We adhere to transparency and cultivate the good conscience along with skill development to all level staff to enhance capability for the utmost effectiveness in working process. We focus on value chain development and support in developing neighboring community and society.
Human Resource Development
Human resource management has been carried out on the basis of the Code of Conduct and corporate governance. This can be further broken down into mutual respect, support of diversity and differences ranging from skin color ,race, gender, religion, sexual orientation or disabilities to human rights and safe workplace environment. These criteria have been applied during the selection and nomination process, welfare allocation and capacity-building. New employees will attend an orientation session in order to understand the group’s vision, values and corporate culture as well as work practices. The group also offers equal opportunities for vocational staff, male or female, to learn and advance in their career path through reshuffling, transfer or promotion by mainly taking into account their knowledge and capability. The Erawan Group also compares its remunerations and welfare with peers in the same industry to ensure that staff are not only remunerated with compensations and benefits as required by the law, but they are also proportionally remunerated.
Competency building policy
We have conducted an annual capacity-building plan each year. The plan, which focuses on enhancing capacity, re-skilling, up-skilling and nourishing digital skills, is carried out in tandem with the individual development plan (IDP) at the rate of 70:20:10. Monitoring and assessment are regularly updated.
Cultivating corporate culture and increasing staff’s participation
Effective communication, encouragement for staff to participate in company activities and acknowledgement of people’s performance are part of our corporate culture that reflects the priority of our staff. Being attentive to this subject matter, the company has set up various communication channels to ensure that everyone is taken care of. In 2020, we conducted a monthly townhall meeting to update business situations and communicate with everyone. The townhall meeting offered an opportunity to staff at all levels to directly meet and express opinions with senior management. At this townhall meeting, employees are given an opportunity to propose ideas that will benefit the firm or directly inquire the management. The firm also provides a communication channel via Facebook for every staff who become a member to receive information while able to post and express their opinions independently.
The company also conducts an annual employee’s satisfaction survey to measure satisfaction levels of services provided by internal departments in order to listen to staff’s recommendations and advices. Information from the survey is analyzed to come up with a policy overview before a report is written to inform relevant departments to come up with a plan that will initiate or improve services to their internal customers.
Participation and community/social development
The company underlines the importance of participation and development of both the society and communities. We aim to respond to the needs and expectations of stakeholders in communities, those in proximal area around our business and other areas in a balanced manner by creating good co-existence relationship by using our knowledge and expertise. We encourage communities to explore opportunities of self-development while maintaining and nourishing their customs and traditions. We also urge staff, one of the stakeholders, to be involved in social responsibility. We openly listening to people’s opinions, enabling employees to volunteer in social projects and collaborating with business partners, alliance networks and government agencies to strengthen community’s advantage in order to fulfil the goal of a sustainable society.