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.

Learning Platform : OCAP

OCAP (Organizational Capability) is designed to provide a comprehensive learning experience for individuals within SCGP, allowing them to access and enhance their skills and knowledge in specific areas of interest or job roles. With the ability to record individual training courses, employees can keep track of their personal development and progress. The platform also offers a wide range of courses and knowledge resources, ensuring that employees have access to relevant and up-to-date information. Additionally, the Individual Development Plan (IDP) feature allows individuals to set and track their personal goals and objectives, further enhancing their learning and growth within the organization. OCAP is a valuable tool for SCG employees, providing them with a platform to continuously learn and develop their skills.

Boarding Pass Program : Compulsory courses for employees

Boarding Pass Program 2024 for Safety Training

In 2024, SCGP has 85% of employees trained on specific Safety issues.

Boarding Pass Program 2024 for Environment

In 2024, SCGP has 96% of employees involved in operational activities related to the environment have trained in environmental issue.

Remark: *Basic ESG is a course that teaches employees about SCGP's operations within the ESG framework. It includes policies, goals, strategies, data collection, and performance reporting, along with case studies in various categories. For example, the environmental category includes Energy management and Climate change, Water management, Waste management based on circular economy principles. The social category includes Health and Safety, Human Rights, Community Engagement and Development. The Governance category includes Product Stewardship, Chemical and Hazardous Substance Management, and Supply Chains Stewardship, among others.

Boarding Pass Program 2024 for Human Rights

In 2024, SCGP has 93% of employees in S Level trained on specific human rights issues.

Cultural Education: Culture is communicated for education through various channels such as emails and training sessions both online via OCAP and on-site through different programs. For example, in the Leader Development Program, the focus is on fostering a culture that actively promotes behaviors within teams, like creating a positive, inclusive, and collaborative environment. This ensures that daily actions and leadership practices align with SCGP's culture and expected behaviors.

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. (In 2024-2025, Cost Saving and EBITDA Increment > 50 MB)
• 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.
• Leadership Development Program : The leadership skills development program begins with self-leadership, cultivating a growth mindset with SCGP cultures through workshops and activities like the Enneagram for self-awareness. This leads to better communication, understanding diversity, and flexibility at work. After the Self Lead phase (WE program), participants move on to Team Lead (WE Plus program) focusing on team building, change management, effective communication, coaching, feedback, and prioritization to foster understanding and collaboration within and across teams.
• Self Leadership (WE Program) Emphasizes personal growth through activities like Enneagram for self-awareness. Aims to enhance self-image, communication skills, and adaptability. Encourages understanding diversity in people and environments.
• Team Leadership (WE Plus Program) Focuses on team building and effective communication. Includes change management, coaching, feedback, and prioritization. Promotes collaboration within and across teams for better work outcomes.
• 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. (Cost Saving from Optimization and Quality Improvement = 62 MB/Y)
• AI and Applications : In the fast-paced business world, SCGP values the importance of working swiftly and communicating effectively to align with global trends. Therefore, training programs focus on using various programs like Canva, PowerApp, PowerAutomate, Copilot Studio, and PowerBI to enhance presentation and work efficiency. Additionally, specialized software for engineering and production fields aids in optimizing processes by quickly and accurately calculating and predicting data. Besides, SCGP has GINII (developed from SCG) as AI assistant designed to provide accurate, comprehensive, and actionable answers to queries. It operates with a neutral, professional tone, offering detailed responses that include explanations, examples, and suggestions for further exploration when necessary.
• Digital Transition Programs: In response to the current global necessity, the use of AI is indispensable for enhancing efficiency and effectiveness in both work environments and societal contexts. SCGP is proactively equipping employees with AI knowledge to stay abreast of advancements and utilize AI effectively. This initiative is exemplified through the AI Day 2024 seminar, featuring insights from industry experts and real-world AI applications. Additionally, SCGP's learning platform, OCAP, offers a plethora of digital courses, including Robotic Process Automation (RPA), Python programming, and Cloud data management. By investing in AI education and digital upskilling, SCGP empowers its employees to adapt to the evolving technological landscape. This proactive approach not only enhances individual capabilities but also positions the organization for future success in an AI-driven world.
• Basic Safety : With a focus on workplace safety and the prevention of accidents caused by negligence and lack of awareness, in accordance with the Occupational Health, Safety, and Environment Act of 2011, companies are required to inspect, manage, and plan for safety, occupational health, and environmental conditions in the workplace. This includes providing knowledge, training, and promoting a safety mindset among employees, as well as implementing improvements to various work conditions in compliance with relevant laws. The goal is to prevent accidents and work-related illnesses, while continuously and sustainably promoting workplace safety. This course covers all employees, including contractual or part time employees.

In term of training programs for contractual or part time employees, there are specific courses for operation such as basic safety in operation, basic fire drills and evacuation, and basic requirement: forklift driver training, confined space operation training, work-at-height training.

SCGP is dedicated to promoting and upholding fair, transparent, and human-rights–based labor practices for all employees. These practices align with international labor standards, including the ILO Fundamental Conventions, and comply with the labor laws of every country in which SCGP operates.

