Human Capital Development
Importance and Mission
The Company recognizes our human resources as vital stakeholders who propel the business towards sustainability. We execute our Human Resource Management Policy1 with fairness, transparency, and consistency.
Our approach comprehensively covers respect for human rights, appropriate and merit-based recruitment, and performance management driven by clear Key Performance Indicators (KPIs). We ensure fair and non-discriminatory compensation and welfare, while continuously fostering employee potential, career advancement, and organizational engagement. Additionally, we prioritize occupational health and safety, maintain accessible grievance mechanisms, and strictly adhere to labor laws and human rights principles in all employment termination processes.
The Company firmly believes that our employees are the fundamental driving force behind our organizational sustainability. We are deeply committed to fair labor practices, respecting human dignity, and upholding fundamental human rights in strict compliance with Thai labor laws, relevant standards, and the International Labour Organization (ILO) principles. Under our mission to "Elevate professional working standards to promote a better quality of life for employees," we ensure a supportive environment spanning the entire employment lifecycle—from fair recruitment and capability development to competitive compensation and equitable separation. We strictly enforce non-discrimination and equality regardless of race, religion, gender identity, age, disability, or nationality, thereby mitigating labor disputes and fostering long-term organizational engagement.
Supporting the SDGs Goals
Goal 4:
Goal and Performance
Goal
Performance
Goal
Performance
Management Approach
Fair Labor Practices
Operating a highly competitive retail and agricultural lending business with an extensive branch network across various regions presents human capital risks, particularly in areas with high living costs.
To ensure business continuity and retain top talent, the Company implements a robust Human Resource Management strategy. We offer highly competitive compensation and welfare packages tailored to local economic contexts. Furthermore, we actively cultivate an organizational culture that promotes well-being, engagement, and career advancement. Our strategic focuses include:
- Prioritizing local hiring to stimulate community economies and reduce turnover rates.
- Providing compensation and benefits that exceed legal minimums and remain competitive within the financial industry.
- Facilitating robust two-way communication channels through an elected Welfare Committee and an independent whistleblowing system.
Operations and Implementation
- Local Employment & Fair Compensation: We systematically hire local talent based on workload demands, ensuring that all remuneration structures strictly adhere to and exceed legal requirements.
- Comprehensive Employee Well-being: We offer welfare programs adapted to current economic conditions,
- Including Provident Funds
- Life and Accident Insurance
- Health Insurance (Inpatient)
- Death Assistance for employees and their families
- The "Friends Helping Friends" club
- Natural Disaster Relief
- Annual bonus
- Promoting equality and ensuring job security by providing housing for male employees and housing allowances for female employees in case of work relocation, for safety and to reduce expenses.
- Equitable Relocation Support: To ensure safety and reduce financial burdens during branch relocations, we provide appropriate housing solutions or rental assistance tailored to the safety needs of our personnel.
- Grievance and Whistleblowing Mechanism: A secure, independent, and confidential grievance channel is available for all employees to report unfair treatment, human rights violations, Code of Conduct breaches, or potential fraud, complete with strict whistleblower protection mechanisms.
- Labor Relations: We strongly support the Employee Welfare Committee, democratically elected by our staff, serving as a vital representative body to negotiate and present welfare needs to management quarterly.
Performance and Results
- Successfully employed 2,725 local personnel with absolutely zero incidents of child labor, providing compensation rates above the legal minimum.
- Ensured equal access to company benefits. The Provident Fund saw 2,001 new enrollments, accounting for 73.43% of all eligible new employees this year.
- Distributed 1,258,680 THB in Natural Disaster Relief to support 58 affected employees.
- Transparently resolved 3 officially reported grievances through the Internal Audit Department; 2 cases are proceeding with legal action, and 1 resulted in internal disciplinary measures.
- Maintained a record of zero labor disputes.
- Achieved an Employee Satisfaction and Engagement Score of 84.44% (surveying 2,322 out of 2,750 employees, exceeding our 80% target).
Based on the above assessment, the company has taken into consideration and improved its operations to respond to the feedback provided by employees, as needed and appropriately considering the current economic conditions and cost of living.
- Proudly received the "Outstanding Establishment in Labor Relations and Welfare Award (National Level)" for the 5th consecutive year.
Diversity, Equity, and Inclusion (DE&I)
The Company recognizes that Diversity, Equity, and Inclusion (DE&I) are the cornerstones of sustainable organizational development. Respecting human dignity—regardless of gender, age, capability, experience, or socio-economic background—fosters an open and fair working environment that enables employees at all levels to reach their full potential. Furthermore, this approach supports prudent decision-making, empathetic customer service, and long-term organizational growth.
The Company manages DE&I based on the principles of meritocracy and non-discrimination, integrating these values into our Human Resources policies, Code of Conduct, and business ethics. We embrace differences in gender, age, religion, disability, and social background, believing that a diverse workforce enhances our ability to understand and effectively serve our diverse customer base. This approach simultaneously mitigates risks related to talent shortages and labor rights disputes. Our key goals include maintaining an appropriate proportion of female executives at all levels to reflect equal career growth opportunities and ensuring the employment of persons with disabilities and/or their caregivers in compliance with legal requirements, while providing a suitable working environment.
Operation and Implementation
- Equal Recruitment and Development: The Company promote local employment to distribute income to communities. Our recruitment and performance evaluation processes are primarily based on potential and performance, free from gender or age bias.
- Employment of Vulnerable Groups: The Company collaborate with local authorities, such as municipalities and Subdistrict Administrative Organizations (SAOs), to hire persons with disabilities and/or their caregivers. Employees are placed in roles and locations that facilitate ease of travel and match their aptitude, fostering a sense of pride and self-worth.
