Human Capital Management
Commitment, Challenge and Opportunity
The company’s construction and infrastructure development projects have a direct impact on employees at all levels, including permanent staff, temporary workers, and contractors, in terms of social aspects, human rights, and economic factors.
Therefore, effective personnel management is crucial, encompassing skill development, training programs, and various support initiatives to equip employees with the necessary competencies, foster career growth, and ensure fair treatment. Poor management can reduce work efficiency and increase employee turnover. Conversely, strong management enhances business competitiveness by developing essential skills, enabling adaptability to industry shifts, and supporting long-term sustainability.
Supporting the SDGs Goals
Goal 5:
Goal 8:
Stakeholders Directly Impacted
Goals and Performance Highlights
- Employee Satisfaction Index 80%
- Average Training Hours per Employee 8 Hours/Person/Year
Note: 2024 marks the first year that CH. Karnchang has set a target for employee satisfaction levels.
Management and Operational Approach
CH. Karnchang manages human resources in strict adherence to Thailand’s labor laws and the company’s human rights policy, ensuring that all employees are well-informed of these principles.
The company prevents any activities that violate fundamental human rights and is committed to maintaining an operation free from all forms of illegal labor, including human trafficking, child labor below the legal age, and forced labor, both within the organization and across its supply chain. Additionally, the company emphasizes fair and equitable treatment of all stakeholders, strictly prohibiting any form of discrimination. Clear guidelines of labor standards and non-discrimination, which include race, religion, gender, age, sexual orientation, disabilities, and nationality, are communicated to employees through various channels, such as new employee orientation and online platforms, to foster awareness and ensure compliance with corporate values communicated globally to employees and translated into relevant languages. The company also upholds employee rights by ensuring equal pay for equal work in alignment with legal requirements. CH. Karnchang actively and commits to promoting employee engagement, employee personal development training, and talent development at all levels, and workplace welfare, prioritizing occupational health and safety to cultivate a positive and sustainable working environment.
Employee Association and Engagement
CH. Karnchang places significant emphasis on employee engagement and supports the right to freedom of association to facilitate collective bargaining. To uphold labor rights and enhance workplace welfare, the company organized an election for the Employee Welfare Committee on January 16, 2023, in accordance with Section 96 of the Labor Protection Act B.E. 2541 (1998). The committee is empowered with the following responsibilities :
- Engaging with company management in discussions, addressing labor issues, providing consultation, and offering recommendations to the employer regarding employee welfare initiatives.
- Monitoring, overseeing, and ensuring the proper implementation of employee welfare programs provided by the employer.
- Proposing insights and strategies for enhancing employee welfare to the Labor Welfare Committee.
The Employee Welfare Committee convenes regularly to address key concerns. In 2024, the committee has prioritized employee health measures due to the potential resurgence of COVID-19 and the seasonal prevalence of influenza. As part of its resolutions, the committee has endorsed and expedited various health initiatives, including Comprehensive employee health screenings, Vaccination programs for influenza, pneumonia, and shingles. Workplace wellness initiatives, such as aerobic exercise sessions and fitness challenges aimed at promoting healthier lifestyles and reducing body fat. These initiatives align with CH. Karnchang’s commitment to fostering a safe, healthy, and supportive working environment, ensuring long-term well-being for all employees.
Employee Capability Development
Employees are the driving force behind business operations and a key factor in enhancing the organization's competitive advantage. To adapt to evolving business dynamics and expansion, the company prioritizes employee capability development at all levels. As part of this commitment, the company conducts an annual Employee Development Survey to assess training needs across all functions. This survey evaluates both Core Competencies—essential skills aligned with the organization’s strategic goals—and Functional Competencies, which are specific to each job function. Additionally, the company integrates insights from the Performance Management Form to analyze individual and departmental performance before formulating the Fiscal Year 2025 Training Plan. The training plan encompasses 23 structured training programs, including: Occupational Health, Safety, and Workplace Environment Training, Financial Reporting Training aligned with the Thai Financial Reporting Standards (TFRS), Construction Planning and Collaboration Training, focusing on effective coordination between project owners, contractors, and consultants.
