50 years old | 198 | 197 | 213 |
| Number of male employees aged over 50 years old | 85 | 87 | 86 |
| Total number of male employees | 387 | 386 | 415 |
Number of female employees by age group (unit: persons)
| Age range | 2022 | 2023 | 2024 |
| Number of female employees under 30 years old | 26 | 28 | 29 |
| Number of female employees aged 30-50 years old | 57 | 54 | 54 |
| Number of female employees aged over 50 years old | 11 | 13 | 15 |
| Total number of female employees | 94 | 95 | 98 |
The company employs people with disabilities in accordance with the Act of the Minister of Labor, specifying the employment of
disabled people at the rate of 1 per 100 people out of all full-time employees of the company, and if the fraction of 100 exceeds 50 people, one more disabled person must be hired. The company’s employment of disabled persons in 2024 is as specified in the said Act as of December 31, 2024.
| Employment | 2022 | 2023 | 2024 |
| Total disable employees (persons) | 5 | 5 | 5 |
| Total disable employees (persons) | 5 | 5 | 5 |
| Male disable employees (persons) | 4 | 4 | 4 |
| Female disable employees (persons) | 1 | 1 | 1 |
| Disable employees who are not employees (persons) | 0 | 0 | 0 |
| Sending money to the Fund of empowerment of persons with disabilities | Yes | Yes | Yes |
Employee Development
The company focuses on the development of employees’ potential, by providing them with annual training and sponsoring for the
external training, in order to encourage employees to develop their knowledge, and competencies, and drive employees to grow in their jobs, hence leading to sustainable development.
The company has a policy of regularly developing personnel by emphasizing training in order to increase their potential in work. This
includes inviting external speakers to train employees within the company and sending employees out to outside seminars on various topics related to their work.
In 2024, the company organized more than 93 training courses for employees to increase their skills and work potential, with an
average of approximately 16.21 hours of learning development through training per person per year. There is a total training expense of 2.94 million baht.
Target :
To be able to organize and conduct training sessions,
according to the annual plan at 100%.
In 2024, the company was able to achieve the target 100%.
| Employee training and development | 2022 | 2023 | 2024 |
| Average training hours of employees (hours/person/year) | 10.5 | 13.14 | 16.21 |
| Expense for employee training and development (Baht) | 1,876,670.32 | 1,827,167.14 | 3,642,473.97 |
Employee Remuneration
The company recognizes the importance of providing employees with appropriate compensation that aligns with their knowledge, skills,
and competencies. It also aims to offer competitive remuneration packages to ensure long-term employee retention. In the Production Department, the company adheres to the minimum wage requirements stipulated by labor law. Additionally, employees receive additional payment based on the number of task pieces completed, exceeding the minimum requirement set by the company. Furthermore, the company regularly evaluates employee earnings to ensure competitiveness in the market and provides bonuses based on company performance.
| 2022 | 2023 | 2024 | |
| Total remuneration (baht) | 393,683,853 | 355,387,231 | 411,259,698 |
| Remuneration for male employees (baht) | 296,437,528 | 269,630,896 | 314,465,550 |
| Remuneration for female employees (baht) | 97,246,325 | 85,756,335 | 96,794,148 |
Employees' Welfare
The company provides various welfare benefits to enhance the quality of life for its employees, in addition to those required by laws.
These welfare benefits can be categorized as follows:
- Welfare to help with employees’ cost of living includes providing an employee canteen that sells food at special prices, attendance bonuses, shift allowances, living expenses, mileage allowances, employee transport vehicles, life insurance, and uniforms.
- Welfare to help with employees’ saving plan: The company has established a provident fund for employees’ long-term benefits, aiming to promote saving and motivate employees to stay with the company. Employees’ contributions will be deducted from their salaries or wages at a chosen rate, and the company will match the contribution at the same rate. When employment ends, employees will be entitled to collect their contributions along with the benefits based on the defined criteria. Additionally, the company offers a loan program for employees who are members of the provident fund.
