Talent Attraction and Retention
Importance and Mission
Talent Attraction and Retention is essential to driving organizational sustainability, as employees are valuable human resources and key stakeholders who contribute to the organization's development with continuity and potential, adding value through their accumulated knowledge, skills, and experience.
The company recognizes the importance of retaining capable employees and is committed to fostering employee engagement. It promotes continuous learning and increased responsibility for career advancement, while also enhancing employee benefits to improve quality of life and provide greater job security.
Supporting the SDGs Goals
Goal 17:
Goal and Performance
Goal
Performance
Management Approach
Retaining talented employees is critical for the organization's long-term success. Personnel are valuable human resources and stakeholders who will assist the organization in developing with potential, continuity, and enhancing value through the knowledge, skills, and experience that has been accumulated.
This will be accomplished by developing a bond with the company, learning to take on additional responsibility for career advancement, and increasing welfare for a higher quality of life and confidence in employees' profession.
Employee Engagement
Employee opinions and satisfaction are surveyed at least once a year by the company in order to understand their expectations of the company and use these expectations to improve work and make it more suitable for business operations.
Employee Satisfaction Survey Report
The company conducts employee surveys every year, with a questionnaire for 2,616 employees, of which 2,481 responded, accounting for 94.83% of the organization. In 2024, the average employee satisfaction level was 81.25%, with an increase in four of the six aspects. Supervisors and teams had the highest level of satisfaction (84.18%), followed by work environment satisfaction (82.74%). The company sets a 70% satisfaction target, which it exceeded. The company utilized the survey results to communicate with employees and develop work processes to enhance employee satisfaction, which included organizing projects to promote employee quality of life, organizing training to create a comprehension of employees' duties, and organizing activities to help relieve work from opportunities, many more.
Compensation
The company determines the method of compensating employees to motivate and retain them by considering on job position, length of employment, and work achievement. There is an evaluation system that includes setting goals for work (Work Target), planning, monitoring progress, development, and evaluating individual work performance to ensure that personnel management is aligned, proper and fair, therefore motivating employees.
Employee Benefits
To motivate employees to perform and work effectively, the company provides a variety of welfare and benefits as required by law, including:
Accident insurance in case of death or permanent disability
Health insurance for accidents and in-patient department
Funeral allowance for employees or family members who pass away
Allowance assistance for property damage caused by accidents
Allowance assistance for employees' hardships due to natural disasters or accidents
Providing free accommodation for male employees and rental subsidies for female employees who have been commanded to relocate to work away from home
Free vehicles for employees who had to travel to branches that far from their homes.
Parental leave for 98 days per year
Provide standard parking spaces to ensure the safety of employee property
Organizing annual health check-up activities
Encouraging employees to save money through the provident fund
Stakeholders Directly Impacted
Employees
