Our Employee

Challenges and Commitment

Employees are an important resource in driving GGC towards achieving sustainable business goals. Recruiting the right employees, developing employee potential, and equal and fair treatment of employees are very important factors that can strengthen the Company’s competitiveness in the midst of rapidly changing economic conditions and drive the Company towards sustainable growth. This is a major challenge for GGC. In the past, the Company focused on developing knowledge, skills and capabilities of employees, in line with the Company's strategic business plan, as well as provide equal support for career advancement and promote good quality of life for employees and their families so that employees are engaged and ready to grow sustainably with the organization.

Key Stakeholders

Employee

Shareholder, Investor and Analyst

Government

Supplier and Business Partner

Goals

Employee engagement at 60 percent

Investment in employee training of 4.16 million THB

Total of 1,674 employee training hours.

Average number of training hours of 6 hours/person/year

Average amount of investment in employee training of 15,000 baht/person/year

Recruit
100%
of employees and executives to hold important positions in the Company and respond to the Company's growth strategy.

Management Approach

Employee Management

GGC supervises employees fairly in accordance with relevant laws, rules and regulations.

GGC supervises employees fairly in accordance with relevant laws, rules and regulations. In addition, the Company has prepared a Capability Building Strategy covering from determining the workforce in accordance with the 3-5 year business strategy plans to recruiting competent and suitable employees for the position and employee potential development, and retaining high potential employees to be able to support business operations and prepare for future business expansion of the Company.

Capability Building Strategy

Recruiting	The Company focuses on recruiting high potential employees through various channels, such as the Company's website, job recruitment websites, social media, recruitment agencies, and the Employee Referral Program.
Developing Employee Competence	The Company aims to develop employees at all levels by promoting skills and knowledge that are aligned with job positions through various channels and projects to increase work efficiency, such as the TPM project, starting with operation employees. The Company plans to extend the project to all employees. The Company also focuses on Upskill and Reskill projects through the GREEN E-Learning system, which is a Learning Management System that contains courses to develop Functional Skills, Soft Skills, and Leadership Skills.
Retaining and Engaging Employees	The Company aims to create employee engagement to retain talented employees to grow with the organization and ensure adequate effective management of the company’s labor practices through robust and dedicated labor programs.

Labor Practices Commitment

GGC places great importance on the quality of life of its employees, ensuring that they are able to meet their basic needs in line with Thailand's applicable labor laws. Nevertheless, GGC is committed to further enhancing employees' quality of life and working environment through the following commitments:

Living wage	To ensure that employees can maintain a decent standard of living, GGC uses survey data to set employee compensation to ensure that all employees earn a living wage that meets or exceeds cost-of-living estimates or peer benchmarks, and is sufficient to support both themselves and their families and still have savings. In addition, GGC provides various other employee benefits beyond the requirements of Thai labor law, including health and wellness programs, flexible work arrangements, and extended health insurance coverage. In addition to setting wages that support a sustainable livelihood, GGC also monitors and addresses the gender pay gap to ensure that the compensation between male and female employees does not significantly differ. The wage determination takes into account actual work experience and competencies.
Working hours & Condition	GGC has established employee working hours rules in accordance with Thailand’s Labor Protection Act B.E. 2541 (1998), limiting working hours to no more than 8 hours per day and 48 hours per week. Employees are also entitled to a minimum of a 1-hour break after no more than five consecutive hours of work. GGC does not support or encourage working beyond the designated hours, overtime, or excessive working hours, as this may negatively impact employee health. However, in cases where overtime work is necessary, GGC ensures that employees are fairly compensated based on actual hours recorded in the system and approved by their line manager. GGC is committed to providing employees with the best possible working environment to support both their health and the quality of their work. To achieve this, GGC conducts annual employee engagement activities focused on working conditions. In addition, employees are encouraged to submit feedback or suggestions regarding the work environment at any time. GGC takes these inputs seriously and uses them to continuously improve workplace conditions.
Annual leave	GGC provides employees with 15 days of annual leave per year during which they continue to receive their regular salary. This annual leave is separate from sick leave entitlements. Employees can check their remaining annual leave balance at any time through the system.
Termination	In the event of employment termination, GGC provides advance notice of at least one pay period to the affected employee GGC, in accordance with Thailand’s Labor Protection Act B.E. 2541 (1998). In the event that the company needs to carry out a mass termination, a minimum consultation or notice period will be set to ensure that employees are given adequate time to prepare.
Training	GGC is committed to supporting the growth of its employees alongside the organization. To achieve this, GGC provides a variety of training programs focused on both personal development and reskilling, particularly to help mitigate potential impacts from industrial or climate transitions. Examples include: ESG DNA: A training program developed in alignment with the Stock Exchange of Thailand, focusing on Environmental, Social, and Governance (ESG) topics, including climate change. The ESG risks can be a crucial part of risks to the organizations in terms of physical risk and transitional risks. EUDR Training: A course designed to educate employees about the EU Deforestation Regulation (EUDR), which directly affects GGC’s operations. The training covers the background of the regulation, its requirements, and how to effectively respond. Further details about GGC’s employee training programs can be found at Integrated Sustainability 2024.

