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:

Gender Equality

Goal 8:

Decent Work and Economic Growth

Stakeholders Directly Impacted

Employees

The company’s human resource practices and work processes directly impact employees' daily lives, influencing both their work experience and overall job satisfaction.

Goals and Performance Highlights

Performance Highlights

ESG Performance Data

Management and Operational Approach

CH. Karnchang manages human resources in strict adherence to Thailand’s labor laws, International Labour Organization (ILO) framework, 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.

verifying age and legal documents during recruitment;
requiring suppliers to adhere to child and forced labour prohibitions;
maintaining an employee welfare committee that facilitates dialogue with management;
setting working hour limits and requiring OT approval forms;
conducting regular remuneration surveys and providing a commitment to pay at least living wages;
offering a confidential whistle blowing channel for reporting labour rights concerns.

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. On June 2nd, 2025, the committee prioritized employee health measures due to the raining season. The committee has concluded that CK, together with Ladprao hospital, would facilitate the vaccination to all CK employees. In addition, the committee raised concern over current water station in the office that may contaminate plastic and other chemicals. The suggestion was to switch water station suppliers with superior filtration technology, including reverse osmosis and nano trap filters, for better employee health.

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: All employees to receive at least 8 hours training per year. As part of this commitment of, 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.

Core Competency

Click to Enlarge

Functional Competency

Click to Enlarge

Examples of CK Training Program by Types of Training

Work Safety in Confined Spaces
Workshop Project for Driving Proactive Occupational Safety
Safety Officer at Supervisor Level
Basic Fire Fighting
Basic First Aid and Basic Life Support (CPR)
Guidelines for Preventing Corruption in the Organization
New Employee Orientation
Royal Decree Determining the Start Date for Collecting Savings and Contributions to the Employee Welfare Fund B.E. 2567 (2024)
Details and Expense Items for Labor Skill Upgrading and Career Change Training
Selection and Adjustment of Investment Plans Suitable for Age
Driving Etiquette and Safe Driving

IFRS S1 and IFRS S2
ERP (SAP) Project System
OKMD CAREER Bootcamp 2025: AI Media
On The Job Training
Thai Financial Reporting Standards (TFRS) Year 2025 (B.E. 2568)
Provident Fund
Using AI at Work
Construction Inspection and Control
Installation of Fire Hose Cabinets and Water Tanks
Installation of Pipes and Electrical Wiring
Closing Accounts and Resolving Tax Issues
Financial and Tax Planning for Salaried Employees
Construction Planning: Collaboration between Project Owners, Contractors, and Consultants
Project Planning and Using Primavera Software
Machinery Work Time Approval using Platform System and E-Ticket
Seismic Resistant Foundation Design according to Standard DPT 1301/1302-61
Surveying Techniques in Construction
Construction Insurance (Contractor’s All Risks)
Internal Quality Auditor (IQA)
Cost Calculation and Control Principles in Construction for Application at Work
Arbitration Process

AI and Machine Learning
Climate Risk Assessment
Net Zero CEO Leadership Program
Passion Management - Building Team Passion to Create Drive at Work
Research Integrity
Smart and Sustainable Urban Mobility & AI-Powered Analytics
Supervisory Skill Development
Installation of Low Voltage Electricity and Accessories
Office Syndrome: Common Disease among Working People

Bullying & Harassment Training

Due to our commitment to prevent discrimination and harassment in workplace, CH. Karnchang has provided the Passion Training, Capability Development, Employee Orientation to employees and managers. The training contents and materials integrate the topic of bullying and harassment, regarding race, religion, gender, age, sexual orientation and disability, at the workplace. Moving forwards, CH. Karnchang is now planning to provide a dedicated Bullying & Harassment Training, starting in 2026, focusing on manager levels to handle effectively (e.g., reporting channel, recognize early signs of bullying and harassment) when there are cases of employee bullying and/or harassment at workplace. In addition, CH. Karnchang aims to launch a program that promotes gender diversity in our workforce. In addition, CH. Karnchang plans a DEIB (Diversity, Equity, Inclusion & Belonging: DEIB) programme in 2026. Workforce diversity data is available in the employee census.

