Human Capital Management
Challenges (GRI 103-1)
Execution (GRI 103-2)
CKPower promotes employee competency development through various operational skill and knowledge enrichment programs, both domestic and international, to equip its personnel with necessary skills and afford them opportunities for career advancement.
The Company has allocated an annual budget of THB 10,000 per person on average for potential development. These budgets are classified into tiers according to positions as detailed below:
Expenditure for Personnel Learning and Development
|Position||Average annual expense (baht per person)|
|Assistant Managing Directors||30,000|
|Deputy Managing Directors||40,000|
In 2020, performance assessments were conducted on the Company’s executives and employees, using Key Performance Indicators (KPIs) in accordance with CKP Performance Appraisal Manual to ensure clear and fair results that could be efficiently used to inform the consideration of training programs and guidelines for employee potential development. In addition, the Company applied the Kaizen principle to employees’ operations to improve their competencies and the capabilities of the Company as well as promoted the participation of its personnel across CKPower and its subsidiaries through various activities. Over 99 percent of the employees incorporated Kaizen into their work in a tangible way. CKPower also gave the employees opportunities to offer opinions and suggestions to improve its operations as well as hosted knowledge and skill enrichment sessions to enhance the competency of its human capital. The average numbers of training hours were as detailed below.
Personnel Development Courses
|Core Program||Soft Skill||Train the Trainer||Functional Training|
|For all employees||For the enhancement of specialized skills and competencies||For employees with specialized knowledge||For the enhancement of advanced competencies for employees with responsibilities in specific areas|
Board of Directors and Executives
|Board of Directors and Executives||Programs|
|As a policy, CKPower supports and encourages the directors, the executives, and the Company Secretary to attend training courses and seminars and make site visits to enhance their operational knowledge and capability, focusing on courses, seminars and site visits beneficial to the Company’s business operations both in Thailand and overseas.||
||CKPower ensures that employees attend training programs that are related to their regular field of work and will keep their knowledge and capability up to date with changes in the world to enhance their competency and operational efficiency.|
Training Courses in 2020
|Courses||Number of courses||Number of hours||Number of attendees|
|In-house Training (Soft Skill)||80||4,722||162|
|YourNextYou Program (Soft Skill)||39||2,350||48|
Average training hours (per person per year) (GRI 404-1)
|Average training hours||35.69 hours|
|Divided by gender|
|Divided by position|
|Board of Directors||29.89 hours|
*Total training hours (the total number of hours divided by the number of attendees)
Career Advancement Opportunity
CKPower has restructured its management to make it more robust in order to promote career advancement for employees at all levels and ensure that it remains in alignment with the fierce business competition. It provides equal opportunities and promotes career advancement equitably without discrimination. The Company has also prescribed performance assessment of all employees based on concrete criteria alongside the assessment of success factors as tools for efficient employee development.
To ensure business continuity and sustainability, CKPower has placed emphasis on developing talents to succeed retiring employees under its policy to recruit quality personnel within the Company for appointment as successors. The Company has prescribed succession planning for key positions in main lines of work to recruit potential successors to ensure its smooth operation, in accordance with its objectives and policy to give priority to high-potential personnel within the organization. The succession planning is informed by the assessment of performance, potential, and readiness of the candidates. Furthermore, CKPower has prescribed the development of necessary knowledge, competencies, and skills for successors to ensure their preparedness and ability to efficiently and smoothly fill the position as well as to maximize their career advancement opportunity.
Workplace Environment and Safety
In 2020, the Company continued to renovate its headquarters and certain areas in its power plants to accommodate the expansion of both its business and workforce and provide a suitable workplace environment for employees at all levels. Recognizing the importance of the operational safety of all employees, CKPower oversaw that its management conformed to international standards, namely ISO 45001, OHSAS 18000, TISI 18001, and other relevant standards. In addition, during the pandemic, the Company implemented cleaning and disinfection routines and strove to promote better quality of life and workplace safety for employees.
Employee Welfare (GRI 401-2)
CKPower provides all permanent staff and employees with remuneration, welfare, and benefits as required by the law, in adherence to the principle of governance and fair welfare determination criteria in accordance with legal and humanitarian principles. These include accident and life insurance, annual health examination, influenza vaccines, hepatitis A and B vaccines for unvaccinated at-risk employees, medical allowance, disability allowance, maternity leaves, and pensions. The Company’s welfare is reviewed and adjusted in alignment with changes in economic and social conditions as appropriate. CKPower also raises awareness of ethics and its code of conduct through campaigns that encourage and enable employees at all levels to apply these principles, along with sustainability practices and the principle of sufficiency economy, to their work and daily life.