Recruiting and Hiring

In addition to developing the ability of employees (Upskill/Reskill) to keep up with changes, the Company has prepared a recruitment plan to attract Top Talent in order to cater to the business growth plan, as well as prepare to create successors in preparation for the retirement and growth of the Company.

For more details about New Employee Hires Performance, see Performance Data 2024.

Type of Performance Appraisal

GGC has set efficient appraisal criteria of employee performance under the same standards, based on the scoring criteria of the Key Performance Indicator (KPI) as well as encompass an integrated framework for Corporate Governance and Business Code of Conduct to ensure the evaluation proceeds in the same direction. This is also used as a communication channel and for receiving Feedback between employees within the team, between teams, and between departments within the organization, in order to achieve the organization's goals. In 2022, the Company has conducted performance appraisals in various forms as follows:

Type of Performance Appraisal	Details
Management by objectives	GGC requires employees to set operational goals in accordance with each level and line of work together with their supervisors annually. All employees can participate in setting their own scoring criteria for each goal. The supervisor's assessment will be based on established criteria under a jointly defined timeframe.
Multidimensional performance appraisal	GGC has set the evaluation of employees from supervisors in each line of work, colleagues, and subordinates annually. This is considered a comprehensive assessment. The results of the evaluation can be fully used to develop the employee's performance.
Team-based appraisal	GGC conducts performance evaluations through a system that focuses on rewards and recognition, extending beyond individual performance to include team- and project-based assessments. Project managers or designated teams are responsible for evaluating project outcomes to determine their mutual success and identify opportunities to improve work processes and enhance employee performance. One of the key team-based appraisal is team-based safety that is a contribution from collective personal safety of the team. The assessment is an on-going process throughout employes’ tenure. The Company also instills each employee in the team to help observe other’s operating behavior within the team to ensure team-based success. This includes checking the working conditions of various tools used in operations, so that all employees can identify both safety and occupational health risks related to their own work and that of others within the team. The evaluation criteria are based on the number of accidents/disasters. This will contribute to overall Corporate KPI. In the past year, the number of accidents from personal operations amounted to zero.
Agile conversations	GGC encourages employees and supervisors in every line of work to have real-time discussions on operational matters, performance, employee’s skill improvement program as well as planning future operations and factors that have a positive and negative effect on the employee’s KPIs and targets. However, the content of the discussion differs for each line of work. These discussions are held quarterly to increase the achievements in the growth of individual employees, help develop the operational potential of the team in each line of work, as well as help drive the organization's business operations to success.

Human Capital Development

The Company has continuously implemented human capital development projects. The objective is to increase the overall performance of employees, as well as to provide employees with work stability and commitment to the Company, through various employee development programs for employees of all levels from executive to operations.

Type	Percent	Average Training Hours (hours/person/year)	Average Training Expenses (THB/person/year)
Technical	93.04	40.13	13,360
Leadership	3.18	1.37	1,800
Occupational health and safety	2.46	1.06	950
Business support and expansion	1.32	0.57	1,300

For more details about Employee Development Performance, see Performance Data 2024.

Employee Development program

To support employees in developing the knowledge and skills relevant to their roles, GGC regularly provides training programs. These programs cover both job-specific competencies and other essential topics. GGC’s training framework spans the entire employee lifecycle from onboarding new hires to prepare employees for retirement.

GGC provides employee training through various formats, including coaching and mentorship, as well as team-based and network-driven learning approaches.

