SCGP has adjusted its strategies, accelerated its capability enhancement in line with its business strategies, and changed the learning format to suit the changing circumstances. SCGP is ready to cater to ever-changing learning behavior for the maximum benefits of the learners and has increased the proportion of digital learning to in-house learning. In addition, it has consistently strived to improve the learning experience of the employees.

Source: SCGP Development Framework

Programs/ initiatives

• Revised and added digital courses, as well as enhanced Learning Management System (LMS) to improve accessibility and deliver positive learning experience to employees at all levels.
• Placing emphasis on hands-on practice and experience-based learning in the 70:20:10 ratio for maximum learning efficiency, SCGP has improved its programs and increased the proportion of learning. In addition, SCGP continuously develops employee development plans, with a committee of representatives from every business unit closely overseeing employee development.
  • 70: Assigned projects for development or actual implementation such as coaching, on-the-Job training and assignment. For the most efficiency on 70 part; SCGP has conduct Business Management Program (BMP program) for the management group which the outcome of will be project implementation that make an impact for business revenue and cost efficiency.
  • 20: An intensive coaching system has also been instituted so that employees and their supervisors can seek learning solutions suitable for employees’ and the Business’ needs.
  • 10: Classroom training included one flagship program, namely the Business Concept Development Program (BCD), Business Management Program (BMP) and 19 regular and future skill programs, namely Data Analytics for Business, Intelligence Ways to Create Idea Workshop, and Customer Insight.
• Continuously develops employees through reskilling and upskilling with the focusing on future capability programs such as Changeable Mindset for Success, Find Out Why, and Business Strategy in VUCA World that cater to evolving needs of customers. Chief among the efforts include providing the Business Transformation Tool course, updating contents of the Flagship Programs in response to the changing business, and supporting the use of Learning Management Platform to enable employees to learn anywhere and anytime.
• Supported master's and Doctoral degree scholarships to employees for further study at leading universities worldwide, enabling employees to develop their potential in their fields of expertise or business administration leading to the highest value organizational creation.
• Arranges internal startup programs and online internal courses (OCAP system) to build skills, capabilities, and a mindset of working like a startup, allowing employees to timely develop new knowledge and businesses in response to customer needs.
• Applying talent management to overseas businesses: With regard to talent management in Thailand, SCGP has revised its assessment criteria, organized virtual capability development programs, and formulated succession plans for Strategic Job Position and expand to overseas businesses appropriately.
• HR Transformation Project: SCGP and SCG worked with external experts from Tata Consultancy Services (TCS) to improve its human resources management operations and introduced digital technology such as Robotic Process Automation (RPA), BOT, and AI, to enhance the operational efficiency of the staff and reduce operational costs.

Employee Development Programs

• Business Concept Development Program (BCD) : The program focusing on employees to be equipped with business and leadership skill through business strategy execution, operation digitalization and agile working team. Not only the hard skill we focusing on but also on the soft skill to be communication & collaboration expert, team empowerment & delegation and continuous self-improvement.
• Business Management Program (BMP) : The objectives are developing manager in their role to perform leadership role following leadership competencies of SCGP, be ready to work with cultural diversity and lead cross-cultural teams for synergy in M&A firms authentically and with integrity. Also, in the program outline need attending managers to initiate business project and plan that could make business impact in both Monetary and Non-Monetary outcomes. For Monetary impact, the attendees need to initiate business project which make value creation to increase Revenue and profit for the company. On the other hand, for non-monetary impact, there is an expecting learning outcome in form of behavioral and perspective change.
• Integrated Business Excellence Program (IBE) : Integrated Business Excellence (IBE), designed to create integrated collaborates between operations, value chain, and human resource development that fully develops people and organizational capability for effectiveness and creativity in increasing resource efficiency. This program consisted of Technical Model, Capability Building including Culture and Mindset designed on the blended learning approach (70: Project assignment and OJT, 20: Sharing, Coaching, Mentoring and 10: Formal learning program) through designed Managing Process to achieve business excellence.
• Paper Machine Operations and optimization : Paper Machine operation and optimization aims for the employees to update and utilize new knowledge and technology for paper making process through Paper Machine Operations and Optimization Development Program. Employees could develop their competencies needed to operate and apply in their job. This could help the operation process to be better and employees could utilize their capability at the most benefits.

