Human Resources Management
Human resources are the starting point and goal of the company’s organizational development. The company prioritizes employee care
and the development of their skills in both breadth and depth, expanding their capabilities and potential, and cultivating effective leaders who, in addition to business acumen, possess a strong sense of social responsibility and good governance for the benefit of the organization and society. The company develops its personnel through internal and external training, fostering a positive work environment and a corporate culture that encourages learning, exchange of ideas, and collaborative projects between departments to build teamwork. This allows employees across departments to exchange experiences, leading to improvements in work processes, production processes, and the development of new products and services. It also fosters a sense of belonging and shared growth among employees. The company instills a sense of social, community, and environmental responsibility in its employees through various activities, raising awareness of the importance of society, the community, and the environment. Furthermore, the company’s human resource management emphasizes ensuring a high quality of life for employees, fair compensation and benefits, occupational health and safety, and upholding human rights as a core principle, including rights, freedoms, equality, and fair protection.
Company Approaches
Employment
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 is not involved in human rights abuses, including opposing forced labor and child labor, and will treat employees and job applicants transparently and fairly throughout the recruitment process.
The termination of company employees must be carried out in accordance with established procedures, treating employees fairly,
respecting and considering human rights, and strictly adhering to labor laws and relevant regulations.
Hiring employees
| Employment | 2023 | 2024 | 2025 |
| Total employee (persons) | 481 | 513 | 514 |
| Male employee (persons) | 386 | 415 | 406 |
| Female employee (persons) | 95 | 95 | 108 |
Employment of people with disabilities
The company employs persons with disabilities in accordance with the Labour Ministry Act, which stipulates a rate of 1 person with a
disability for every 100 permanent employees. If the remainder of 100 exceeds 50 persons with disabilities, an additional person with a disability must be hired. The company’s employment of persons with disabilities in 2025 complies with this Act as of December 31, 2025.
| Employment | 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.
| 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 training and development
The company prioritizes employee development by establishing annual development and training plans and providing support for
training and seminar expenses, both internally and from external institutions with specialized expertise, as appropriate. This promotes 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 capabilities, averaging approximately
19.65 hours of training per person per year, with a total training expenditure of 3.07 million baht.
| Employee training and development | 2023 | 2024 | 2025 |
| Average training hours of employees (hours/person/year) | 13.4 | 16.21 | 19.65 |
| Expense for employee training and development (Baht) | 1,827,167.00 | 3,642,474.00 | 3,070,317.00 |
Safety, occupational health, and working environment.
Occupational Safety, Health, and Environmental Policy
The company established the Occupational Safety, Health and Environmental Committee (OSHEC) 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, the OSHEC has 13 members and 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 to reduce work-related accidents resulting in zero absences.
- Develop guidelines for preventing and reducing accidents, injuries, illnesses, or nuisances caused by employee work or unsafe working conditions and submit them to the employer.
- Report and recommend measures or approaches to improve working conditions and the working environment. Comply with occupational safety laws for the employer to ensure the safety of employees, contractors, and external parties working on or using services at the establishment.
- Promote and support occupational safety activities within the establishment.
- Review the establishment’s occupational safety, health, and environmental guidelines for submission to the employer.
- Survey occupational safety practices and report the findings, including statistics on accidents occurring at the establishment. At every Safety Committee meeting, and submit quarterly reports to the employer:
- Consider safety training programs or plans, including those on the roles and responsibilities regarding safety for employees, supervisors, managers, employers, and personnel at all levels, and submit them for the employer’s review.
- Implement 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 any identified problems. Obstacles and recommendations regarding the performance of the Safety Committee after one year of service are submitted to the employer.
- Evaluate the workplace safety performance of the establishment.
- Perform other workplace safety duties as assigned by the employer.