CKPower fosters employee engagement through annual activities and communications. Employee satisfaction and engagement assessment is conducted every two years by external organizations to gauge the Company’s performance. Through employee engagement activities, the Company seeks to foster organization culture, listen to opinions of employees at all levels, motivate them to participate in organization development. The results on employee satisfaction and engagement are then analyzed and used to develop employee care projects in various areas to motivate employees to work efficiently, maintain the Company’s business competitiveness, and accomplish its goals in a sustainable way.
Competency Development and Employee Care
|Employee engagement (%)||n/a||74||n/a||n/a||75|
Competency Development Programs (GRI 404-2, GRI 404-3)
In 2020, CKPower carried out various programs to optimize its personnel’s current and future operational capabilities as well as programs that gave opportunities specifically to retired employees.
Competency Development in 2020 (GRI 103-3)
CKPower assesses the performance of its executives and employees with Key Performance Indicators (KPIs) to ensure clarity, fairness, and alignment with evaluation based on international indicators. Simultaneously, the Company has provided channels for its employees to submit suggestions in order that individual competency development plans can be developed to suit the position and interest of each specific employee, thus optimizing personnel development and organizational efficiency and enhancing the Company’s capabilities to provide services sustainably.
The average number of training hours per employee is 37.33 hours.
Attending employees: 93.02% Male 90.64% Female 97.32%
|Subsidiaries||Number of attendees||Average number of hours per person||Training expense|
|SEAN||2 (100%)||12||(Included in CKP’s expenses for core courses)|
|BKC||1 (100%)||19||(Included in CKP’s expenses for core courses)|
Healthy BMI Program 2.0
The Healthy BMI Program 2.0 was born out of the Company’s concern over the dangers of obesity, as this disease has become prevalent among people of all ages, from children to the elderly. Aside from negatively affecting charisma and confidence, obesity can also lead to adverse health effects because it is the cause of many diseases, such as diabetes, high blood pressure, and heart and bone diseases. Exercise is one way to fight obesity. When the body expends more energy than the amount of calories consumed, it converts stored excess fat into energy for exercise, resulting in weight loss. Regular exercise also has long-term benefits for both physical and mental health, helping to boost confidence, charisma, and ease of movement, as well as reduce the risk of various diseases. In the implementation of this program, a total of 31 employees participated, and 22 employees with a BMI in the 23.00-30.00 range lost an average of 3.53% of their body weight, which met the program goal of 22 employees.
Competency Development Programs
CKPower has conducted Leadership Programs to help enhance, update, and introduce new skills necessary to keep up in this era of the new normal, develop management capabilities, and unlock the mindset of employees to enable efficient and professional team management. These programs include Emotional Intelligence, Growth Mindset, Step in Leader 10 Skills, Servant Leadership, DISC, Coaching in a Minute, Leadership Skill, and many other Upskill and Reskill courses by the SEAC, an institute that delivers world-class knowledge through classroom learning, social learning, and online learning, along with a library of frameworks that can be further implemented for team development. All of this is to open up new perspectives in an effort to keep up with the new normal and empower employees to develop their own capabilities on a daily basis anytime and anywhere as well as contribute to the development of both their own team and other teams.
The learning outcomes that HRD has set as the goal of the programs are for employees to apply and share the knowledge attained with their own teams and across teams to other companies within CKP Group, which will in turn elevate the mindset of employees in supervisory positions, equip them with knowledge in leading people and teams, and help them develop their capabilities as a knowledge sharer so that they are ready to pass on knowledge to others.
As for senior-level employees, CKPower has fostered their team management capabilities through the application of the Outward Mindset Concept program as a principle for team management. The engineering team, meanwhile, has undergone Business Proposal and Report Writing training in order to improve English report writing skills. Additionally, the Company has also conducted a Train the Trainer program for employees to develop skills in their own areas of expertise in order to share this knowledge with others or pass it on to other junior members of their team, thus extending the benefits of development beyond themselves.
The Company has also arranged Creative Presentation training for better engagement and clarity as well as Storytelling training to improve presentation skills and techniques. Finally, the Company has provided training on Microsoft Office 365 to make the work process more streamlined and up-to-date and increase operational efficiency among its employees.