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.
Hiring Emeployees
| Employment | 2023 | 2024 | 2025 |
| Total employee (persons) | 481 | 513 | 514 |
| Male employee (persons) | 386 | 415 | 406 |
| Female employee (persons) | 95 | 98 | 108 |
The company will hire adults who meet the required qualifications, providing equal opportunities to people of all genders, ages, races,
religions, and educational backgrounds, including people with disabilities and other disadvantaged groups. The company will diligently monitor its operations to ensure it does not engage in human rights abuses, including opposing forced labor and child labor, and ensuring transparency and fairness in all recruitment processes for both employees and job applicants.
Employment of people with disabilities
| 2023 | 2024 | 2025 | |
| 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 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.
Emeployees Compensation
| 2023 | 2024 | 2025 | |
| Total remuneration (baht) | 355,387,231.00 | 411,259,698.00 | 359,676,611.00 |
| Remuneration for male employees (baht) | 269,630,896.00 | 314,465,550.00 | 262,828,247.00 |
| Remuneration for female employees (baht) | 85,756,335.00 | 96,794,148.00 | 96,848,364.00 |
Employee Development
The company prioritizes employee development by establishing annual development and training plans. It provides financial support for
training and seminars, both internally and from external institutions with specialized expertise, as appropriate. This aims to promote the development of knowledge, skills, and essential competencies according to professional fields, fostering employee growth and advancement alongside the company towards sustainable development.
In 2025, the company conducted over 102 training courses to enhance employee skills and potential, averaging approximately 19.65
hours of training per person per year, with total training expenses of 3.07 million baht.
| 2023 | 2024 | 2025 | |
| Average number of training hours for employees (hours/person/year) | 10.5 | 13.14 | 16.21 |
| Employee training and development expenses (Baht) | 1,827,167.00 | 3,642,474.00 | 3,070,317.00 |
Employees' Welfare
The company appointed a Safety, Occupational Health and Environmental Committee (SHE Committee) on November 14, 1988. This
committee comprises qualified individuals from various departments within the company, representatives from both employers and employees, and representatives from contractors who serve as observers. Members serve two-year terms. Currently, there are 13 members on the Safety Committee, which holds monthly meetings. The committee’s duties are as follows:
- Develop an occupational safety, health, and environmental policy for the workplace and submit it to the employer. The policy and goals for 2025 remain the same as in previous years, aiming for zero work-stopping accidents.
- Develop guidelines for preventing and reducing accidents, injuries, illnesses, or nuisances resulting from employee work or unsafe working conditions, and submit them to the employer.
- Report and recommend measures or guidelines for improving working conditions and the working environment to comply with occupational safety laws, ensuring the safety of employees, contractors, and external parties working or using services within the workplace.
- Promote and support occupational safety activities within the workplace.
- Review the occupational safety, health, and environmental manual for the workplace and provide feedback to the employer.
- Conduct a survey of occupational safety practices and report the survey results, including accident statistics, at every Safety Committee meeting, and submit the report to the employer quarterly.
- Consider projects or training plans related to occupational safety. This includes projects or training plans on the roles, responsibilities, and duties related to safety for employees, supervisors, managers, employers, and personnel at all levels, to be submitted to the employer for review.
- Establish a system requiring all employees at all levels to report unsafe working conditions to the employer.
- Follow up on the progress of reports submitted to the employer.
- Submit an annual performance report, including identifying problems, obstacles, and suggestions for improvement of the Safety Committee’s duties after one year of service, to the employer.
- Evaluate the workplace safety performance of the establishment.
- Perform other workplace safety tasks as assigned by the employer.
By 2025, the company aims to eliminate serious accidents resulting in disability or fatalities among employees and contractors
working on company premises. However, the number of accidents resulting in work-stopping for employees and contractors remains below target. Furthermore, the number of accidents in 2025 is projected to increase by 32% compared to 2024. Therefore, the company is prioritizing the enhancement of proactive prevention measures. The Occupational Safety, Health, and Environmental Committee (OSH Committee) and relevant parties will jointly investigate and analyze the root causes of each accident to determine corrective actions and prevent recurrence. In addition, based on accident statistics, the company has established specific training measures for the top three areas and activities with the highest accident rates. These training sessions will be conducted every three months to raise awareness, reduce risky behaviors, and achieve the goal of reducing work-stopping accidents to zero. The company will continuously monitor and evaluate the effectiveness of these measures to ensure they reduce accidents. The following plans and actions have been developed:
Work Accident Reduction Activities
The company continuously monitors and improves the safety and well-being of all work areas, ensuring a good working environment that adheres to occupational health and safety principles. The company believes that workplace safety is achieved when employees and workers are aware of potential hazards and risks, and truly understand safety measures. Key activities undertaken by the company include:
- Safety Training: The company provides safety training to all levels of employees, including new and existing staff, as well as contractors working on the company’s premises, as needed for each type of work and work area.
