The Company is committed to developing the potential of employees at all levels in accordance with the human capital development strategy through a variety of skills promotion programs, comprising level specific leadership skills, professional skills for work efficiency improvements through Uplift Skill, and proficiencies in organizational sustainability, Personal Data Protection Law, data analysis, digital literacy, and process automation. The mentioned approach facilitates employees at all levels within the Company, which encompasses the employees of business partners, Store Business Partner and Sub Area stores, to develop crucial skills in performing their respective duties and prepare for emergencies, crisis situations and future changes.

The Company aims to develop the potential of employees. through a variety of methods and channels, both online and offline, comprising virtual training, e-Learning, on job training (OJT), and Project Based cross-functional knowledge training and Action Learning through real-world practice with executives or experts including consultants which provide advice, etc. In addition, the Company has further developed training courses through easing comprehension and increasing interesting content. These courses are tailor made for all employees including employees of business suppliers, Store Business Partners, and Sub Area stores, as a means for the development of vital skills and capacity. As a result, business operations can be carried out through the Company's human capital management under the concept of successful work indicated by content employees throughout their work life with the Company.

Sustainable employee skills development and career opportunities framework

Personnel Development Pathway

Personnel Development Pathway

Personnel Development Pathway

Professional Skills Development and New Working Methods Promotion

The Company encourages executives and employees at all levels to realize new working methods through a variety of training programs and establish an improvement encouraging learning atmosphere to enhance work output. In 2022, significant actions were taken as follows:

Talent Management

via immediate co-workers as supporting information in forming an Individual Development Plan (IDP). This plan entails designing development projects for specific groups through the 70:20:10 learning and development model to create strengths for career growth.

Last year, besides direct teaching from supervisors, top management had an additional role in teaching through various media types such as video content.

Personnel Readiness Development for Transition to Digital Platform Era

Sustainable Human Capital Development

To maintain stable and sustainable business growth, the Company requires organization-wide development through educating employees at all levels to prepare for challenges offering risks and opportunities. In 2022, the Company has performed following key projects:

Type of Performance Appraisal

The Company establishes both qualitative and quantitative criteria in performance appraisal systematically, and both under the same standard. This ensures overall corporate performance aligns in the same direction and improves performance management of employees across all levels, to achieve corporate goals. It also serves as a channel of communication and 360-degree feedback both intra and inter-team, as well as cross functions. Employees are able to continuously improved themselves for greater results through an appraisal under ALL Perform (SAP Success Factors) system. In 2022, employees were assessed quarter through various forms as follow:

Furthermore, the Company recognizes that in order to promote and build capacity for employees to work with utmost quality and maximum efficiency, work guidance must be done regularly, bilaterally and consistently. Employees must receive opportunities to participate in co-setting goals and reinforce teamwork for success. The Company has established the type of performance appraisal as follows.

In 2022, the Company has improved and enhance efficiency of employees’ performance appraisal to be in accordance with standards throughout CP ALL group via ALL Perform system. This was achieved through management of performance appraisal and assessment, from diverse to aligned on the same system. It includes quarterly performance appraisal, probation assessment period, year-end assessment and 360-degree capacity assessment, which allow every employee group to access various assessments with greater ease.

Employee Engagement Assessment

The Company raises awareness and responds to employee expectations. Through surveys of employees' sentiment and perspectives towards the Company's operations from 33 questions which reflect employee behavior in 3 aspects.

1) SAY: speak positively about the Company 2) STAY: behavior and determination to continue working with the organization, or high reluctance to leave the organization 3) STRIVE: behavior of employees who are fully committed to work or performing above and beyond normal work duties. It includes a comprehensive example of questions about.

The Company continuously surveys employee expectations. In 2022, employee engagement surveys were conducted with the system, Kincentric eX-Pulse Platform, from the Company, Kincentric (Thailand) Ltd. The results were compared at different time periods for current and up-to-date data for analysis, to formulate strategies and review criteria on improving employee engagement measures and employee participation which helps the organization achieve the set goals.

Employee Engagement Enhancement Approach

By creating involvement with line-level executives in the operation to raise the level of employee engagement as follows: