The company has developed processes to promote and develop the necessary knowledge and skills for employees at all levels for career advancement opportunities and strengthen the organization to be ready for business changes. It can also empower personnel to lead the organization to grow along the way. This is done through raising the standard of the human resource management system to be more efficient. The company has developed human resource management policies and strategies and effectively improved work processes and information management systems by adopting digital technology to support them with the aim of reducing work processes and ensuring continuity in management. Also, to achieve the goal of developing the capacity of employees and strengthening the employee's engagement with the organization. 

In addition, there is a process of analyzing the need for training and determining the potential development projects of employees, considering the roles and responsibilities, positions, and performance assessments of employees in order to develop an annual training and skills development plan that promotes the advancement of employees in accordance with the personnel development process.

The company has established a framework for personnel development in various fields and the preparation of annual training plans as follows:

- Development of necessary management competencies with employees in the organization (Core & Management Competency) with the goal of developing employees' abilities in areas related to core values, including communication, collaboration and innovation.

- Functional Competency Training: Employees in each department will be trained to learn specialized skills in contexts related to their own agencies and roles and responsibilities.

- Basic Skills for developing the working skills of employees at all levels and fields of work.

- Supplementary Skills to enhance additional skills, in addition to knowledge directly related to work.

Personnel Development Process

Information about Employees

As of December 31, 2022

In 2022, the Company has organized a total of 28 training courses, with an average of 17.88 hours per person per year, out of the total 22,819 hours attended by employees and a target of 10 hours per person per year, with the total spending of 309,132 baht for knowledge training and employee development, which is an increase of 45% from 2021.

Number of Employees

Succession Planning Management

To prepare for the future, the Company created criteria and programs for developing the required skills for successors to important roles. The Executive Committee and the Nomination and Compensation Committee will oversee the succession planning management process. This will ensure that there is a succession plan for high-level executives and key positions to maintain business continuity and business growth. The strategy will be reviewed annually. The successor development plan consists of the following steps

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