Coaching or Mentorship; GGC provides employee training through a coaching system, particularly for new employees. During the job handover process, line managers are responsible for guiding and mentoring incoming staff to ensure a smooth transition.
Teams and Networks; GGC also facilitates continuous learning through its Knowledge Management (KM) platform, which serves as a channel for cross-functional knowledge sharing across various sectors. Employees are encouraged to share knowledge across teams and engage in discussions on KM topics to gather feedback and further enhance understanding. The platform features a wide range of topics presented by different departments. Examples of KM topics in 2024 include PDPA, EUDR, and employee benefits under the Social Security scheme.

In addition to providing training on job specific skills, GGC offers comprehensive programs aimed at enhancing employees’ personal development, technological proficiency, and retirement preparedness. Furthermore, GGC ensures that all employees, including contract staff, receive relevant training, particularly in the area of information technology, to support their work performance and keep pace with evolving business needs.

Leadership Training

GGC organizes training programs for employees with expertise in their respective fields and the potential to advance to management level.

These programs aim to prepare employees for the responsibilities of managerial positions. The training curriculum includes Personal Effectiveness, focusing on readiness for transitioning to management roles, and Leadership Competency, which enhances leadership skills. The program covers key areas such as effective personnel management and becoming a capable supervisor (People Excellence), efficient work performance (Performance Excellence), and readiness to adapt to future business and organizational changes (Future Excellence).

The example of the leadership training

How to build a Successful Team
Decision-Making Mastery Make Better Decision for Managers
GGC Business Understanding

1. Outward Mindset Course for VP/DM Successor

2. Outward Leadership Course for VP

33 employees participated.
This leadership project can reduce training expenses compared to sending employees to external online courses, potentially saving training costs around 6,554,050 THB per year.
This leadership project can reduce recruitment costs (calculated from the turnover rate in 2023 compared to the 2024) by 109,378 THB.

Pre-Retirement Training Program

GGC provides pre-retirement training to help employees prepare for life after retirement, ensuring they can maintain financial stability and well-being.

In collaboration with its parent company, GC, GGC organizes training sessions focused on financial planning and risk management through insurance products, targeting employees across all generations. These programs aim to raise awareness among all employees, especially those approaching retirement, about the importance of saving, insurance, and investment planning.

Digital Transition Program Training

To enhance employees’ digital literacy and their ability to apply digital tools in the workplace, as well as to raise awareness of evolving cyber threats, GGC has implemented the GGC Cybersecurity Awareness Program.

This annual training course is mandatory for all employees and aims to ensure a strong foundation in cybersecurity practices. In addition, outsourced and contractual personnel are also required to participate in the program to maintain consistent cybersecurity awareness across the organization.

Phishing Email & Reporting

Six strategic phishing tests scheduled to evaluate employee vigilance.
Monthly management reports track response rates and identify security behavior trends.
Group-level threat intelligence sharing enhances coordinated defense across GGC divisions.
Benchmarking with PTT/GC group to compare performance metrics and adopt industry best practices.

Training & Boost-up Program

E-Learning modules launch via GC platform. Content adapts to each employee's role and security responsibilities.
Targeted reinforcement identifies users with lower assessment scores. These employees receive specialized coaching and additional resources.
Success metrics track completion rates, knowledge retention, and behavior change in real-world scenarios.

PTT Group Cyber Benchmark

GGC joins PTT Group's unified cybersecurity assessment initiative.
Standardized metrics identify strengths and improvement areas across all entities.
Cross-functional teams exchange best practices through quarterly workshops.
Shared threat intelligence enhances group-wide protection against emerging risks.

SET Cyber Resilience Survey

Project aligns with financial sector security expectations.
NIST Cybersecurity Framework adoption provides a structured approach to risk management.
Survey responses establish GGC's baseline and identify priority improvement areas.

Employee Well-being GRI 403-6 (2018)

GGC continually emphasizes improving the quality of life of employees and their families by giving compensation, provident funds, welfare, and benefits that thoroughly meet the needs of employees to create employee satisfaction in both work and personal life, as well as increase engagement with the Company, which will lead to work efficiency.

Employee Assistance Program (EAP)

GGC has implemented the Employee Assistance Program (EAP) along with the annual health check-up for employees, as well as supervised employees to receive appropriate treatment to help reduce health risks. In addition, the Company, together with the GC Group, has arranged for a team of experts from external agencies for employees to talk to and seek advice from when they face various problems from work and personal problems through phone or a mobile application 24 hours a day. Employees can also make an appointment in advance for private consultations.

