The Company focused more on employee competency development at all levels under the employee development strategy framework, “Good and Smart People”. Various skills are encouraged through the program, such as professional upskill/reskill for work, organization sustainability, Personal Data Protection Law, Data Analysis, and Digital Literacy. The skills are for employees at all levels in the Company, subsidiary group
employees, store business partners, and granted sub-area store branches to have competencies required for work performance. All are preparing the organization to swiftly adjust for emergencies situations or crises and changes in the future.

Due to the increasingly severe and ongoing COVID-19 epidemic, possible effects include halted employee competency and development, limited work operations, and decreased work efficiency. The Company realizes the importance of continuous development of employee competency. Thus, a new training format for the New Normal era was developed, such as in-room training and various online training such as Virtual Training,
e-Learning, and On the Job Training (OJT). In addition, the Company developed easy-to-understand training programs, modified to be more interesting for all employees, subsidiaries, store business partners, and granted sub- area store branches to create necessary skills and reach their full potential. Thus, leading to continuous business operations under human resources management of the organization, under the concept
of successful work and happy people throughout their work lifespan with the Company.

Sustainable Employee Skills Development and Career Opportunities Framework

Development Path for Personnel in the Office

Development Path for Personnel in Operations

Development Path for Personnel in Distribution Centers

Professional Skills Development, Promoting Upskill/ Reskill

The Company encourages all employees to learn new ways of working (Upskill/ Reskill). The training programs give diverse knowledge and create a supportive learning environment encouraging work improvements and betterment, where managers and employees at all levels can be part of the organizational learning culture. In 2021, the important programs are as follows:

Talent Management

The Company recognizes the importance of preparing leaders and personnel to drive continuous, sustainable business practices. Using continuous management and developing high-performing employees with talent self-assessment as an Individual Development Plan (IDP) to build on their strengths and reduce weaknesses increases professional growth. Additionally, the specially designed program develops such groups using the “70:20:10” learning and development model.

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

Personnel Development Transitioning to the Digital Age Platform Era

Personnel Development on Sustainability

For the Company to survive and grow stably and sustainably, adaptation and organizational development, including developing and educating employees at all levels, are critical, and to readily meet challenges bringing risk and opportunities in 2021 through the following significant programs:

Type of Performance Appraisal

The objective is to enable the Company to manage the success of the organization as one whole, which includes improving management style on employees at all levels to achieve the goals of the organization. To be systematic and standardized, an effective qualitative and quantitative evaluation criterion is used. The ALL Perform (SAP Success Factors) system is also used to communicate and give 360 degrees feedback within teams, cross functional teams, and department units, creating a work environment and culture with opportunities for self-improvement in order to continuously achieve better performance. In 2021, the total employees evaluated for the yearly performance appraisals through various formats are as follows:

Employee Engagement

For work achievements with happy people, the Company considers employees to be the most valuable resource, comparable to the organization’s source of power to achieve set goals of the organization. Therefore, recognition and response to employee expectations are what the Company has always given importance to, from conducting a survey of the employee’s feelings and perspectives on the organization operations with 6 questions that reflect employee behavior in 3 aspects,

The Company continuously surveys employee expectations. In 2021, 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.