Our labor practices are built on three core principles: Living Wage and Fair Compensation, Suitable Working Hours and Working Conditions and Continuous Employee Development.

1. Living Wage and Fair Compensation

   SCGP ensures fair, competitive compensation and benefits that support an adequate standard of living. Wages are determined based on applicable minimum wage laws, industry benchmarks, and labor market data. We uphold the principle of Equal Remuneration, ensuring pay is based on job responsibilities, qualifications, and performance—free from bias related to gender, age, or any other status. SCGP reviews its compensation structure and pay equity at least annually. In addition, we guarantee that all employees receive their statutory rights to leave, holidays, and paid annual vacation in full compliance with applicable laws, supported by a transparent and auditable approval process.

2. Suitable Working Hours and Working Conditions

   SCGP promotes employee well-being and efficiency through ergonomically designed working environments that help prevent occupational illnesses. Working hours are managed in strict compliance with local labor laws and international standards (e.g., SMETA), ensuring normal and maximum working hours do not exceed legal requirements. Employees receive adequate weekly rest days and annual leave. We minimize unnecessary overtime and require that any overtime work be voluntary and compensated according to the law.

3. Continuous Employee Development

   SCGP invests in employee development throughout their career and beyond, including pre-retirement preparation. Our programs aim to enhance skills for job rotation and mobility within SCGP businesses. For pre-retirement readiness, SCGP provides financial literacy resources, supports participation in the provident fund, and offers programs on financial planning, health, and social adaptation—helping employees transition into retirement with stability and a good quality of life.

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. SCGP is committed to fostering the growth of its employees, both in terms of their mindset and career advancement. However, for roles requiring specific skills, SCGP is also open to bringing in talented individuals to complement the existing workforce.
• 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. In addition, the employee's performance evaluation results are used to adjust remuneration accordingly without discrimination based on sex. SCGP has implemented the practice of conducting Performance Dialogues at the end of each year to discuss and evaluate performance, set goals, recognition, remuneration and provide feedback for professional development. Ensuring equal pay for men and women doing equivalent work is achieved through an extensive Performance Management System (PMS). This system starts with the dissemination of Key Performance Indicators (KPIs) from the executive level down to individual performance reviews. Employees participate in Performance Dialogues with their direct supervisors and create Individual Development Plans (IDPs) to address specific competency gaps. Furthermore, a KPI monitoring platform is available to support monthly reviews and follow-ups among supervisors, subordinates, and peers, ensuring fairness, transparency, and non-discrimination in performance evaluations and compensation.
• 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.
• SCGP provides welfare and benefits to its employees: SCGP offers a diverse array of welfare options designed to meet the varying needs of its employees across different age groups. These options include benefits that extend to employees' family members, ensuring a holistic approach to employee well-being like health center, sport complex, mental health services solutions, educational scholarships, and financial aid for children's education. In addition, SCGP implements the funding program to support employees facing critical situations like earthquake. SCGP provides welfare and benefits to its employees:
  • Employees: SCGP offers a diverse array of welfare options designed to meet the varying needs of its employees across different age groups. These options include benefits that extend to employees' family members, ensuring a holistic approach to employee well-being like health center, sport complex, mental health services solutions, educational scholarships, and financial aid for children's education. In addition, SCGP implements the funding program to support employees facing critical situations like earthquake.
  • Pre-retirement Employees: SCGP provides access to financial sessions that can assist employees in managing their savings and investments effectively. SCGP offers provident fund plans to help employees accumulate savings for a secure retirement. SCGP's pre-retirement program is designed to facilitate a smooth transition for employees approaching retirement, emphasizing financial preparedness, health maintenance, and social engagement.
  • Retired Employees: SCGP provides this group with access to medical services through SCGP's healthcare facilities, ensuring continued health support. In addition, SCGP has the “Retirement Employee Club”. This club serves as a platform for retirees to build and maintain relationships, engage in activities, and foster a sense of community. It encourages continued involvement and social interaction post-retirement.
• 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 2025, the employee engagement score changed from a percentage to a rating point system, resulting the average engagement score at 4.21 out of 5.00. (If calculated in percentage = 84.2)

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.

Employee Resource Groups: At SCGP, there are various clubs or Employee Resource Groups (ERGs) based on different interests, such as sports clubs, mindfulness development clubs, and music clubs. Additionally, there is a group of voluntary Master of Ceremony (MC) who works for the company in various events as hosts and facilitators. Each club appoints a president and committee members. The president of each club represents the club in annual meetings with the company's Activity Council to propose improvements in work processes and overall environment, in addition to the company's welfare committee.

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.
• Advertise DEI-supported activities
  • To support DEI in society, SCGP allows an employee to join these activities such as Read for the Blind.

