Human Capital Management
Impact on Business
Commitment
CKPower is committed to advancing personnel competencies and ensuring comprehensive employee care, recognizing these as critical elements in enhancing its competitiveness and adaptability to continuous change. This commitment aligns with the Company’s pursuit of its strategic goals, vision, and mission. The Company prioritizes employee well-being by fostering a supportive work environment and offering appropriate welfare programs. It also emphasizes the development of employee knowledge and skills in alignment with its strategic direction. Given its ambition to become one of the region’s largest producers of electricity from renewable and commitment to sustainable development, CKPower recognizes the vital role of personnel with renewable energy expertise. These professionals are pivotal in driving environmentally friendly electricity production that benefits communities and society while supporting the Company’s goals of reducing carbon footprint and achieving long-term sustainable growth.
Operational Guidelines
Policies and Strategic Plans
Policies
CKPower has established a Personnel Management Policy to ensure efficiency, transparency, and good corporate governance in its human resource management. The policy encompasses employee development and care, focusing on multiple aspects, including labor practices and human rights, employment and recruitment, performance management, compensation and benefits, employee knowledge and career development, employee engagement surveys, workplace safety, and employee complaints and feedback. Additionally, the Company has implemented Succession Planning Guidelines in accordance with its internal talent recruitment policy. This approach facilitates the identification and development of high-potential candidates to fill key positions, ensuring business continuity and sustainability.
Management Plan
To systematically and sustainably enhance personnel capabilities while supporting the expansion of the renewable energy business and industry evolution, CKPower has developed a 5-Year Human Capital Development Plan (2025-2029). This strategic plan emphasizes continuous personnel development and talent retention through clearly defined, year-by-year strategies designed to build a strong foundation and foster long-term growth. 2025: Building foundation and preparation.
- 2026: Further development
- 2027: Enhancing readiness and expanding capabilities
- 2028: Increasing expertise and engagement
- 2029: Fostering excellence and sustainability
| 5-Year Human Capital Development Plan (2025-2029) | |||||||||
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2025
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2026
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2027
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2028
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2029
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| Building foundation and preparation | Further development | Enhancing readiness and expanding capabilities | Increasing expertise and engagement | Fostering excellence and sustainability | |||||
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Align workforce planning with business expansion:
Determine the number and types of personnel required. |
Develop current employees:
Provide training and develop essential skills for business operations. Align skill development plans with business strategies. |
Develop position-specific training:
Provide training to develop specialized skills for each line of work. |
Develop position-specific training:
Develop specialized skills according to the needs of each line of work to enhance operational efficiency and expertise in each role |
Review 5-year performance:
Review the success of personnel development plans, analyze strengths and room for improvement, and establish future personnel development guidelines. |
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Establish personnel development plans:
Create structured development plans for current and future operations. |
Enhance technology
pabilities for personnel. |
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Conduct people risk assessment:
Analyze potential risk factors to prepare mitigation plans. |
Enhance development programs based on employee interests.
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Execute action plans of the welfare committee.
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Execute action plans of the welfare committee.
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Develop next-generation leaders:
Implement capability development programs for managerial-level employees and organizational leaders. |
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Enhance the core HR system to optimize data management and HR processes.
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Conduct surveys on employee interests and engagement.
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Hold quarterly meetings of the new welfare committee.
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Conduct surveys on employee interests and engagement.
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Expand human resource management system:
Develope and enhance HR system to cover all processes, support business growth and optimize personnel management efficiency. |
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Analyze results from the 2024 engagement survey to improve employee care and hold quarterly meetings of the new welfare committee.
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Hold quarterly meetings of the new welfare committee.
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Hold quarterly meetings of the new welfare committee.
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Excution action plans of the welfare committee and hold quarterly meetings of the new welfare committee.
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CKPower is committed to becoming one of the region’s largest producers of electricity from renewable with one of the lowest carbon footprints. To achieve this vision, the Company places great emphasis on personnel capability development as a key driver of sustainable business growth. Recognizing that employees are essential to organizational success, CKPower is dedicated to enhancing expertise in energy, resource management, and organizational management. The Company's core strategy focuses on retaining and developing highly skilled personnel by supporting their career advancement, providing fair benefits, and offering continuous skill development to equip them for changes in the renewable energy industry.
