Social
- Achieve zero lost-time injuries (LTI).
- Provide safety training programs to reduce the risk of workplace accidents.
In 2025, the Company achieved its occupational health and safety targets. There were no cases of work-related injuries resulting in lost workdays and no work-related fatalities, resulting in both the Lost-Time Injury Rate (LTIR) and fatality rate remaining at zero.
To support its occupational health and safety goals and strategies, the Company continuously promotes learning, risk reduction, and safe working behavior among employees through various activities, programs, and employee welfare initiatives as follows:
1. Safety Management
Basic Firefighting Training and Emergency Evacuation Drills
The Company places importance on emergency preparedness by conducting annual firefighting training and evacuation drills. These activities help employees respond correctly, quickly, and safely during emergency situations.
2. Occupational Health
Annual Health Check-ups
The Company provides annual health examinations for employees at both headquarters and branch offices to promote employee well-being and good health, while also supporting work efficiency and compliance with occupational health and safety requirements.
3. Workplace Environment
Increasing Green Space in the Office
The Company has introduced additional green areas within office facilities by placing plants throughout the workspace to create a healthier and more relaxing work environment and reflect its commitment to environmentally responsible operations.
Recreation Areas
The Company provides recreational spaces for employees to support well-being, reduce stress, strengthen relationships among employees, and foster a positive workplace environment.
Co-Working Space
The Company has established co-working spaces to encourage effective collaboration, support knowledge sharing and creativity, and create a more flexible and productive workplace.
- Zero complaints related to violations of social regulations or human rights laws.
Human Rights Management
The Company recognizes the importance of treating all individuals equally, without discrimination, and respecting individual differences. The Company promotes respect for the protection and fulfillment of fundamental human rights at all levels without discrimination based on gender, race, religion, beliefs, culture, age, or physical limitations.
These principles are applied throughout human resource management processes, including
- Employee recruitment
- Career growth and advancement
- Employee development
- Performance evaluation
- Compensation and benefits management
In addition, the Company values workforce diversity and aims to promote gender equality and equal opportunities for all employees, including employees with disabilities.
Every employee is provided with equal opportunities for career development and advancement within the organization.
Employees are one of the most important resources driving business growth. Therefore, the Company is committed to developing employees’ professional skills and capabilities to support career growth within the organization while enabling them to keep pace with technological advancements and changes in today’s world.
The Company provides training and development programs both internally and externally, along with operating manuals for all departments to support effective work performance. In addition, learning is promoted through training programs with follow-up evaluations and annual training hour tracking to continuously strengthen workforce capabilities in line with the Company’s business strategy.
- Zero complaints related to labor rights violations.
- Develop employees by strengthening knowledge and skills required for current roles while building new capabilities necessary for future work (Upskilling and Reskilling).
- Provide training and develop essential job-related skills for employees.
In 2025, the Company organized a total of 28 training programs to enhance employees’ skills and capabilities, totaling 7,206 training hours for 956 employees, averaging 7.54 training hours per employee per year.
The Company also conducted an employee engagement survey to improve human resource management practices in line with employee expectations. The survey achieved a 100% participation rate, and results showed that employee satisfaction exceeded 80%, reflecting strong employee engagement and positive attitudes toward the organization.
In addition, the Company’s employee turnover rate was 25.75%, representing a decrease of 2.81% compared with the previous year, demonstrating the effectiveness of employee care and retention initiatives.
The Company also organized Team Building activities to strengthen employee engagement and teamwork across the organization, achieving an average satisfaction score of 4.77. These activities support the development of a positive organizational culture, encourage collaboration, and contribute to sustainable business growth in the long term.
1. Recruitment and Talent Acquisition
The Company recognizes the importance of retaining and developing quality employees to strengthen competitiveness. Equal attention is given to recruitment and selection processes, employee capability development, fair treatment, non-discrimination, and equitable compensation management.
2. Long-Term Employee Development and Capability Building
The Human Resources Department encourages and supports continuous employee development while promoting a strong organizational culture, physical and mental well-being, a positive working environment, and teamwork.
The Company has established employee development guidelines focused on strengthening existing job knowledge and skills while developing new capabilities required for future work (Upskill – Reskill) to align with business growth directions.