For more information about various projects to promote the health and occupational health of employees : Occupational Health And Safety.

In addition, GGC has appointed a Welfare Committee to receive comments, suggestions, or complaints from employees. Members of the Welfare Committee are recruited from a pool of volunteer employees. 100% of employees in the Company have the right to nominate and serve as representatives in the selection of the Welfare Committee members. In 2021, the Welfare Committee has a total of 7 members and has a 2-year term of office. The committee is tasked with discussing problems/suggestions, formulating solutions, and monitoring progress and performance to ensure that all employees are treated fairly and equally. The Committee holds a formal meeting every quarter, according to the Labor Protection Act, B.E. 2541.

In addition, GGC has a whistle blowing system to receive complaints from employees through various communication channels, such as email, Whistleblower channels, and a fact-checking system to respond to and correct these complaints in order to address issues related to unfair practices. The Company also specifies various benefits to meet the needs of employees, such as welfare and employee benefits, as follows;

The Company grants paid parental leave for the primary caregiver for female employees of no more than 98 days and provides Breast-feeding/Lactation Benefits in the headquarters area (EnCo) to support employees who have recently had a child so that employees can continue breastfeeding while on the job.

The Company provides paid parental leave for the non-primary caregiver for male employees who have recently had a child, with a maximum leave of 3 days in order to be able to take care of their families and wives who have recently given birth.

Due to the COVID-19 pandemic, the Company has implemented the Flexible Hours policy and a Working from Home policy to reduce the risk of infection among employees.

In addition, the Company has an projects related to Sports & health initiatives by providing welfare related to fitness to promote playing sports and health activities for employees, such as swimming pools, gyms, tennis courts, etc. to encourage employees to improve the health and well-being.

GGC has employee welfare and benefits of Paid family or care leave beyond parental leave indicating in employee working regulations under the scope of type of leave. GGC offers Up to 6 days of Paid family or care leave beyond parental leave annually.

GGC provides Childcare facilities and contribution to accommodate and support employees who recently have a child as well as providing welfare for tuition fees for employees' children in each academic year.

GGC organized a mental health hotline for employees and families, manned by specialists, for Workplace stress management and daily life. The hotline provides advice via telephone and video calls through the LIGHTPOST application as part of the Employee Assistance Program (EAP).

GGC provides Medical Welfare to employees and their families by granting the right to reimburse medical expenses under the amount specified by the Company, up to 35 times per policy year. The Company also provides other Medical Welfare for employees and their families, such as Dental, Maternity, vaccination for children under 12 years old, etc.

Employee Engagement

GGC conducts Employee Engagement Surveys annually. The survey results were used to improve and develop the Company's operations in order to meet the needs of employees and enhance employee engagement with the organization, to create happiness in work and their status as employees of the Company, as well as to develop the Company to be an organization that employees want to work with. In 2022, the Company has improved the questionnaire used in employee engagement surveys to make the analysis more accurate and efficient. The questionnaire can be divided into 4 main topics: Job satisfaction, Purpose, Happiness, and Work-related Stress.

Sample engagement survey questions in each topics

Job satisfaction	Purpose	Happiness	Work-related Stress
I am proud to be part of this organization.	My job is a good fit for my abilities and experience.	I truly enjoy my day-to-day work tasks.	My work-related stress is manageable for me.
At work, my opinions and ideas seem to count.	My future career opportunities here look good.	This Organization has a work environment that is open and accepts individual differences.	When faced with a crisis or tight deadline, my colleagues work well together to resolve this situation.

For more details about the Results of Employee Engagement Survey, see Performance Data 2024.

Diversity and Inclusion

GGC has firmed commitment to Diversity and Inclusion at all levels. In addition, GGC has in place zero-tolerance policies against all kinds of harassment (sexual and non-sexual) and discrimination. Any forms of allegations are taken seriously and handled confidentially and sympathetically according to defined escalation process for reporting incidents as documented in GGC Whistle Blowing Policy. If allegations are confirmed, remedial action, disciplinary action, dismissal, or legal action will be taken. All employees are required to undergo trainings on discrimination and harassment in the workplace as part of Code of Conduct training since orientation and refresh training.

For more information on number of incidents of discrimination and harassment and corrective actions, please visit Performance Data 2024.