In addition to capability development, CKPower is committed to creating a safe and high-quality work environment that promotes continuous learning and employee well-being. This is supported by efficient human resource management systems, including comprehensive assessment systems that implement evaluation frameworks meeting international standards to ensure transparent and effective performance management, as well as strategic succession planning to identify and nurture potential leaders, ensuring business continuity and sustainable growth
Five Dimensions of Human Resource Management for Mutual Growth of Personnel and the Organization
1) Operational Competency Development
CKPower places emphasis on systematic and continuous development of personnel at all levels through an Employee Development Roadmap designed to suit each level and position. This ensures employees have the necessary skills for career growth in alignment with CKPower strives to become the region’s leader in renewable energy electricity production sustainable resources.
CKPower implements a Blended Learning Approach to enable effective personnel development, which consists of the following components:
- In-house training: Led by internal and external experts
- External training: Giving employees access to knowledge from diverse sources
- E-learning & digital training: Enabling learning anywhere, anytime
- On-the-job training: Developing practical and on-the-job problem-solving skills
- Knowledge sharing: Fostering a learning culture in the organization
Employee Development Results in 2024
- Total training and development hours: 21,140 hours
- Average hours per employee: 40 hours
- Percentage of employees receiving development training: 95%
CKPower is committed to continuously develop and improve training programs to align with organizational needs and industry trends, aiming to strengthen personnel capabilities, foster career advancement, and support the Company’s sustainable growth.
Competency Development Approach
CKPower enhances personnel capabilities in alignment with its organizational goals, business strategies, and core policies through a systematic learning framework. This approach focuses on developing both core and functional competencies to improve operational efficiency, support career advancement, and promote organizational sustainability. CKPower’s personnel development programs are strategically organized into four main levels:
Organizational Goals / Business Strategies / Core Policies |
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| Competencies (Core Value / Function / Management) | |||||||
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Compulsory Training Programs
Basic / Fundamental |
Functional Skills
Knowledge / Skill |
Social and People Management Skills
Knowledge / Skill |
Advanced Skills
Knowledge / Skill |
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| To ensure compliance with standards, systems, criteria, and policies as prescribed by CKPower | To enable effective performance of assigned duties | To improve/enhance operational capabilities | To improve operational efficiency | ||||
| Ensure employee compliance with standards and regulations. | Enhance performance and productivity. | Develop potential and prepare for higher roles. | Elevate capabilities and increase long-term productivity. | ||||
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CKP Academy in CKPower Mobile Application
CKPower has developed the CKPower Academy Application as a comprehensive knowledge management platform designed to enhance employee capabilities and supports lifelong learning. The platform enables employees to access essential knowledge resources, acquire key skills, and stay updated with industry trends anytime, anywhere , ensuring continuous personal and professional growth.
Key Features of CKPower Academy:
- Self-initiated Learning: Employees can empowered to engage in self-directed learning through online modules and virtual training sessions tailored to their interests and development needs.
- Individual Development Plan (IDP): This feature encourages employees to create personalized development plans that focus on leveraging their strengths and and enhancing efficiency.
- Knowledge Sharing: The platform serves as a centralized hub for knowledge management, enabling employees to exchange specialized skills, insights, and best practices across different departments.
- Virtual Class & Face-to-Face Training: The application offers catering to diverse learning preferences and schedules.
- E-Book & Key Content Summaries: The platform provides access to best-selling books and concise content summaries , making knowledge easily accessible and readily applicable.
CKPower Academy Results in 2024:
100% of new employees successfully completed compulsory training on the CKPower Academy Application.
The application played a pivotal role in fostering a culture of lifelong learning and development, supporting sustainable growth and operational efficiency for both employees and the organization.
Expanding Success through Knowledge Sharing
CKPower actively cultivates a culture of knowledge sharing to enhance employee skills and promote collaboration across all organizational levels. By encouraging knowledge exchange, CKPower empowers employees to learn from each other, thereby fostering a culture of continuous improvement and innovation.