Performance Evaluation
The company conducts an annual employee performance evaluation using the Performance Management Form. The assessment is based on key performance indicators relevant to the employee’s specific job function. The collected data serves as a basis for determining employee compensation and designing tailored training programs that address individual development needs. These programs encompass both managerial competencies and specialized professional skills to enhance employee capabilities, in alignment with the previously outlined employee development framework.
Employee performance evaluations take multiple criteria into account, including:
- Achievement of key performance indicators (KPIs)
- Work quality
- Ability to collaborate effectively
- Responsibility for duties, including adherence to company regulations. These criteria are adjusted as appropriate to align with the nature of the work and the specific role of each employee.
Talent Attraction and Retention
The company places great importance on retaining talented personnel and attracting high-potential individuals to support future business growth. Our recruitment and selection processes are designed to align with organizational needs, ensuring the acquisition of the right candidates. Additionally, we emphasize the retention of valuable employees through continuous development and enhancement of career progression pathways tailored to each job function. Furthermore, the company is committed to preparing and developing employees under the Talent & Succession Management plan in a structured and strategic manner. Employee well-being and benefits are also prioritized to foster motivation and long-term organizational engagement.
In 2024, the company conducted an employee satisfaction survey, achieving a 100% response rate and a satisfaction score of 91%, surpassing the company’s target of 80%. The survey identified the area with the lowest employee satisfaction as the “availability of adequate tools and equipment for operations,” including computers and electrical tools, particularly at the initiation of new projects. In response, the company has taken proactive measures to ensure the availability of necessary tools and equipment to enhance operational efficiency and minimize project execution obstacles. Furthermore, the company has communicated the survey results and its responsive management actions to all employees through the internal intranet system, this sustainability report, and the company’s official website.
Quality of Life and Employee Welfare
The company places great importance on enhancing employees’ quality of life by fostering a safe and supportive work environment while providing appropriate welfare benefits. These initiatives are strictly aligned with human rights and labor rights principles. Employees are entitled to various benefits, including performance-based or company profitability bonuses, life and accident insurance, medical expense coverage, and comprehensive health and wellness programs. These include annual health check-ups and wellness promotion activities to ensure employees maintain good health and are fully prepared for their work. As a result, in 2024, the company recorded a total of 206 employee sick leave cases.
Implementation Examples of Corporate Employee Programs
CK The Biggest Fat Loser Project
The company has initiated the "CK The Biggest Fat Loser" program to promote employee health through exercise and healthy eating, fostering sustainable well-being habits. The three-month program engaged 443 employees, comprising 252 from the headquarters and 191 from various project sites. Throughout the program, educational activities were conducted, including expert-led sessions on effective fat reduction methods. Additionally, employees had the opportunity to participate in reward-based activities, with winners determined by the highest percentage of body fat reduction, categorized into male and female groups. This initiative aimed to encourage employees to adopt a healthier lifestyle while maintaining motivation for personal well-being. To further incentivize participation, the company provided a total prize fund of THB 220,000. The program has proven beneficial to both employees and the company, reinforcing a culture of health and wellness in the workplace.
The Quadrivalent Influenza Vaccination Program and Pneumonia Prevention Vaccine
The company recognizes the importance of employee health, which directly impacts work efficiency. As a result, it has implemented a vaccination program providing quadrivalent influenza vaccines and pneumonia vaccines to enhance immunity, reduce infection risks, and prevent disease transmission within the organization. A total of 1,082 employees, accounting for 76.04% of the workforce, received vaccinations under this program. This initiative promotes employee health and well-being, reduces illness and absenteeism, and simultaneously helps lower the company's healthcare expenses.
Innovation Training: “Creative Thinking” and “Positive Thinking & Can Do”
In line with the company’s policy to promote innovation in social and environmental business, and with a strong commitment to becoming a sustainable leader in the regional construction industry, the company has launched an innovation training program for employees. This initiative also supports the dissemination of technology and innovation to the public, aiming to enhance society’s overall innovation capacity. In 2024, more than 100 employees of CH. Karnchang participated in the training courses titled “Creative Thinking” and “Positive Thinking & Can Do.” The training was designed to help employees understand the importance, meaning, and perspectives of creative thinking, as well as the key principles behind it. The ultimate goal is for participants to apply the knowledge gained to both their professional work and personal lives