In 2025, there were no serious accidents resulting in disability or death among employees and contractors working on the company’s
premises. However, the number of accidents resulting in work stoppage for employees and contractors still fell short of the target. Nevertheless, the number of accidents in 2025 increased by 32% compared to 2024. Therefore, the company is focusing more on proactively upgrading its preventive measures by establishing an Occupational Safety and Health Committee. The workplace environment committee (Occupational Safety and Health Committee) and relevant personnel jointly investigate and analyze the root causes of each accident to determine corrective measures and prevent recurrence. Furthermore, based on accident statistics, the company has established area-specific training measures for the three activities with the highest accident rates. This training is conducted every three months to enhance awareness, reduce risky behaviors, and aim for zero lost-time accidents. The company also mandates continuous monitoring and evaluation of these measures to ensure their effectiveness in reducing accidents. Therefore, the following plans and operations have been established:
Implementing activities to reduce work-related accidents.
The company continuously monitors, supervises, and improves all work areas to ensure safety and a good, hygienic working
environment. The company believes that workplace safety can be achieved when employees and workers are aware of potential hazards and risks, and truly understand safety measures. The company’s key operations include:
- Safety Training: The company provides safety training to all employees, including new and existing staff, as well as contractors working on company premises, according to the needs of each type of work and work area.
- Personal protective equipment (PPE) is provided to employees in a manner appropriate to the work area, and employees are made aware of the importance of wearing safety equipment. Furthermore, there are safety officers at both the supervisory and professional levels. Rigorous monitoring is conducted to ensure that employees and contractors wear personal protective equipment correctly and appropriately.
- Work environment monitoring is carried out annually as required by law, including monitoring of chemical concentrations, air quality, noise levels, lighting, and heat in the work area. The results of the 2025 monitoring met all legal standards.
- Safety risks are analyzed and assessed. This includes conducting safety analysis to identify potential hazards and operational risks, as well as developing solutions and preventive measures. A Joint Safety Analysis (JSA) is conducted to identify hazards and define preventive measures for all activities.
- Seven annual emergency drills are conducted: fire prevention and suppression, hazardous chemical spill prevention and suppression, flood prevention and suppression, wastewater overflow prevention and suppression, radiation emergency prevention and suppression, and gas spill prevention and suppression. And accident prevention in response to emergencies in the event of leaks, fires, and explosions of industrial waste.
- Check compliance with laws regarding safety, occupational health, and the working environment as follows:
- Inspect the unsafe condition of machinery and equipment.
- Check the wearing of personal protective equipment while working.
- Check fire extinguishing equipment.
- Check alarm/emergency signaling equipment.
- Check ambulance/first aid equipment/first aid room.
- Hold meetings of the Safety, Occupational Health, and Environmental Committee at least once a month.
Safety, occupational health, and working environment.
| 2023 | 2024 | 2025 | |
| Number of employee work-related injuries that resulted in time off work (times) | 47 | 50 | 60 |
Employee engagement and employee grouping within the organization.
Creating employee satisfaction.
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.
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 2025 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 2023 is equal to 70% at level 4 (there were 71% of employees answering the assessment)
For the year 2025, a total of 438 individuals out of 510 employees, or 86% of the total workforce, voluntarily participated in the
survey anonymously. The 2025 employee satisfaction survey found an overall average score of 78%, an increase from 73% in 2024. The survey data revealed that employees were highly satisfied (out of 5 levels) across all categories, particularly in the area of commitment to growth and development with the company, which received the highest overall average score, as well as increased opportunities for relationship building. Furthermore, direct interaction and exchange of ideas between employees and management have increased. These evaluation results indicate that most employees understand the vision and share the same perspective as the organization, feel proud to be part of driving the organization forward, are ready to grow with the organization, and are generally satisfied with the company’s employee care. The company also continues to incorporate employee feedback to continuously improve its human resource management.
Turnover Rate
For 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.
| Turnover Rate | 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 | |
| Employee engagement assessment results from the organization. | 54 | 62 | 63 |
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.
The grouping of employees within an organization.
Employee groupings within the organization : Yes,
Formats of employee groupings within the organization : Organizational Welfare Committee.