Knowledge Sharing Promotion:
- Encouraging the participation of employees at all levels in knowledge and experience exchange
- Developing a knowledge management system for easy access to information and knowledge
- Utilizing the CKPower Academy platform as a centralized hub for knowledge sharing, storage, and retrieval.
- Promoting continuous self-development through peer learning and collaborative exchanges.
Knowledge Sharing Results in 2024:
- 128 knowledge-sharing topicswere available, covering various aspects of business operations.
- Employees were able to access knowledge more readily through the knowledge management system.
Content from knowledge sharing activities was compiled and uploaded to the CKPower Academy Application, enabling employees to access relevant and practical knowledge tailored to their roles. These initiatives have effectively fostered a sustainable learning culture within CKPower, ensuring employees are wellprepared for future challenges and industry changes.
2) Opportunities for Career Advancement
Performance Tracking and Assessment
To strengthenits competitiveness and adaptability to market dynamics, CKPower places great emphasis on personnel capability development and performance management and has adopted a standardized assessment system aligned with business expansion trends. Performance assessment is conducted annually for employees at all levels, with the performance targets linked to CKPower’s roadmaps and based on four main criteria:
1. Corporate KPIs: Business objectives requiring employee support for organizational success
2. Performance Evaluation (PE): Assessment of employee’s deliverables based on metrics agreed upon with supervisors
3. Competency Assessment (CA): Assessment of skills, capabilities, and work behavior in alignment with corporate values and guidelines
4. Attendance Time (AT): Levels of work responsibility and consistency
Operational Guidelines
- Individual goal setting: Employees and supervisors jointly establish clear objectives in line with corporate strategy.
- Continuous feedback and monitoring: Supervisors provide ongoing guidance and support.
- Integration of assessment results with development plans: Assessment results inform the adjustment of employee development plans according to capabilities and business trends.
This system helps employees understand CKPower’s expectations and receive appropriate development opportunities, thus ensuring the Company’s stable and sustainable growth.
Performance Assessment Criteria
Performance Assessment
Performance assessments of executives and employees are conducted annually to ensure alignment with organizational goals and support long-term employee capability development.
Performance Assessment Guidelines
- Key performance indicators (KPIs): These serve as primary criteria for assessing the efficiency of employees in each position.
- Comparative ranking: Performance is compared among employees at the same level to ensure fair standards.
- Compensation consideration: Assessment results are used to determine compensation according to the CKP Performance Appraisal Manual
- Continuous development: Assessment results are analyzed to create Individual Development Plans (IDP) and enhance employee capabilities in line with their career paths and organizational goals.
This assessment system enables the Company to effectively develop its human resources while also driving sustainable organizational growth.
Individual Development Plan Revision
CKPower places emphasis on continuous employee capability development through annual training plan reviews to ensure development programs align with employee needs and the business direction of the organization.
Employee Capability Review and Development Guidelines
- Annual training plan review: Training courses are updated to match required skills at each level.
- Individual development plans (IDP): Employees are empowered to plan their self-development, focusing on upskilling and reskilling to enhance productivity.
- SMART goal setting: Development targets are established in line with Specific, Measurable, Attainable, Relevant, and Time-bound principles for clear career growth achievement.
- Training roadmap: This roadmap serves as guidance for employee development at each level to maximize readiness and potential.
Individual Development Plan
CKPower prioritizes capability development for employees at all levels , encouraging them to formulate Individual Development Plans (IDPs) that align with the Company’s strategic training roadmap. This approach ensures targeted and continuous development, supporting employees’ career advancement and enhancing organizational growth.
IDP Development Guidelines:
- Alignment with Career Path and Corporate Strategy: Employees can select development paths suitable for their positions and career goals.
- Domestic and International Training Coverage: Employees are given access to the latest international knowledge.
- Multidisciplinary Skills Development: Employee growth is supported across various dimensions, including technical skills, managerial skills, and innovation and digital skills
Objectives of Individual Development Plans:
- Enhance employee capabilities in preparation for career advancement.
- Link IDPs with training roadmap to ensure targeted and continuous development.
- Support lifelong learning through upskilling and reskilling to develop essential skills for current and future responsibilities and ensure constant adaptability to industry changes.