CK Actions Addressing Labor Issues

For every new hire as CK employees, CK ask for documents of the person to examine the qualifications that do not violated by the labor practices, including child labor and forced labor. The recruiting and selection process, CK does not discriminate against gender race or sexual orientation. We are looking for a person who has competence that aligns with job description. Regarding working hours, CK has the employee’s handbook that details workhour rule of CK (e.g., consent form of working overtime, CK business working hours) that is align with Thailand labor practices. In particular, under the company’s Working Hours Regulation, normal working days do not exceed six days per week and normal working hours do not exceed 8 hours per day or 48 hours per week; employees receive at least one hour of rest during the day. Overtime is voluntary and requires employees to sign a Request for Overtime Work form In addition, CK regularly surveys the remunerations for construction industry to make the right and fair salary adjustments that support the employee current living wage. In addition, CK establishes Anonymous Whistleblowing Mechanism for Labour Standard Violations (see table below). CK also commits to remediation and disciplinary actions to those who are violated and violate.

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.

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 2025, 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 2025, the company recorded a total of 160 employee sick leave cases.

Implementation Examples of Corporate Employee Programs

External Collaboration on Labor Practices

CK is dedicated to elevating labor standards through active collaboration with national regulatory bodies and the adoption of international best practices. In 2025, the Company intensified its engagement with external labor organizations to ensure robust compliance, workforce development, and occupational health and safety. The Company participated in and organized three significant initiatives in partnership with the Department of Labor Protection and Welfare and the Department of Skill Development.

Employee Welfare Fund Collaboration

Partner: Department of Labor Protection and Welfare.
Initiative: Participation in the "Employee Welfare Fund" workshop.
Objective: To align with the 2024 Royal Decree and ensure compliant management of employee contributions, understanding the comparative benefits of welfare funds, and enforcing the rights and duties of both employers and employees under the law.

Partner: Department of Skill Development.
Initiative: Workshop on "Labor Skill Upgrading and Career Change Training."
Objective: To leverage the Skill Development Promotion Act (B.E. 2545) for systematically upgrading workforce competencies. This collaboration ensures CK effectively utilizes government-supported mechanisms for employee upskilling and career transition training via the PRB e-Service system.

Partner: Department of Labor Protection and Welfare.
Initiative: "Proactive Occupational Safety Workshop."
Objective: To drive a safety-first culture that goes beyond basic compliance, focusing on proactive hazard identification and management responsibilities at the executive and operational levels.

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 1,093 employees, accounting for 76.38% 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.

Benefit to CH. Karnchang

76.38% of the workforce — indicating organization-wide risk reduction from infectious diseases, supporting lower absenteeism and healthcare cost exposure, and maintaining operational continuity.

Benefit to participants

1,093 employees received quadrivalent influenza and pneumonia vaccinations (>75% coverage) — enhanced personal immunity and reduced individual infection risk [Quantitative benefit to participants]

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 2025, CK organized the “Using AI at Work” training program for employees at all levels. This initiative was established to promote the application of digital technology and Artificial Intelligence (AI) in the workplace to enhance agility and efficiency across various work processes. The content focused on understanding the fundamentals of AI technology and utilizing AI tools for data analysis, report generation, communication, and efficient project management. Furthermore, participants learned how to apply AI to boost creativity and support intelligent decision-making in their daily tasks.

Benefit to CH. Karnchang

92 employees completed “Using AI at Work” (6.43% of workforce), advancing organization wide digital adoption.
Strengthens an innovation driven, digital mindset across the organization

Benefit to participants

Builds practical AI literacy and confidence for everyday tasks.
Encourages creative problem solving and data driven decision making.
Reduces routine workload, enabling focus on higher value work.

Target

Note: CH. Karnchang carries out an Employee Satisfaction Survey on a biennial basis.

Employee Hiring and Turnover Statistics for 2025

Employee Training Overview Year 2025

Our Projects

Explore all projects in Social

Social

SAP S/4HANA System Innovation Training for Enhanced Operational Efficiency in the Construction Sector