Different analytics tools (PowerBI, data modeling, and predicting analysis) are used to perform manpower analysis and risk analysis for the purpose of employee retention. SCGP employs HR Analytics to conduct organization network analysis, which can help enhance the learning experience of employees and promotes the initiation of a human resource management policy that centers around meeting the needs of employees.

Programs/ initiatives

• Conducted HR Analytic for groups of employees who are likely to resign in order to plan to enhance engagement for those groups of employees.
• The Company has put in place a job value assessment process for the jobs at different levels in the organization and established a suitable remuneration structure that is competitive with other companies in the same industry or located in the vicinity.
• A performance assessment system that is guided by fairness and equitability within the organization and takes into account communication between employees, their superiors, and the company of relevant expectations, action plans, and the organization’s shared goals. Remuneration is offered in the following forms: salaries, position-dependent work-related allowances, bonuses, variable pays, and other benefits.

Performance management system starts from KPIs set up and deployment from executive level until an appraisal for each employee through Performance Dialogue with direct boss and IDP to make individual development plan to close individual competency gap. Also, KPIs monitoring website is provided for each employee to have a monthly review and follow up with their boss, sub-ordinate and peers.

Type of Performance Appraisal

• Management by objectives: SCGP applies “Performance Management System” to implement the framework of management by objectives to ensure people across the organization are aligned with – and contributing to – the strategic objectives of the SCGP visions. Goal setting annually and it can be adjusted according to the context that changes during the year. In order to sustainably embed Performance Management System in an ongoing employee behavior to assess performance and effort for variable performance-based component to pay, SCGP has created the combination of methodologies to monitor the quality as follows:
  • Goal Planning: Each Individual employee will plan and act with goal management that align with supervisor and corporate vision to ensure delivering the business performance.
  • Performance Dialogue: Official quarterly performance dialogue has been set as a regular basis for all employee to review their performance with supervisor. Therefore, employees are able to continuously improve themselves for greater corporate results.
  • Performance Appraisal: SCGP provides reward and recognition program for motivating employees to become strong performer. This will drive employees’ performance to go beyond and stretch potential for greater performance appraisal
• Multidimensional performance appraisal: SCGP annually implements 360-degree feedback for collaboration to help employee gain their strength and opportunities for enhancement from other people as well as employee’s direct supervisor. Each will be assessed in both soft and hard skill e.g. Listen to Others, Strategic Formulation & Growth Mindset and Organizational & Performance Transformation. These to ensure that they could lift up themselves to create positive relationship within team and across functional, seek new opportunity and embed innovative idea and integrate changed across business.
• Team-based appraisal: SCGP sets protocol of KPI “Deployment Process” to make employee engage with the business and own team goals. This annual engagement will be a part of business’s success by setting their goal align with business direction, functional and team goals. To achieve individual goal is insufficient to become a strong performer but need to play an important role to contribute to the team’s success which called “Team Centric”.
• Agile conversations: SCGP encourage managers and team members to self-review and manager review to provide feedback and support on individual and team contribution, focusing on collaboration, leadership, and teamwork. This approach is “Continuous performance management (CPM)” for monitor and support in time when business priorities shift. Ongoing work is done once a quarter and throughout the year.
• Performance Appraisal Frequency: Employees have to update their KPIs on performance management system each month. After updated, the system will assess performance by score range so managers and their employees can see the result and discuss the past performance further on how to improve results or adjust plans if business situation changes. All people can observe performance and work in team to develop results as individuals and, finally, as the team all time.
• Support expression and association of diverse employees to increase the ability to create innovative ideas, good relationship and enhance engagement in the organization such as group of sports, music, travel, etc. Moreover, SCGP also participated in the SCG networking groups of women via online channel (Facebook) called SCG Sis to Sit to sharing knowledge and experience, a range of topics relevant to life during the pandemic and kept employees connected.
• Redesigned the facilities in its offices to create co-working spaces and collaborative zones and provided ergonomic office equipment and furniture such as desks and chairs, internet allowances, to support the new-normal style of work.
• Provide long-term benefits for employees include provident funds, financial management courses, healthcare, retirement preparedness programs, and retired employee clubs, all of which ensure that employees have a good quality of work life and have retirement plans that guarantee their financial stability and health.
• HR Digitization: SCGP has transformed its work environment into a digital workplace and provided equipment and tools that enable remote work to enhance interactions between employees and maintain engagement, as follows:
  • Employee Connect Application: Personal data management, leave and OT requests, welfare, benefit management, medical records, etc.
  • HR Operations: Robotic Process Automation (RPA) is implemented to reduce process time and redundant tasks and to support remote work through features such as e-Signature, virtual meeting tools, report summaries, transaction records, and reimbursements. The power app is used to track the status of operational activities.
  • Performance Management System: Success factors have been employed to improve the performance management process, from formulating KPIs to monitoring performance and recording consultation sessions in a digital format.
  • PowerBI Dashboard: The dashboard is utilized in the analysis of HR KPIs and employee data such as manpower management and resignation. The data can also be submitted to the management via the dashboard.
  • Talent management and succession planning: A talent portfolio is used via an e-Platform to gather talents’ profiles for the consideration of career management in the future.
• Places importance to employee engagement by carrying out a corporate-wide engagement survey and using the results to implement changes to retain employees which are the Company’s valuable assets.

