Employees are our most valuable asset in driving success. We are committed to effective people management through the recruitment of qualified personnel, fair and competitive compensation practices, and continuous employee development. We also prioritize workplace safety and employee well-being, while respecting the rights of employees to representation and collective bargaining. Furthermore, we adhere to the principles of the amfori BSCI Code of Conduct to uphold labor standards and ensure responsible treatment of our workforce.

Employee Recruitment

The Company recruits employees without any form of discrimination based on gender, age, religion, nationality, ethnicity, social status, or disability. Recruitment is carried out through both Internal Recruitment, by means of job rotation or reassignment to support employee advancement and career growth, and External Recruitment, by selecting candidates whose qualifications meet job requirements. The Company utilizes a variety of recruitment channels, including the corporate website, online job portals, as well as university job fairs and provincial employment events. These initiatives ensure that all interested candidates have equal opportunities to apply for positions that match their aspirations.

Hiring new employee 2022 2023 2024
Total number of new employee hires (Persons) 2,928 1,681 2,737
Open positions filled by internal candidates (%) 28 52 39
Cost of Recruitment per Full-Time Equivalent (FTE) (Baht) 4,244 6,475 19,340

Type of Performance Appraisal

Key Performance Indicators (KPI)

The Company has implemented a Performance Management System (PMS) and established a dedicated committee to oversee its application. The committee is responsible for reviewing and setting guidelines for performance management. Key Performance Indicators (KPIs) have been defined for each business unit, covering four dimensions: Cost, Quality, Efficiency, and Safety of Assets and Personnel. Performance monitoring is conducted on a monthly basis, with progress reports presented during monthly meetings to ensure that all relevant stakeholders are informed of goal achievements and areas for continuous improvement. This process enhances overall performance effectiveness in alignment with the defined KPIs. In 2024, 100% of employees underwent an annual performance evaluation based on the KPIs established for their respective units.

Employee’s Remuneration

The Company is committed to ensuring fairness and equity in determining compensation across all levels. We conduct annual surveys to benchmark compensation and benefits against industry peers and external market conditions, enabling us to refine our compensation framework to remain competitive and aligned with the expectations of the new generation workforce. In line with our commitment to equity and equal opportunity, compensation management and promotions are determined solely on the basis of employee capabilities and performance, without regard to gender or other differences.

Average compensation ratio of
female employees to male employees in 2024		 Base salary
only		 Base salary
and Bonus
Top Management (L7-L12) 1.06 1.14
Management (L5-L6) 0.89 0.88
Operation (L3-L4) 1.08 1.09
Operation (L1-L2) 1.03 -

Note: This performance data has been verified by a third party.

Benefits and Entitlements

In addition to legally mandated compensation, employees of the Company receive additional benefits such as overtime pay, annual bonuses, and fundamental welfare provisions, including uniforms, housing support, health and accident insurance, provident fund contributions, retirement benefits, and employee assistance in times of hardship. The Company also organizes initiatives such as Happy Workplace activities and educational field trips to enhance employee well-being and quality of life.

Sports & health initiatives

The Sri Trang Group has implemented a health initiative under the “BMI Challenge Program,” which has been expanded to cover all company branches. The program aims to promote employee health, encourage regular exercise habits among Sri Trang Group employees, foster positive relationships and camaraderie, and enhance the Company’s public image. The program is carried out according to the following steps:
Record the baseline Body Mass Index (BMI) of all employees before the program begins.
Conduct training sessions to educate employees on health-related topics, such as proper exercise techniques, nutritional guidance, and ergonomically correct working methods.
Organize morning exercise sessions every day before the start of work.
Set the program duration at approximately 3–6 months, as appropriate, to allow employees sufficient time to adopt behavioral changes.
At the conclusion of the program, the BMI of all employees will be recorded again, and the percentage of BMI reduction will be calculated. Employees will be rewarded according to the criteria established by each branch.

Family Benefits

The Company has implemented the “Breastfeeding Corner for Newborns” program, which began in 2016 and has since been expanded to cover all branches. The program aims to provide postpartum employees with convenient lactation spaces and hygienic breast milk storage facilities.

Employee Engagement

The Company conducts an annual survey on employee well-being and organizational engagement, with the results as follows:

Survey result of Employee well-being and engagement

(unit: % )

Proportion of employees who responded to the survey

(unit: % )

Employee Development

The Company focuses on personnel development through its Human Resource Development Policy and succession planning. It implements both Career Development Plans and Individual Development Plans, emphasizing the use of information technology for training purposes. This includes online training, video-based learning, and self-learning via the Company’s internal @Core system, providing convenience for employees. Additionally, on-the-job training is conducted to enhance skills directly related to employees’ roles and responsibilities.

Employee Training Information 2024
Average training hours
(Target: 35 Hours/Person/Year)		 48 Hours/Person/Year
Total training costs 7.56 million Baht
Average amount spent on training for all employees 1,360 Baht/Person/Year

AI for Leaders Workshop

This course is designed to introduce and explain AI usage techniques, preparing for the highly competitive digital era. Businesses need tools to enhance their competitiveness and drive success. AI, the latest technology, is becoming a key to the future of business due to its creative, time-saving, and highly efficient capabilities.

Objectives and Outcomes of the Project

To ensure that supervisory-level employees understand AI operations and can apply them to production tools for maximum efficiency, preparing them for key positions within the company.

Benefits for Employees

Employees who completed the training gained increased knowledge, as evidenced by the summary report of knowledge and understanding before and after the training. Before the training, the average knowledge level was 53%, and after the training, it increased to 80%

Benefits for the Company

Through employee training, 13 projects were developed to improve organizational work, including two projects, Sri Trang Co-Pilot and Sri Trang Power BI Dashboard, which have been implemented and are currently being monitored

Number of Participants

401 persons

Human Capital Return on Investment-HC ROI

Performance 2022 2023 2024
Human Capital Return on Investment-HC ROI 2.22 1.02 1.58

(Unit: Ratio)

Employee Turnover Rate

Performance 2022 2023 2024
Total Employee Turnover Rate (%) 37.25 36.67 33.23
Voluntary Employee Turnover Rate (%) 27.19 27.41 24.18

Note: The turnover rate is calculated based on all employee resignations throughout the year, as reported in the Sustainability Report.