In addition, CKPower fosters a culture of continuous learning and development to enable personnel to adapt to industry changes and enhance the Company’s long-term competitiveness.
Succession Planning
CKPower recognizes the importance of succession planning in maintaining business continuity and stability. To this end, emphasis is placed on developing and preparing personnel for key positions, CKPower ensures smooth and efficient business operations, safeguarding its leadership pipeline.
Succession planning guidelines cover all organizational levels, including:
- Board of Directors
- Managing Director
- Senior executives and key positions in core functions
Standardized and Clearly-defined Implementation Guidelines:
- Establish written succession plans as clear guidelines.
- Define successor selection criteria based on potential, capability, and experience.
- Implement development and monitoring processes to ensure successor preparedness.
Successor Development:
- Training & Development: Create development plans for essential skills, knowledge, and competencies required for key positions.
- Leadership Pipeline: Prepare future leaders through specialized programs.
- Job Rotation & Coaching: Give high-potential employees opportunities to gain experience in diverse roles. • Assessment & Readiness Evaluation: Evaluate successor preparedness based on clearly-defined criteria.
3) Employee Welfare
CKPower places a high value on employee care and quality of life development to ensure appropriate support for all employees, foster engagement, and promote business sustainability.
1. Employee Welfare
CKPower provides welfare and benefits to personnel at all levels, including permanent staff and workers at significant locations of operation. Details of the Company’s benefits, policies, protocols and legally compliant termination processes, which are applicable to 100% of the personnel, are clearly specified and announced to its employees. The core benefits provided are as detailed below.
Health and Life Benefits:
- Annual health check-up
- Life insurance
- Health insurance
- Disability coverage
Family and Social Benefits:
- Maternity leave: Female employees are entitled to 90 days of maternity leave (45 days paid).
- Male employees can take up to 7 days of personal leave per year to support their spouse during childbirth.
- Employees can take family care leave for their spouse, children, parents, and grandparents using personal leave for up to 7 days per year.
Retirement Plan
- Promoting long-term financial security for employees
Personal Leave
Employees are allowed to take paid personal leave up to 7 days per year for important personal matters including family care and support for spouses during maternity leave.
- Male employees can take up to 7 days of personal leave per year to support their spouse during childbirth.
- Employees can take family care leave for their spouse, children, parents, and grandparents using personal leave for up to 7 days per year.
2. Workplace Welfare Committee
The Workplace Welfare Committee has been established to oversee welfare allocation to ensure suitability and compliance with Thai labor standards (TLS 8001-2553) and international human rights principles, with the following objectives:
- To continuously monitor and control employee welfare allocation.
- To provide opportunities for employees to offer opinions and suggestions about welfare through designated channels.
- To ensure compliance with labor laws and human rights practices.
The Committee consists of five members who represent all employees and meet periodically to develop appropriate welfare management guidelines.
3. Diversity & Equal Opportunity Employment
CKPower promotes non-discriminatory employment policies and provides opportunities for all groups. The Company actively embraces diversity, considering factors such as race, gender, religion, age, socioeconomic status, domicile, education, and physical capability. In addition, CKPower places importance on employment of persons with disabilities and disadvantaged groups, which is conducted in accordance with the following guidelines:
- Allocating tasks that match individual capabilities.
- Providing equal rights and benefits consistent with those of all employees.
- Supporting skill enhancement and potential development to ensure inclusive growth.
In 2024
- No individuals from disadvantaged groups were employed by the Company in 2024.
- CKPower contributed 239,440 baht to the Fund for Empowerment of Persons with Disabilities under the Department of Empowerment of Persons with Disabilities, Ministry of Social Development and Human Security.
4. Employee Support Initiatives
Competitive compensation structure: CKPower has established competitive compensation based on:
- Industry salary rates
- Qualifications / experience / scope of supervision according to position level
Performance-Based Salary Adjustment
- Performance assessment results are used as criteria for a salary raise.
- Other considerations encompass assessment of KPIs, behavior, and work potential.
Compensation Benchmarking
- CKPower surveys and benchmarks compensation against other companies in the same industry to maintain competitiveness.