SCGP identifies talent by using talent criteria and performance grading mapping with SCGP 9-grid. Talent employees are the person who has consistently good performance at least 3 consecutive years, Also, talent would not be assessed only by the direct supervisor but also subordinate and peers to make sure that the talented must be a good performer in all dimensions, not only with their boss.

After assessment by Multidimensional performance appraisal and employee performance, SA or Special Adjustment is the monetary benefits to the employee who has paid below when compared with outstanding performance and other factors such as job roles and responsibility and peers with the same position.

• SCGP prioritizes Employee Engagement, Satisfaction, and Well-Being by conducting a company-wide engagement survey and utilizing the results to make improvements aimed at retaining employees, who are considered valuable assets. We are focused on crafting a survey design that aligns with our Business Aspirations, People Priorities, Organizational Effectiveness, and emerging trends affecting the company. Additionally, leading organizations are adopting a comprehensive approach to engagement, emphasizing the intentional consistency of employee experiences.
• SCGP is currently using Gallup’s Q12 Inner Drive Model as engagement framework, with the score measured on a point rating scale
  
  

  	Q12 Gallup Questions	Job satisfaction	Purpose	Happiness	Stress
  0	Overall satisfaction : how satisfied are you with your company as a place to work?
  1	I know what is expected of me at work.
  2	I have the materials and equipment I need to do my work right.
  3	At work, I have the opportunity to do what I do best every day.
  4	In the last seven days, I have received recognition or praise for doing good work.
  5	My supervisor, or someone at work, seems to care about me as a person.
  6	There is someone at work who encourages my development.
  7	At work, my opinions seem to count.
  8	The mission or purpose of my company makes me feel my job is important.
  9	My associates or fellow employees are committed to doing quality work.
  10	I have a best friend at work.
  11	In the last six months, someone at work has talked to me about my progress.
  12	This last year, I have had opportunities at work to learn and grow.
  SCGP Specific	My company provides me with opportunities to balance my work life and personal life.

• In 2023, the employee engagement score changed from a percentage to a rating point system, resulting the average engagement score at 4.10 out of 5.00.

SCGP adheres to the business philosophy “Belief in the value of individual” and continuously gives precedence to its employees who are valuable resources of the organization. SCGP has the policy to take care of employees working conditions and welfare corresponding to their work, life, social environment, and good practices of the other leading organizations. Working conditions and welfare cover from working life start till their life after retirement.

Job revisit and redesign : Since 2020, SCGP has implemented job revisit and redesign considering dimensions of both employee workplace and working hours and formed jobs into 4 groups;

• Job group that has to work on-site and permanent full time
• Job group that has to work on-site and could be able to assign flexible working hours or part-time work
• Job group that could be able to work outside and permanent full time
• Job group that could be able to work outside and could be able to assign flexible working hours or part-time work.

The result of job revisit and redesign makes the various form of working in SCGP either working-on-site or working-from-outside or working-from-home, either working permanent full time or flexible working hours or part-time working options. However, the form of working is depended on the nature and necessity of work that has been appropriately considered by each business/ company.

Work-life harmony : SCGP has provides flexible working place and time to its employee. This policy implementation is more concrete since the time of Covid-19 pandemic, we continue to implement the policy and adjust some details to make it correspond with the up-coming the up-coming needs of the new generation workforce and to be comply with their working style seamlessly.

In addition, this is a way to reduce workplace stress together with our well-being program.

