Page 100 - Thailand Post Annual Report 2024

Part 1
Overview of the Organization
Part 2
Business Trends
Part 3
Business Model
Part 4
Strategies and Resource Allocation
Part 5
Risk
Part 6
Corporate Governance
Part 7
Operating Results
Part 8
Other Information
Human Resources Operations
In terms of personnel development, THP provides knowledge/ skills (Skill Set) aligned with the company's current and future business directions efficiently, prepares personnel’s capabilities for achieving the organization's vision to support Digital Transformation by enhancing Power Skills, Soft Skills for the Future, and Digital Skills, as well as fostering Analytical/ Critical Thinking abilities, including necessary competencies to prepare personnel with abilities appropriate for the job position. There are also measures to enhance knowledge and create motivation for work to develop, inspire and retain high-potential personnel with the organization.
Additionally, in developing personnel to support career advancement at THP, the framework is based on the definition of competencies, proficiency levels, competency levels, and the behavior indicators expected for each competency. This is integrated with a Badge accumulation system to enhance motivation. The foundational knowledge topics for each competency level are designed according to divisions, departments, lines of work and business functions. Each employee is responsible for the respective competency of his/ her division, department, line of work and group, according to his/ her competence level and has a development path according to the competence of each group. The development pathway is based on the overall of the personnel development structure (training- roadmap) of the organization. Promotion criteria are determined by
integrating competency evaluations with relevant training programs, which are essential for competency development. These criteria are then incorporated into an Individual Development Plan (IDP) for each employee. Furthermore, a Learning Ecosystem is established by diversifying development methods beyond conventional training, offering multiple learning channels to enhance workforce capabilities.
The personnel development framework is structured in a 70 : 20 : 10 ratio, comprising 70% learning through experience and practical work via On-the-Job Training (OJT), 20% self-directed learning through online platforms and social learning, and 10% formal classroom training. Additionally, employees are assigned cross-functional projects that require collaboration across different departments, along with learning opportunities from customers, stakeholders, and business partners. The framework also emphasizes self-learning by fostering a mindset of continuous improvement through Re-skilling (refining existing skills), Up-skilling (enhancing current capabilities), and New-skilling (acquiring entirely new skills). This is supported by the Unlearn-Learn-Relearn approach, which encourages employees to unlearn outdated knowledge, learn new concepts, and relearn previous knowledge from a fresh perspective to stay adaptable in a dynamic business environment.
98 Thailand Post Company Limited