Employee Care, Development & Retention

The Company recognizes the importance of nurturing the potential, knowledge, and skills of its employees across diverse professions and roles. This preparation is essential for addressing future business opportunities and challenges and for steering toward a high-performance organization. To support this, the Company has introduced the "AMATA Learning Journey," a development framework based on the Company's core competencies. Additionally, "Learning Solutions" have been implemented to encourage self-development among employees at all levels, fostering behaviors that align with the Company's expectations.

In 2023, the Company provided a training course on 'How to Create Your Own Effective IDP (Individual Development Plan)' to employees at all levels, based on the 70:20:10 Learning Model. This involved guiding supervisors and subordinates in discussing and planning their development and addressing any skill gaps. As a result of the training, 45% of employees completed their IDPs. Additionally, the Company analyzed the data on employees' basic knowledge needs to determine the training requirements for the following year.

The Company has developed the "AMATA Leadership Development Program" for junior, mid-level, and senior-level managers. The program aims to cultivate future leaders with essential leadership qualities, knowledge, and skills. This initiative aligns with the criteria for key positions' successors, enabling the Company to maintain sustainable growth and a competitive edge. The Company expects the curriculum development to be completed in the first quarter of 2024 and to start development according to the goals. The main objectives of curriculum development are:

1. Foster understanding and awareness of business integration, the impact of each unit, and readiness for change.
2. Develop skills, concepts, utilization of management tools, technology, and efficient team management.
3. Cultivate attitudes to prepare for advancing to higher-level positions.

AMATA Leadership Development Program

• Transformational Leader Program for Senior Management/Executive
• The Great Leader Program for Middle Manager
• Ready Together Program for First-line Manager

The Company has initiated the 'Rising Star' program to pinpoint employees with outstanding abilities and high potential, intending to nurture them and cultivate new leaders for the Company's future expansion and sustainable growth. The Company has established selection criteria aligned with its business strategy, delineating five talent potential factors to serve as primary considerations in evaluating and screening future leadership prospects.

“AMATA Rising Stars” program was designed to identify and cultivate high-potential employees. This program aims to support employee development, mitigate the risk of talent shortage, and facilitate the Company's expansion plan. Rising stars were selected from targeted first-level managers or above and employees working in a position that is important to the Company's business. The Human Resources Management Committee will conduct a 360-degree assessment based on work performance to select 12 employees per year. Personalized development and career path planning will be prepared for each rising star employee, who will also be given priority to be considered for a succession plan. Since the inception of the Rising Star program in 2021, the Company has identified 3 additional employees as potential successors from the Rising Star employee group, bringing the total to 10 people.

For business continuity and to be prepared for business expansion, the Company has recruited and developed successors to replace the high-level executive who is in a significant position and close to retirement or exposed to other risks that may cause the discontinuity of business. Priority is given to internal recruitment before external recruitment to increase the opportunity for job advancement for highly capable employees with consistently decent performance.

In 2023, a succession plan was developed, covering 65% of senior management positions and focusing on internal high-potential candidates. This plan aims to prepare individuals to take on leadership roles within the organization or assume managerial positions, replacing those executives set to retire within the next 1-3 years.

  In 2023, the Company assigned strategic projects to two groups of employees: successor candidates and Rising Star employees. This allowed them to learn new skills and tasks beyond their regular responsibilities, with a cross-functional work approach. They were also enrolled in the Business & Leadership Development Boot Camp, Batch 1. These assignments aimed to enhance their knowledge, concepts, and skills in project management and business management tools that are essential for navigating a rapidly changing world and advancing toward sustainability.

The program was designed to develop leadership and team management skills in middle management which act as the Company’s strategic key drivers. The employees gained an understanding and utilization of data and digital tools in business operations, as well as practiced storytelling skills to build trust and confidence among stakeholders, which is crucial for achieving the Company's business objectives. A total of 37 employees were enrolled in the six-month program, which was scheduled to take place in early 2024. The Company aimed for at least 80% of employees to complete the training program, which included both digital learning and on-site workshops.

               In 2023, the Company set a target for the average employee’s training hours of 18 hours per person per year. The Company developed onsite and online training courses in which 80.95% of all employees participated, for a total average of 20.56 training hours per person per year; the management level received an average of 36.85 training hours per person per year, and the operational staff received 17.77 training hours per person per year.

The Company conducts an annual employee engagement survey to measure the level of engagement among employees. This includes their interests, expectations, feedback, suggestions, and any complaints they may have. The Human Resources Management Committee is responsible for developing and enhancing employee care programs and initiatives. The results of these efforts are then reported to high-level management and company board meetings. The Company has informed the employees about the results of employee engagement survey and the progress of managing issues found in the previous year through quarterly staff meetings and communication through employee representatives in the welfare committee to further develop projects and take better care of employees.

      In 2023, the survey results showed that the average employee engagement score was 67%, which was a decrease from the previous year and below the target of 74%. Career development initiatives are suggested by the employees, such as creating career paths to retain talented individuals in the long term, adjusting job values and salary structures to align with the Company's changing structure and job characteristics, and developing various systems for digital transformation. Plans were also made to enhance the employee experience to foster long-term satisfaction and positive experiences with the organization. The Company adjusted its employee care strategy for the years 2023-2025 and developed plans to better address employee concerns and interests.

The Company has set a target for the employee turnover rate not to exceed the industry average surveyed by the Personnel Management Association of Thailand, which is less than 10%. In 2023, the voluntary employee turnover rate decreased to 7.3%, meeting the target set and showing an improvement from 2022. Nevertheless, the Company will continue to develop employee care in all aspects, fostering greater participation and engagement to retain quality personnel as a vital asset for the Company's future.