Page 122 - Amata-one-report2020-en

Human Resource Management

In managing the Company’s human resource, the Company plans human resource strategies in line with
the Company’s business strategies and nature on path to become a smart city developer. The Company also considers
the cost-effectiveness in the work process under the slogan “Save Earth, Safe Us” to become a sustainable
high-performance organization. The Company allows employees of all levels to rotate jobs as the Company believes

if the employees are happy with their jobs, doing jobs they enjoy and good at, they will deliver quality works for
the Company. Therefore, the Company has the policy that nurtures high performers under human resource management
for sustainability amid the changes and disruptive technology.

Remuneration and Other Benefits Management

The Company has the remuneration policy as a tool in retaining personnel and attracting talents into the Company.
The policy covers fair and appropriate incentives for employees, considering internally and externally as compared

with other companies in the same industry. Therefore, the Company remains competitive managing the budget for
highest benefits, not to mention extending the policy to the Company’s businesses abroad. The Company provides
both cash and non-cash remuneration in the proportion that brings out highest performance of the personnel, for the
Company’s operation, The Company also awarded the Recognition Awards to the best employee. In 2019, the staff
costs (salary, bonus, provident fund, contribution to social security fund, overtime pay) accounted for 11% of the
Company’s operating results (profit before finance cost and income tax). In 2020, the Company continues to promote the
employees’ health by having the yearly check up, influenza prevention vaccine injection and provide supplementary vitamins

to all executives and employees. Concerning the spreading of Covid-19, the Company encouraged all employees to conduct
the self-screening daily and complaints and provide health insurance for Covid-19 as well.

The Company involves the employees in improving welfare benefits by giving the employees opportunity to elect
their representatives for the Welfare Committee. The meeting of this committee is held every 2 months to enhance
wellness of the employees, contributing to higher performance. In addition, this meeting is a channel to hear employ-
ees’ comments, suggestions.

Human Resource Development in 2020

The Company designs the human resource development strategy in line with the Sustainable High Performance
Organization strategy. The development follows the Model 70:20:10 of which 70% focus is on hands-on experience,
20% on coaching and 10% on trainings/seminars. Results from the development are measured interrelatedly in view
of individuals and the organization (Return on Investment).

Regarding the 10% trainings/seminars, the Company develops an overall annual training/seminar plan for
employees covering business skills, non-technical skills and functional skills, which is standardized for levels
of employee and job positions.

122 56-1 One Report 2020