Labor Practice Scope of Commitment: Own operations, contractors and partners

Living wage:

SCGP has set wages and remunerations to be fair and appropriate for the positions for all employees and continuously pays a living wage by considering the following factors:

1. Job responsibilities: Wages are determined based on the level of responsibility and complexity of the tasks required for the position.
2. Experience and skills: The experience and skills of the employees are taken into account when determining wages to ensure that employees with the necessary expertise and skills receive appropriate compensation.
3. Labor market standards: The company considers the prevailing labor market standards to ensure that the wages set are competitive in the labor market.
4. Performance: Employee performance is considered when adjusting wages to ensure that employees with good performance are appropriately rewarded. (More details on Performance Appraisal)
5. Cost of living: The cost of living in the area where the employees work is taken into account to ensure that the wages set are above minimum living wage and sufficient for living in that area.
6. Labor policies and laws: The company adheres to relevant labor policies and laws when determining wages to ensure that the wages set comply with legal requirements.

By considering these factors, the company can effectively set fair and appropriate wages and remunerations with less pay gap for all employee, not discriminated by race, nationality, national or social origin, ethnicity, religion, gender, language, age, skin color, education, social status, culture, tradition or any other status. SCGP considers remuneration to be appropriate based on the factors mentioned above. This is one of the agenda items discussed at the monthly People Committee meetings. Employees can conveniently access information about their remunerations and other benefits through the e-HR system.

Annual leave:

Employees are entitled to annual leave based on Equivalent Service Year (ESY), which refers to the combined experience from external and internal service within the company. This is the criteria for considering the annual leave for employees at all levels. From the time of being employed as a permanent employee until reaching an equivalent service year of x years, employees are entitled to x days of annual leave per year for regular working days. Employees are entitled to receive pay during their annual leave. The employees can check in the Employee Connect application via website or mobile phone how many remaining leave days they have.

Annual leave is granted as follows:

1. In the first year of employment as a permanent employee, the company will calculate the annual leave proportionally based on the length of working days until the end of the calendar year. For the following years, employees will receive annual leave on January 1st.
2. In one calendar year, if employees are unable to use up their annual leave, they can accumulate and carry forward the remaining leave to the following year. However, the accumulated annual leave in each calendar year must not exceed the entitlement according to the company's regulations and personnel management policies. The rights to accumulate leave days up to the annual entitlement is to encourage the use of leave.
3. When employees leave the company and have remaining annual leave, including accumulated annual leave, the company will pay for the remaining annual leave. The payment will be calculated based on the last month's regular salary before leaving the company, except in cases where employees are terminated due to misconduct. In this case, the company will only pay for the accumulated annual leave (if any).

Management Program:

People Committee: The People Committee includes senior executives and members with expertise in human resources, organizational development, and business strategy. This composition ensures a holistic approach to managing the organization's most valuable asset—its people. This committee is responsible for:

1. Talent Acquisition and Retention: Ensuring the organization attracts, retains, and develops top talent.
2. Compensation and Benefits: Overseeing the design and implementation of competitive compensation and benefits structures.
3. Performance Management: Establishing frameworks for evaluating employee performance and ensuring alignment with organizational objectives.
4. Leadership Development: Identifying and nurturing future leaders within the organization.
5. Diversity and Inclusion: Promoting a diverse and inclusive workplace culture.

Working Time: The collection of employee work data includes a time recording system to track the entry and exit times of employees each day, including overtime (OT). This helps ensure that employees do not work beyond the legally mandated hours and that wages are accurately paid based on actual working hours. The managing director or the person appointed by the managing director can determine the working day and time. Normally, the working hours and shifts of employees can be adjusted according to the needs of the job. However, the total working hours must not exceed 48 hours per week.

Welfare: SCGP recognizes the importance of the working conditions for its employees, which is why it has established a Welfare Committee. This committee consists of representatives from various departments to discuss and improve the working environment and communication within the organization. At the same time, SCGP has also formed a labor union to enable employees to propose employment conditions or engage in collective bargaining. These initiatives aim to create a more inclusive and collaborative work environment for the employees. SCGP takes efforts on both collective bargaining and freedom of association because they are crucial for ensuring a fair and balanced employment relationship. They provide employees (100%) with a platform to negotiate for better wages, benefits beyond regulations, improved working conditions, and other benefits. These rights help to create a more equitable and productive workplace, where the concerns and needs of both employers and employees are taken into account. Link: Collective Bargaining & Freedom of Association

Social Protection: SCGP provides various benefits and welfare programs to support employees' physical and mental well-being and ensure the happiness of their families. These programs aim to promote a happier and more fulfilling work experience for employees. Link Employee Support Program/Social Protection

Remarks: SCGP does not have an official layoff or mass termination policy at present. However, decisions regarding workforce reductions or organizational restructuring are made with careful consideration, based on the internal needs and circumstances of the company. SCGP may adjust or manage human resources to align with its strategic and business goals, which could be influenced by economic and market conditions.

However, in cases where an employee decides to resign from the company, consultations will be provided to discuss potential adjustments the company can make to enable the employee to continue working efficiently and happily. If the employee remains resolute in their decision to resign, an Exit Interview will be conducted to gather feedback from the departing employee for further improvements. SCGP firmly believes in the value of individuals.