Performance Summary
Total Employees by Age
| Description | 2023 | 2024 | 2025 |
|---|---|---|---|
| Under 30 years old (Persons) | 1,371 | 1,350 | 1,174 |
| % Under 30 years old | 54.08 | 50.07 | 43.08 |
| 30-50 years old (Persons) | 1,138 | 1,320 | 1,520 |
| % 30-50 years old | 44.89 | 48.96 | 55.77 |
| Over 50 years old (Persons) | 26 | 26 | 31 |
| % Over 50 years old | 1.03 | 0.96 | 1.13 |
Employees by Age and Gender
| Description | 2023 | 2024 | 2025 | |||
|---|---|---|---|---|---|---|
| Male | Female | Male | Female | Male | Female | |
| Under 30 years old (Persons) | 997 | 374 | 963 | 387 | 829 | 345 |
| % Under 30 years old | 53.80 | 54.84 | 49.21 | 52.37 | 42.10 | 45.63 |
| 30-50 years old (Persons) | 838 | 300 | 977 | 343 | 1,120 | 400 |
| % 30-50 years old | 45.22 | 43.99 | 49.92 | 46.41 | 56.88 | 52.91 |
| Over 50 years old (Persons) | 18 | 8 | 17 | 9 | 20 | 11 |
| % Over 50 years old | 0.97 | 1.17 | 0.87 | 1.22 | 1.02 | 1.46 |
Total Employees by Position Level
| Description | 2023 | 2024 | 2025 |
|---|---|---|---|
| Operational Level (Persons) | 1,310 | 1,442 | 1,378 |
| % Operational Level | 51.68 | 53.49 | 50.57 |
| Management Level (Persons) | 1,184 | 1,216 | 1,378 |
| % Management Level | 46.71 | 45.10 | 48.08 |
| Senior Management (Persons) | 41 | 38 | 38 |
| % Senior Management | 1.62 | 1.41 | 1.39 |
Employees by Position Level and Gender
| Description | 2023 | 2024 | 2025 | |||
|---|---|---|---|---|---|---|
| Male | Female | Male | Female | Male | Female | |
| Operational Level (Persons) | 762 | 548 | 861 | 581 | 830 | 548 |
| % Operational Level | 41.12 | 80.35 | 44 | 78.62 | 42.15 | 72.49 |
| Management Level (Persons) | 1,057 | 127 | 1,065 | 151 | 1,108 | 201 |
| % Management Level | 57.04 | 18.62 | 54.42 | 20.43 | 56.27 | 26.59 |
| Senior Management (Persons) | 34 | 7 | 31 | 7 | 31 | 7 |
| % Senior Management | 1.83 | 1.03 | 1.58 | 0.95 | 1.57 | 0.93 |
Diversity in The Workplace Statistics
Employee Development
The Company firmly believes that employees are the vital resource driving business operations and organizational sustainability. Continuous development of employee potential fosters the knowledge, capabilities, skills, and attitudes necessary to adapt to a changing business environment. This is particularly crucial for the credit business, which relies on expertise, responsibility, and ethical service delivery. Therefore, investment in human resource development is a key driver for enhancing operational quality, risk management, and long-term sustainable growth.
The Company has established an employee development framework that focuses on fostering a culture of lifelong learning. This initiative aims to elevate skills across all levels (Upskill & Reskill) and mitigate risks associated with skills gaps, particularly in the digital realm, which directly impacts operational efficiency and service quality.
The Company prioritize the development of core competencies, including information technology, legal knowledge, and Market Conduct, alongside systematically strengthening leadership and succession planning to ensure a continuous pipeline of ready personnel for critical positions.
Goals and Targets
- All employees must receive an average of no less than 15 hours of training per person per year.
- 100% of employees must undergo fair performance evaluations and career development assessments.
- 100% readiness of the Talent Pool for succession in senior executive and key positions.
Operation and Implementation
- Annual Training and Development Planning: Designing programs aligned with the specific skills required for credit business operations and risk management.
- Onboarding and Induction: Providing fundamental training on the Code of Conduct and operational regulations for all new employees prior to their official appointment.
- Specialized Training: Organizing training in specialized areas, such as responsible lending and relevant legal/regulatory requirements.
- Digital Learning Integration: Leveraging platforms like the Stock Exchange of Thailand’s "SET e-Learning" to promote self-directed learning tailored to specific job functions.
- Proactive Knowledge Assessment: Conducting monthly online testing on key policies after their announcement to ensure employees remain informed and up-to-date.
- Talent and Succession Management: Assessing and selecting personnel for the Succession Plan, focusing on C-Level and key functional roles, supported by continuous leadership development programs.
Performance Summary
- Training Hours: Achieved an average of 34.45 training hours per employee per year, exceeding the target of 15 hours. Over 80% of participants passed the post-training assessments for almost all courses.
- Curriculum Development: Conducted over 9 training courses throughout 2025 to enhance skills and operational potential.
- Online Learning: Collaborated with the Stock Exchange of Thailand to promote self-directed online learning, with each employee completing 5 relevant courses.
- Policy Compliance Testing: Conducted 12 knowledge assessments regarding new or updated policies (averaging once per month). Employees are required to pass tests on Information Security and the Code of Conduct at least once annually, with 100% participation and pass rates.
- Performance Evaluation: 100% of employees underwent fair annual performance evaluations using Key Performance Indicators (KPIs) linked to organizational goals, utilized for compensation adjustments and career path progression.
- Succession Planning: The Board of Directors and Management have reviewed and developed the Succession Plan, evaluating candidates based on skills, performance, and readiness, supplemented by formal leadership training for designated successors.
Stakeholders Directly Impacted
