Page 141 - Anual report STi 2022_eng

Labor dispute 2.6 Encourage directors, executives, and employees
During 2020 - 2022, the Company Group did not have any of the Company to have knowledge and understanding of
labor disputes. good corporate governance and policies specified by the
Human Resource Management Guidelines Company by organizing orientation training for new employees
The Company regards human resources as the most for acknowledgment and strict adherence to policies and
important and valuable factor in driving business operations. regulations, including disseminating and communicating
Therefore, a human resource management plan is prepared, related policies to all employees.

and human resource development guidelines are set every 2.7 Facilitate directors and executives of the
year to increase the efficiency of the personnel of the Company to attend training to support continuous operations
organization as well as focusing on working happily with by arranging for directors to attend relevant training courses
fairness and transparency. The details are as follows: to have knowledge and understanding of roles and responsibil-
1. Work System Structure and Manpower ities as a director of a listed company such as the Thai
1.1 Plan, support, and promote the work system Institute of Directors Association (IOD), Director Accreditation
structure, labor framework, and rate management appropriately Program (DAP), Director Certification Program (DCP),
and sufficiently for department's operations to be flexible in Advanced Audit Committee Program (AACP), and Company

the Company with an effective evaluation system. Secretary course. (CS) as well as external courses that
1.2 Providing tools for human resource management benefit the performance of duties.
in recruiting, promotion, performance, appraisal, personnel 3. Information System Development
development planning, and remuneration management. The Company believes the introduction of information
1.3 Provide a career advancement path through technology systems to enhance the work process in all parts
knowledge development training. will help the Company develop and grow sustainably in the
1.4 Set up a performance evaluation system for long run. The Company, therefore, has guidelines for
each department developing information systems as follows:
1.5 Establish a succession plan 3.1 Promote and support information technology
2. Personnel Development systems in human resource management to obtain accurate,
2.1 Promote the development of knowledge complete, fast, and up-to-date information. This helps
systematically, thoroughly and continuously by enhancing reduce the working process, documents are can be analyzed
knowledge, ability, potential, and appropriate work skills in for planning and decision making in operations and used in
order to operate efficiently and achieve goals as well as personnel management effectively.

promoting morality and ethics for personnel according to job 3.2. Develop the personnel database system to be
positions. up-to-date.
2.2 Prepare a personnel development plan according 3.3. Enhance knowledge about the personnel
to the position. management information system for relevant personnel to
2.3 Develop executives’ potential and continually increase the capability of personnel to learn to develop future
increase the operational capability of workers at all levels, work systems.
according to the position. 4. Welfare and Labor Relations
2.4 Encourage personnel to adhere to corporate 4.1 Strengthen stability, morale, good quality of life,
culture, comply with the code of conduct, have morality, workers’ well-being, and satisfaction, to keep good and talented
ethics, sacrifice, unity, and be dedicated to the Company and people with the Company by promoting the worker’s process
the community. with the results, and create communication channels, provide
2.5 Develop knowledge management to create a incentives, certain benefits, welfare, safety, occupational health,
learning culture, knowledge transfer, knowledge exchange, and work environment as necessary and appropriate as
and continuous work experience from older generation to required by laws, and support activities to build good relationships
younger generation, as well as encouraging employees to between executives and all employees.
attend external training courses that are beneficial to work.

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