HR Governance & Compliance is applicable to 100% of all employees
- Employees are required to comply with the Business Code of Conduct, HR Management Policy, and good corporate governance principles
- Details about policies, regulations, and legally compliant termination processes are disclosed to all employees.
Employee welfare performance in 2024
4) Workplace Environment and Employee Safety
CKPower places utmost importance on occupational safety, health, and environment, focusing on prevention of risks that may impact safety and compliance with relevant laws. In addition, monitoring, assessment, and reviews are conducted to enable personnel to prevent and address activities that may affect occupational safety, health, and environment, while operational procedures are regularly developed to create a safe workplace environment for all employees.
5) Employee Engagement Development
CKPower fosters employee engagement with the organization through its core values, organizational culture, and participatory activities to align employees at all levels towards the same work practices and promote a sense of belonging.
CAWTA Core Values
CAWTA has been developed as CKPower’s core values to foster solidarity in the organization and serve as guidelines to which all employees adhere to promote cooperation and drive sustainable organizational growth.
- COACHING AND LEARNING: Sharing like family, teaching and learning from each other, caring for each other, and growing together as a family.
- ACCOUNTABILITY: Do your best and be responsible for the consequences, putting maximum effort at work and taking full accountability and ownership of the work.
- WORK ETHICS: Doing what’s right should come before doing what. To maintain a code of conduct with integrity.
- TEAMWORK: Alone we are Sparks, together we are power, focusing on synergy and teamwork in tandem with individual capability development to collaboratively create the best outcomes for the organization.
- ADAPTABILITY: Continuous Improvement, resilience, and continuous improvement as pillars of unity to strengthen engagement among CK Power's employees.
Employee Engagement Survey
- Employee engagement surveys are conducted every two years to measure satisfaction levels, work happiness, and factors affecting employee engagement.
- Survey results are analyzed to determine suitable strategies and measures for workplace environment development
CKPower believes that insights into employee needs and well-being are crucial for fostering engagement and promoting long-term operational efficiency.
Application of Kaizen to Organizational Development
- CKPower has adopted the principle of Kaizen to promote continuous improvement.
- Employees can provide opinions and suggestions for organizational process improvement.
- Employees are given opportunities to participate in driving the organization and creating new approaches to enhance work efficiency.
The implementation of Kaizen fosters a sense of belonging among employees and promotes a culture of continuous improvement.
Employee Engagement Activities
CKPower regularly organizes annual activities to provide employees with opportunities to share experiences, network, and enhance organizational cooperation, such as:
- Teamwork and leadership development activities
- Recreational and morale building activities
- Personnel development and collaborative learning projects
These activities are intended to strengthen organizational culture and ensure that employees feel valued and engaged with the organization.
Long-term targets, 2024 targets, and 2024 achievements
| Human Capital Management | |||
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Human Capital Management |
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| Long-term Targets | |||
| Employee engagement and talent retention | |||
| 2024 Targets | 2024 Achievements | ||
| Employee engagement rate |
>78.0% |
77.14% |
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| Participation rate for employee engagement survey |
>95.0% |
98.3% |
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| Training hours per person on average |
≥30
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40
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| Internal training courses |
>90
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150
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| External training courses |
>90
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135
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| Average investment in employee training per person |
>10,000
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9,145
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| SDGs |      |
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| Human Capital Management | |||
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Human Capital Management |
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| Long-term Targets | |||
| Personnel competency development for sustainable organization growth |
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| 2024 Targets | 2024 Achievements | ||
| Employees gain competency development |
>80% |
95% |
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| Target employees gain knowledge and understanding about sustainable business development |
>80% |
98% |
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| Personnel take compulsory training programs on the CKPower Academy Application |
100% |
100% |
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Project Highlight in 2024
ESG DNA E-Learning Project
CKPower joined SET’s programs to educate target employees at C05 level and above about sustainable business development, particularly with regard to the key aspects of the Company’s businesses, namely the environmental, social, and governance and economic dimensions. The objective was to enable the participating employees to align their current duties with sustainability practices and achieve their goals effectively.
