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 level at
46 percent

Investment in employee Training totaling
4.77 million THB

7,489
Employee Training hours

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

Average amount of investment in employee training of
19,700 baht/person
/year

Recruiting employees and executive to hold important positions in the Company and respond to corporate growth strategy at
76.9 percent

Management Approach

Employee Management

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	GGC aims to recruit high potential employees through various channels, such as the Company’s website, job websites, social media, employment agencies and the Employee Referral program.
Developing Employee Competence	GGC aims to develop employees at all levels by promoting skills and knowledge that correspond to their respective job position through various channels and projects to enhance work efficiency, such as the E-Learning system and the 360° GGC Leadership Assessment project.
Retaining and Attracting Employees	GGC aims to build employee engagement as well as retain and attract talented employees to grow with the organization.

For more details about the project for employees, see the 2022 Integrated Sustainability Report at Integrated Sustainability Report 2022

Total Productive Maintenance (TPM) Project to increase the skills and expertise of the operations staff.
Green Learning Management System (LMS) Project to encourage employees to learn and develop new skills necessary for work (Upskill) and improve existing skills (Reskill) by learning through GREEN, the Company's E-Learning Platform.
WFH (Working-from-home arrangements) and Mobile Office Project to balance work and personal life. This Includes providing IT equipment for employees to use when working in residential areas as necessary and suitable for the nature of work of each employee.
Project to Increase Welfare for Single Employees to provide medical expenses for single employees’ parents.
Build Leaders for Change Project to help solve the problem of employee burnout.

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

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	28.36	15.97	4,740
Leadership	36.23	15.29	52,031
Occupational health and safety	28.09	11.37	2,921
Business support and expansion	7.33	14.45	11,850

For more details about Employee Development Performance, see Performance Data

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.

We provide sufficient welfares and benefits in response to employee needs to create happiness for employees both in their professional and personal lives. This also builds employee engagement to the organization which will lead to work efficiency. In 2021, the Company conducted various projects to promote good quality of life for employees:

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, see 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 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 provides Childcare facilities and contribution to accommodate and support employees who recently have a child

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.

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

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