- Provision of Personal Protective Equipment (PPE): Appropriate personal protective equipment is provided to workers, tailored to the specific work area. Employees are made aware of the importance of wearing PPE. Supervisory and professional safety officers conduct rigorous inspections to ensure that employees and contractors wear PPE correctly and appropriately.
- Work Environment Monitoring: Environmental monitoring is conducted annually as required by law, including chemical concentration, air quality, noise, lighting, and heat measurements in the work area. The results of the 2025 monitoring showed that the environment met legal standards.
- Safety Risk Analysis and Assessment: Safety analysis is conducted to identify potential hazards. 4. Identify potential hazards that may arise from work activities, and find solutions and preventive measures. Conduct a Joint Safety Analysis (JSA) to identify hazards and define preventive measures for all activities.
- Conduct annual emergency drills for seven plans: fire prevention and suppression; hazardous chemical spill prevention and suppression; flood prevention and suppression; wastewater overflow prevention and suppression; radiation emergency prevention and suppression; gas spill prevention and suppression; and accident prevention in response to emergencies such as spills, fires, and explosions of industrial waste.
- Verify compliance with laws regarding occupational safety, health, and environmental conditions, including:
• Inspecting the unsafe condition of machinery and equipment.
• Checking the wearing of personal protective equipment during work.
• Checking fire extinguishing equipment.
• Checking alarm equipment/emergency signals.
• Checking ambulances/first aid equipment/first aid room.
• Holding meetings of the Occupational Safety, Health, and Environmental Committee at least once a month.
Safety, occupational health, and working environment.
| 2023 | 2024 | 2025 | |
| Number of work-related injury incidents resulting in missed work (times) | 47 | 50 | 66 |
Employee Satisfaction
The company conducts an annual employee satisfaction survey. Topics covered include organizational goals, a sense of belonging, career
advancement opportunities, employee compensation and benefits, and a safe and environmentally friendly work environment. The company analyzes the results to make timely improvements and enhance employee care, leading to increased employee happiness, improved productivity, and reduced turnover rates. The company mandates that this survey be conducted at least once a year, towards the end of each year.
The results of the satisfaction survey 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 2023 is equal to 78% at level 4 (there were 86% of employees answering the assessment)
Year 2024 is equal to 73% at level 4 (there were 73% of employees answering the assessment)
Year 2025 is equal to 70% at level 4 (there were 71% of employees answering the assessment)
For the year 2025, a total of 438 voluntary and anonymous respondents participated in the survey out of 510 employees, representing
86% of the total workforce. The 2025 employee satisfaction survey found an overall average score of 78%, an increase from the 73% average score in 2024. The survey data revealed that employees expressed a high level of satisfaction (out of 5 levels) across all categories, particularly in the area of commitment to development and growth with the company, which received the highest overall average score. Increased opportunities for building relationships and direct interaction between employees and management also contributed to the satisfaction. This evaluation indicates that most employees understand and align with the organization’s vision, feel proud to be part of its growth, are ready to grow with the company, and are satisfied with the company’s employee care. Furthermore, the company continues to incorporate employee feedback to improve its human resource management.
Turnover Rate
Over the past three years, the company has had an average employee turnover rate of 12% of the total workforce, all of which were
voluntary. Compared to the industry average, the company’s turnover rate is lower than group average 1. Furthermore, all employees who voluntarily resign are interviewed about their reasons for leaving. This data will be collected and analyzed to develop and improve the quality of life for employees.
Note1 : Survey Data from HR Center’s Salary Increase & Bonus Survey 2024-2025.
| 2023 | 2024 | 2025 | |
| Total employees who resigned voluntarily (persons) | 54 | 62 | 63 |
| Male employees who voluntarily resigned (persons) | 46 | 52 | 51 |
| Female employees who voluntarily resigned (persons) | 8 | 10 | 12 |
| Proportion of employees who resigned (%) | 11.23 | 12.09 | 12.26 |
| Evaluation results of employee engagement with the organization | Yes | Yes | Yes |
| 2023 | 2024 | 2025 | |
| Evaluation results of employee engagement with the organization | Yes | Yes | Yes |
The formation of groups of employees within the organization.
Employee groupings within the organization: Yes
Formats of employee groupings within the organization: Welfare Committee.