- Welfare in the form of cash for employees’ family events, such as weddings, childbirth, death of immediate family members, and scholarships for employees’ children who excel in their studies.
- Welfare for the future stability of employees and their families, such as post-retirement pensions and funeral support.
- Welfare for employees’ quality of life, working environment, and safety, including:
- Providing employees with health insurance to alleviate the burden of medical expenses when they fall ill.
- Supplying personal protective equipment suitable for the working environment.
- Ensuring consistent security in the workplace with 24-hour security guards, closed-circuit cameras, alarm systems inside the buildings, fire extinguishers, and fire exits.
- Arranging annual training sessions on basic firefighting, fire drills, and basic first aid for employees.
- Establishing a company infirmary with nurses, necessary medical supplies, and medicine as required. Additionally, prepare a standby ambulance available 24 hours a day in case of emergencies.
- Organizing annual medical check-ups for general employees, along with additional check-ups based on occupational risk factors, to monitor any impacts on employees’ health related to work. This may include hearing tests, visual tests, and toxicology tests for substances such as lead and xylene in the body. Consultations are provided to offer healthcare advice.
Fairness for Employees
In the event of a violation of the company’s regulations or fraud, the company will establish a dedicated inquiry panel. Any employee
employee accused of wrongdoing or corruption will have the right to defend themselves and present their case. The inquiry results will be documented and reported to the management to ensure a fair process of considering appropriate disciplinary measures and to prevent unjust dismissals.
Employee Satisfaction
The company has an annual employee satisfaction survey. The surveyed topics are about the goals, feeling of being part of the
organization, and opportunities of employee’s career, remuneration, welfare, and a safe working environment. The company then analyzes the results of the assessment for improvement and better development of employee care in a timely manner. As a result, the employees will be able to work happily, increase work efficiency, reduce the turnover rate or relocation of the company. Company conducts the survey at least once a year at the end of each year.
The results of the satisfaction assessment over the past 3 years are as follows.
Satisfaction assessment scores were grouped from 1 to 5:
(1) not satisfied, (2) slightly satisfied, (3) moderately satisfied, (4) very satisfied, and (5) extremely satisfied.
Year 2024 is equal to 73% at level 4 (there were 73% of employees answering the assessment)
Year 2023 is equal to 70% at level 4 (there were 71% of employees answering the assessment)
Year 2022 is equal to 66% at level 4 (there were 66% of employees answering the assessment)
For 2024, there were 369 voluntary and anonymous respondents out of 513 employees or 73% of total employees. The 2024
Employee Satisfaction Survey found that the overall average score was 73%, which increased from the 2023 of the score of 70%. The score was at level 4 “very satisfied”, (out of 5), across all topics, especially in Commitment to Development and Growing with the Company with the highest average score. There were opportunities to build relationships and exchange ideas between employees and executives. The results of the assessment showed that most employees understand the vision and viewpoint in the same direction with the company. Employees were proud to be part of driving and growing with the company. Most employees felt satisfied in taking care of the employees of the company. The company continues to use the opinions of employees to continuously improve personnel management.
Target
of Employee Satisfaction in 2023 >= 70%
Turnover Rate
For the past three years, the company has an average employee turnover rate of 11% of the total number of employees, which are all
voluntary resignation. By comparing the turnover rate data in the same industry, it was found that the company’s resignation rate was lower than the industry.1
All employees who voluntarily resign will be interviewed about the reasons for their resignation. So that the company will collect it as a
comment for further development and improvement of the quality of life of employees.
Note1 : Survey Data from HR Center’s Salary Increase & Bonus Survey 2024-2025.
| Turnover Rate | 2022 | 2023 | 2024 |
| Total employees who resigned voluntarily (persons) | 52 | 54 | 62 |
| Male employees who voluntarily resigned (persons) | 40 | 46 | 52 |
| Female employees who voluntarily resigned (persons) | 12 | 8 | 10 |
| Proportion of employees who resigned (%) | 10.81 | 11.23 | 12.09 |
| Evaluation results of employee engagement with the organization | Yes | Yes | Yes |