2024 Targets
> 80% of target employees gain an understanding of sustainable business development and receive certificates from SET ESG E-Learning compulsory courses (ESG 101 Sustainable Business Development and P01 Business Sustainability Fundamentals).
2024 Achievements
98% of target employees gained an understanding of sustainable business development and received certificates from SET ESG E-Learning compulsory courses (ESG 101 Sustainable Business Development and P01 Business Sustainability Fundamentals).
Personnel Capability Development through Training Roadmaps and Learning Journeys
The project educated executives on the use of training roadmaps and learning journeys in employee development and raised their awareness of the importance of systematic employee development and their roles in supporting employee growth. The project also discussed the use of learning journeys and blended learning tools in individual development planning.
2024 Targets
100% of function-level executives receive communication and understand the use of training roadmaps and learning journeys in employee development.
2024 Achievements
100% of function-level executives received communication and understood the use of training roadmaps and learning journeys in employee development.
Team Building Project
The team-building project fostered employee engagement with the organization and strengthened relationships among themselves, with CAWTA Core Values and the concept of sustainability serving as the primary drivers of efficient collaboration and relationship strengthening across all levels. The project also encourages employee participation in brainstorming, problem-solving, and adaptation in order to create a positive work atmosphere, strengthen relationships and raise awareness of organizational sustainability.
2024 Targets
90% satisfaction rate among participating employees in 2024 team building activities.
2024 Achievements
90% satisfaction rate achieved among participating employees in 2024 team building activities
CKP Technical Academy
The electrical engineering staff development program focused on power system protection and aimed at developing professional-level expertise in electrical protection systems among the staff, enabling them to handle technical challenges effectively, and preparing them for new electrical protection technologies and innovations.
2024 Targets
Enhanced technical knowledge and skills of electrical engineers, reduced technical error risks, higher operational standards, preparation of personnel for business expansion, and higher organizational competitiveness 20 People
2024 Achievements
33 People
Compensation Management Improvement Project for Enhanced Competitiveness in the Labor Market
CKPower established attractive compensation structures, especially for highly skilled or rare skilled employees, to enhance its short-term and long-term competitiveness in the labor market and attract talents in the job market.
2024 Targets
Higher employee motivation and market competitiveness with turnover rate target below 10%
2024 Achievements
The employee turnover rate in 2024 was 4%.
Performance Assessment Communication Improvement Project
The project aimed at building employee understanding of performance goal setting, the assessment process, and the correlation between assessment results, development, career advancement, and annual salary adjustments.
2024 Targets
100% of employees are fully briefed on performance assessment.
2024 Achievements
100% of employees were fully briefed on performance assessment.
Internship Program
The student internship development program not only provided real work experience and future career preparation but also instilled work ethics and social responsibility and fostered networks between educational institutions and the business sector.
2024 Targets
At least 5 interns
2024 Achievements
8 Thai students and 2 Lao students participated in the internship program in 2024.
Compulsory Program
To enable employees to comply with company standards, systems, criteria, and policies, the compulsory program covered CKPower’s organizational culture and core values, business direction, safety awareness, sustainability concepts, ESG understanding, code of conduct, corporate governance principles, and responsible business practices guided by respect for human rights.
2024 Targets
100 % of the total employees undergo capability development.
2024 Achievements
100 % of the total employees underwent capability development.
Functional Training
Operational efficiency in specific roles is maximized through specialized courses in engineering, finance, accounting, human resources, etc.
2024 Targets
Over 80% of the total employees undergo capability development.
2024 Achievements
95% of the total employees underwent capability development.
Soft Skill and Leadership Development Program
The program developed well-rounded personnel with leadership capabilities through various courses, such as Building Confidence for Public Communication, Powering Endless Synergy, Behavioral Interview Workshop, and Effective Business Writing.
2024 Targets
Over 80% of target employees understand sustainable business development.
2024 Achievements
98% of target employees understood sustainable business development.
Super Productive Program
The program was designed to develop work processes through KAIZEN and enhance operational efficiency with digital tools, such as Power BI, CANVA, and Generative AI.
2024 Targets
100% of target employees complete the required training.
2024 Achievements
100% of target employees completed the required training.