• Flexible working place
  • As the result of new generation working style and having some job groups working-from-home, SCGP have implemented the WFA (Work from Anywhere) policy to our employees according to the work nature and needs.
  • The company also arranges its support and necessary facilities for its employees in several things starting from providing an online meeting and communication system, contribution on necessary working furniture, working stationary, internet network expense, the mobile application for daily work report, etc.
• Flexible working time
  • SCGP regulations allow employees and their supervisor to manage their working days and working hours flexibly according to the nature of work and positions as appropriate and SCGP also allows each company to define flexible (overlap) hours to start and finished work within the entity as necessary in order to support the need of its employees.

Sport & health initiatives

SCGP has many facilities such as basketball field, tennis court and health center to help employees reduce stress and stay healthy. Therefore, sport activities are provided such as sport day.

Holiday and leave : SCGP provides weekly holidays, traditional holidays, and vacation leave holidays. SCGP regulation provides traditional holidays and vacation leave holidays to its employees over than the legal requirement. For leave, SCGP provides sick leave, sick leave caused by work, sterilization leave, personal leave, military order leave, training and development leave, parental leave, monkhood leave, traveling abroad leave, gender reassignment leave and family care leave according to company regulation.

Family Benefits : The spouse and children of an employee have health benefits namely as:

1. Health Center (Primary medical care & Vaccination)
2. Sport Complex (Fitness center, Badminton, Basketball, Tennis Court)

Childcare facilities for health benefits and Breast-feeding/lactation facilities

Paid parental leave for primary and non-primary caregiver : SCGP provides parental leave either for primary or non-primary caregiver. We have allowed our employees to take leave and get paid over the labor law requirement. Employees could take leave and get paid from employer for 13 weeks, more than labor law at 6 weeks. The leave is on top of normal paid vacation or other leaves and is over than the legal requirement.

SCGP provides paid family or care leave for male employees who wish to taking care of his wife or his child. In addition, employees can request personal leave or vacation leave for the purpose of this family or care leave.

Medicare : SCGP provides medical welfare to its employees including their families and their parents. Medical welfare covers both in and outpatient cases and also covers dental care. Employees can apply for medical welfare at government medical services, private medical services, and company-own healthcare services.

Having child benefits : Not only our employees that we care for, SCGP has the policy to take care of its employees when having their child, we also provide benefits covering to the family member of our employees apart from medical expense. When the employee has child, we provide allowance benefits according to the company regulation. Each company or business could be able to offer childcare facilities or contributions as appropriate considering its area, the number of children, and the need of its employees. In additional SCGP also provide breast-feeding/ lactation facilities in the building area of each company or business in order to support and facilitate its employee.

Benefits after retirement : SCGP provides welfare and benefits to its retired employees; provident fund benefits, medical services at company-own healthcare, training on how to have a better life and how to manage their financial and investment after retirement, and a “retirement employee club” for creating their relationship, activities, and engagement.

Well-being program : SCGP concern for employee total well-being both Physical and Mental health. For physical, we have activities for our employee to participate which are Step Challenge and Health Life Challenge These activities’ purpose not only for employee health but also promote the collaboration among them since the exercise result could be submitted as an individual or a team. Furthermore, for mental health caring, we have iStrong program which operate by a private company that offers mental health services solutions to support employees from daily stress to mental health problem and to strengthen the abilities of individuals because SCGP believe that our employee should have quality of life both body and mind and this could be the key to success in life and work.

CSR leave : SCGP provides CSR (Corporate social responsibility) leave to our employees for them to contribute and give back to the society. One of our ethical core values is ‘Concern for Social Responsibility’ which we believe that this would be a part of cornerstone of the company in conducting business in accordance with the guidelines for sustainable development and the principles of corporate governance. We diligently perform our social duties and responsibilities while engaging in activities to preserve natural resources and sustainability of the environment. SCGP allows employees to take leave for joining the activity which could support community and create sense of social responsibility according to our values.

DE & I Promotion for all employees

• Gender Reassignment Surgery
  • To embrace diversity and accept individualism of everyone, SCGP allows an employee who wish to have a gender reassignment surgery to request the leave for an operation.
• Religious Leave for all Religion and Believes
  • Not only male that can take religious leave for Monk Ordination in Buddhism but also everyone in the company could take this leave to perform their religious duties according to individual beliefs.