In addition, the Company has established a succession planning process to prepare employees for key positions within the organization by identifying and developing high-potential internal talent or recruiting qualified external candidates. This supports business continuity and creates career growth opportunities that help retain talented employees.
3. Employee Motivation and Retention
The Company places strong emphasis on employee retention as a key factor in organizational growth. Clear performance evaluation criteria based on work achievements are applied to determine compensation and support performance improvement planning.
The Company also provides appropriate employee benefits to motivate employees and demonstrate long-term commitment to employee well-being, including
- Provident Fund
- Annual health check-up program
- Emergency loan support
- Funeral assistance support
- Employee uniforms
- Other employee welfare programs
These initiatives aim to improve employees’ quality of life during employment and after retirement.
4. Occupational Health and Safety
The Company prioritizes employee and workforce safety by strictly complying with occupational safety, health, and working environment laws and regulations.
Professional safety officers are appointed, and mandatory safety training programs are conducted to provide employees with appropriate knowledge and awareness. These measures ensure that all business operations are carried out in accordance with established safety standards.
- Develop and drive social progress through activities and projects that support sustainable community and social development.
- Build awareness and encourage participation among employees and relevant stakeholders to jointly create stronger and more sustainable communities and society.
- Expand the impact of activities and projects to improve the well-being of communities and society.
The Company has implemented social projects and community initiatives across various dimensions, including improving people’s quality of life, supporting education, and promoting ethical values and social responsibility.
The Company operates responsibly toward communities and society by focusing on improving community well-being while encouraging equal participation from communities and stakeholders. The Company respects diversity, supports quality-of-life development, and strengthens community resilience to achieve sustainable development through the following management approaches:
1. Conducting Business with Consideration for Communities and Society as Key Stakeholders
The Company promotes inclusive and equitable quality-of-life development by adopting the Sustainable Development Goals (SDGs) as a framework for operations. This approach supports economic growth while improving people’s well-being, reducing inequality, and strengthening communities to become more self-reliant through ongoing social projects and initiatives.
2. Continuous Social Development Projects
The Company promotes a better society and actively contributes to solving social challenges sustainably through various social assistance and development programs.
This includes environmental initiatives that reduce business impacts, such as the Alternate Wetting and Drying (AWD) Rice Cultivation Project, which helps reduce greenhouse gas emissions and supports sustainable development.
The Company also supports social initiatives, including collaboration with Singha Asa Mobile Medical Units to improve community well-being and expand educational opportunities in remote areas.
- Strengthen stakeholder engagement through various activities to foster business collaboration and support sustainable business operations.
- Communicate through engagement activities to ensure stakeholders understand the Company’s approach to sustainable business development.
The Company continuously carries out projects and activities to create long-term value for stakeholders, including Participating in CSR activities for communities and society Maintaining transparent communication with shareholders Providing channels to receive stakeholder feedback Communicating business activities and updates through the Company website
These initiatives help build trust and strengthen relationships across the entire supply chain in an effective and sustainable manner.
The Company emphasizes comprehensive stakeholder engagement across the business value chain.
The Company recognizes that supply chain management covers all stages of business operations, including sourcing, design, research and development, procurement, production, storage, transportation, and stakeholder relationship management.
The Board of Directors has established policies to promote collaboration between the Company and stakeholders in order to strengthen business performance while ensuring stakeholders’ rights are respected in accordance with applicable laws.
The Company identifies eight key stakeholder groups as follows
1. Government and Regulatory Authorities: The Company operates in compliance with government regulations and requirements through the following practices:
2. Suppliers: The Company treats suppliers fairly and promotes mutual benefits through the following practices:
3. Customers: The Company believes customer satisfaction and trust are key drivers of long-term success and therefore commits to:
4. Employees: The Company considers employees to be valuable resources and key contributors to success. Management practices include:
5. Shareholders: The Company performs duties responsibly, carefully, and ethically to create sustainable returns through the following practices:
6. Communities and Society: The Company recognizes its responsibilities toward society and local communities through the following commitments:
7. Media: The Company values media as an important communication channel and promotes transparency through:
8. Business Competitors: The Company conducts business under legal and ethical principles through the following practices: