Page 75 - Anual report STi 2022_eng

widely accepted in creditability and entrusted by customers. However, the Company has scheduled a survey of
To optimize the effective performance of the employees and employee engagement regularly so the survey results and the

to achieve the goals set, ongoing training programs have reflection of the opinions and feelings towards the organization
been established to develop employee potential systematically, by the employees shall be put into analysis and planning to
as well as the evaluation of each of the training courses for improve the organizational management and appropriate
further improvement and development of training courses to taking care of employees in line with the needs of employees,
the maximum effectiveness. However, all employees who thereby encouraging employees to build confidence and
had undergone training shall develop skills and knowledge involvement with the organization, availability to perform at
that will benefit their career advancement. For the outstanding full capacity and working with the Company in a long term.

executives and high-potential employees, the Company has Targets
leadership training plans to create and prepare these high- ● A minimum of 50% of employees are trained.
potential personnel to replace executives who will vacate the ● Employee training is a minimum of 10 hours per
office according to the succession plan to assure the readiness person per year.
in management in line with the organization’s future direction ● The employee turnover rate is less than 18%.
and create continuity in the organizational management in ● The complaints made by communities regarding the
the long term. impact of business operations on the community

In addition, the Company has established the STI is 0 (zero).
Academy, a center for training employees of the Group of Performance Results
companies, registered as an organization master for continuing
professional development of engineering, the Council of 1. Human resource management

Engineers Thailand, to drive the "Stonehenge Inter is not just 1.1. Recruitment and selection
a company" but a commitment to creating an institute to The Group has recruited and selected new employees,
extend knowledge, competency, and experience to produce based on knowledge and competence that matches the job
personnel with internationally-accepted professional knowledge position. The job positions are published through leading job
by sharing realistic experiences from leading Thai speakers search websites that have been popular among job seekers,
and professional teams. for example, job employment websites (JOB TOPGUN /JOB

5. Employee engagement BKK), the Company's website, online social networks such
as Facebook, Line, as well as participating in university
Since the employees are considered the heart of the activities and professional organizations to recruit the applicants

business operation, the Company places importance on from prospective groups such as students or direct targets,
employee happiness at work and employee engagement. The for example, the Association of Siamese Architects, the
Company pays attention to the quality of life and well-being Council of Engineers, the Architect Council, etc., as well as
of all employees as well as processes development to attract recruitment through the “Employees, Refer Their Friends to
and retain talented employees to continue their service with Be Part of the Organization” Project. However, the Company
the organization, including:
provides non-discriminatory and fair employment.
1. Timely payment of remuneration and welfare as
determined by the Company The Group provides appropriate recruitment and

2. Organize a physical work environment that is selection plan to prepare readiness under the succession plan

conducive to the work of employees happily. for vacant critical positions due to retirement, assuming
a new position due to business expansion, or expanded
3. Organize supplementary activities to build good
relationships between executives and employees, including investment. The succession plan for critical positions is

good work relationships among employees of all departments established as well as developing potential and knowledge in

Stonehenge Inter Public Company Limited 73