SCGC have policies that place the highest priority on workforce planning, recruiting, developing knowledge and skills, and retaining human resources. We properly integrate internationally recognized and cutting-edge concepts, systems, and tools into the management and development of human resources and review the impacts of various external conditions to analyze and improve according to the type of business and the characteristics of new recruits. The following are the Company's human resource management and development concepts, policies, systems, and tools:
Workforce Planning Imperatives to Drive Business Outcomes
At SCGC, we put first and emphasize Workforce Planning as a vital part of organizational success. With confidence, by evaluating all dimensions of internal and external situations and demand, we have decoded and translated that into our strategic Workforce Planning Imperatives to support our current business directions and challenges as well as in responding to the future demand for people and skills.
Recruiting and Supervising a Diverse Workforce and Talents
SCGC provides opportunities, promotes, and recruits diverse workforce and diverse talents from different backgrounds in terms of race, religion, gender, age, generation, beliefs, values, competence, knowledge, skills, experiences, and necessary job-related traits through a fair human resource selection and recruitment process. The process is conducted with the emphasis on competency-based and talent diversity principles, together with employment tests, pre-employment personality tests, and interviews. Our company uses the committee system comprised of persons with diverse knowledge and experiences from wide-ranging fields of expertise to interview and recruit employees. We will provide compensation, benefits, and welfare benefits comparable to leading organizations in relevant industries for those who qualify. New employees will receive orientation training in different business areas, including safety and environmental training and workshops, which all employees must adhere to regardless of their roles or tasks assigned. The training is provided prior to the beginning of work in the designated departments.
In addition, we have mentorship program as a part of onboarding process. Selected mentors would offer support, advice, and guidance to assist new employees to work with diverse team members, and feel a sense of belonging at SCGC.
Fairness Compensation and Welfare Management
SCGC upholds the principle of fairness in wage and compensation management for both short- and long-term employees. Thus, we have established a policy that examines internal fairness in terms of employee's duties, responsibilities, and competency and external fairness in terms of comparisons to leading companies in order to provide more opportunities for an equal life and improve the quality of life of employees and their families.
In terms of welfare and employee well-being, SCGC has a policy of expanding the flexible benefit to accommodate the diverse needs of employees and their families, with a particular emphasis on health and safety.
Excellence Performance Management
SCGC strives to serve customers in a customer-centric manner. To drive the Company ahead, we have set up the Performance Management System, which connects core metrics, department performance, and individual performance (KPI). Additionally, we value collaboration, enabling employees from diverse departments to work collaboratively to achieve the corporate goal and advance the organization.
The Nomination and Remuneration Committee will evaluate management executives' performance on an individual basis, based on business performance compared to peers in the same industry in Thailand and abroad, as well as the ability to produce business and performance improvement outcomes each year to enhance the organization.
Systematic Employee Development
At SCGC, employees at all levels are encouraged to continuously learn and enhance their knowledge and abilities in their current jobs and prepare for future employment prospects. Employee development also focuses on management development, leadership development, and building diversity awareness among employees by respecting the difference of styles, race, culture, attitudes, opinions, and beliefs. This is accomplished by associating job responsibilities with competencies that will assist them in achieving their goal toward a comprehensive approach to employee development in the 70:20:10 model.
Ensuring people are prepared, knowledgeable, and ready at work, each employee will undertake a minimum of 48 hours training in one year. They also passed job readiness assessment that measures physical, mental and intellectual preparedness to perform their job aiming to minimize risk and to reduce occupational incident at the workplace.
The curriculum content is derived from the organization's in-house knowledge and courses from leading institutions, such as Harvard Business Publishing, that covers job family-specific courses and general education courses in management, technology, leadership development, collaboration and teamwork with care, and compassion in conflict resolution.
To foster the development of knowledge and technical skills, SCGC established the Operation Excellence Training Center (OETC) in Rayong, equipped with cutting-edge learning tools that employees and third-party personnel can use for training and workshops aimed at increasing their knowledge and expertise in petrochemical plant operations.
Additionally, we offer scholarships to employees with the potential to pursue higher education at prestigious universities overseas, at the master and doctoral levels. Master of Business Administration (M.B.A.) and technical scholarships, such as engineering scholarships, are available in various fields of study, related to digital, energy management, and environment management.
Succession Planning to Drive Business
SCGC prepares to build knowledge, skills, and a breadth of experience for key talents identified based on their abilities and performance. We devises a systematic plan in which employees rotate among departments that promote corporate initiatives and participate in major projects in preparation for future advancement to high-level executive positions.
Simultaneously, we establish succession planning in strategic positions to ensure that our company has skilled and capable employees prepared to fill executive and key positions and support positions created by the new business direction. We continually expand roles for all women staff and women management in order to promote respect for human rights.
Development of Human Resources Management in Other Areas
SCGC have consistently refined and developed our human resource management system. We are open to employees' opinions on the company in various areas (Employee Engagement Survey) by adopting concepts, processes, and tools from world-class organizations. This is to examine and improve employee engagement with the organization and use the results to improve the human resource management system to bring the organization up to international standards.