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    • Year :
Performance
Progress against Plan
​Plan ​2015 Targets ​2015 Accomplishents ​Next Steps
Personnel recruitment Recruit employees as planned in 2014 and fill approved positions in 2015. Increase channels for announcing the opening positions e.g. BTS stations to reach target groups.  Recruited employees at 80% according to plan. Recruit employees according to plan (KPI: L5, 80%-100%).
Capacity development
to prepare for future growth at the management level
Manage Leadership Pool via succession planning while keeping in mind the 5-year demand: supply ratio target of 1:1 in 2015. Succession planning for 100% of the succession rate. Prepare succession plans for 80% of the succession rate.
Knowledge sharing within PTT Group
Each functional group/ business unit/ company should exchange knowledge across the Group under the following conditions: organize 1 event per year for more than 200 participants; 2 events per year for more than 100 participants; or 3 events per year for less than 100 participants.
All operational sites were able to share knowledge according to plan, and stored that knowledge in the PTT Group Knowledge Management System. This allowed employees in PTT Group to build upon and utilize all the knowledge shared for further benefits. Each functional group/ business unit/ company should organize knowledge exchanges across the Group at least twice per year.
Knowledge sharing
within PTT Group to increase capacity and create business value
Each functional group/ business unit/ company should report financial and non-financial results gained from utilizing knowledge stored in the system, such as greater time efficiency, KM integration into work processes such as LL, WI, etc.  More than 10,000 million baht in business value generated from application and extension of knowledge sharing within PTT Group Each functional group/ business unit/ company possesses 10 additional Practices/Applied Practices/Lessons Learned, or demonstrates a 10% increase in General/Academy Knowledge to total knowledge assets up to 2015. Showcase financial and non-financial benefits received from utilizing stored knowledge assets, complete with evidence.
Systematic storage of knowledge and experiences from retiring employees, which will be valuable for PTT Group operations  Establish a Retiree Core Team by January 2015 and conduct a Critical Workforce Workshop in order to learn from retiring management. PTT will publish the findings in the Executive Retiree Book, which will be distributed during a Knowledge Sharing event. Gathered knowledge from 27 retirees at the management level in PTT Group, and 5 retirees at the employee level as according to plan, to reduce impacts from loss of knowledge in relevant departments. Stored knowledge in the Executive Retiree Book to pass on knowledge from generation to generation.
 
Recruitment
As PTT’s vision is to be Thai Premier Multinational Energy Company, PTT needs to plan for employee recruitment by screening their knowledge and competency to match job descriptions and type of operation to drive the organization towards targets and the company’s strategic direction. Recruitment is focused on finding employees for positions of high-market demand. In 2014, PTT revised the interview process to use a panel interview approach, where different departments can interview candidates at the same time – shortening the recruitment time for hiring qualified candidates.
 
 
 Long-term target:
 100 %
 Indicator:
 Recruitment rate as planned
 Annual target:
 2013 : 100%
 2014 : 100%
 2015 : 80-100% = L5
 Performance:
 83 %
 78 %
 80%
 
 
Attraction
PTT’s employees are the most important resources driving business success and attaining company goals. In this view, PTT adjusted the entry-level salary and remuneration structure in 2014 by benchmarking with leading oil and gas companies in Thailand and offering flexible benefits to fit the different interests of employees.
Performance assessment
PTT’s employees have individual annual Key Performance Indicators in the Performance Management System, which aligns with department and corporate targets. Line managers must follow up with their subordinates at least twice a year and carry out two-way communication to supervise and support employees as planned. In 2015, all employees set their KPIs and 100% of employees were assessed, where their performances reached established plans and targets.
Human Capital Development
All employees must assess their success profiles and develop their Individual Development Plans (IDP), consisting of training (10), teaching (20), and application (70). The IDP, established by the PTT Leadership and Learning Institute (PLLI), guides employee growth and capacity development at all levels – from entry to management, and provides courses including Orientation, Core Courses, management training courses, and courses that align with the company’s strategy. In 2015, 68.77% of employees developed IDPs, which are also a part of the career management process. At the management level, IDPs enable PTT to have a sufficient supply of qualified management staff to meet organizational demand, where the target ratio is Demand 1: Supply 3.
Complaints and Grievances
PTT strictly adheres to relevant labor laws and regulations in its governance and operations, as evidenced by the alignment between PTT’s internal regulations, requirements, and practice approaches related to human resources, to such laws and regulations. This not only supports good organizational relations, but also results in zero complaints and legal cases on labor issues.
Indicator :
 Number of complaints = 0
Annual target :
2013
Target = 0
2014
Target = 0
2015
Target = 0
Performance :
 1. Received 5 complaints from PTT Joint Consultant Committee (resolved 2 complaints in 2013 and 3 complaints in 2014).
 2. Received 1 complaint via employee grievance system (resolved complaint in 2013).
 
 No complaints
 No complaints that may lead to legal cases on labor practices.
 
Indicator :
 Number of complaints on ethical conduct that were confirmed
Annual target :
2013
Target = 0
2014
Target = 0
2015
Target = 0
Performance :
 0
 0
 0
Knowledge Management
The combination of PTT Group’s Knowledge Management Policy defined by the PTT Group KM Committee; and of efforts by all operational areas whether within PTT or its subsidiaries through various KM Capability Build-up Programs – contribute to the continued increase in knowledge assets and experts within PTT Group. Knowledge assets and experts are able to generate increased business value through cost savings, increase in sales volume, etc. to deliver both financial and non-financial benefits to the organization.
Besides knowledge management within the organization and annual increases in business value, in 2015 the Knowledge Management Team of the Organizational Development Department developed the Knowledge Management Maturity Assessment Survey as a tool to evaluate organizational capacity in knowledge management from various dimensions. The results would be used towards improving efficiency of the knowledge base in business operations, and enhancing competitiveness to transform PTT into a Learning Organization by 2020.
 
 

Performance Management
 
Ms. Witchupa Petchnamkhiew
Plan and Analysis officer
The PMS system enhanced my understanding and helped me grasp the connection between my assignment and each line manager’s assignment. It allows me to see my role in the overall big picture of the company. The COACH KPI system was improved in 2014 to facilitate information input.
 

Career Management
Mr. Krit Imsang
Vice President of Petroleum Business Unit
 
Good planning leads to better chances of success. Human resource planning also prepares the workforce of the company to meet its demand. PTT has a succession planning system for important positions. I had the opportunity to develop myself and learn through challenging assignments. A mentor is available to provide advice and support, which is a very important factor of career development and growth.
 
Ms. Salin Pattanugoon
Human Resource Officer
Main Curriculum Development and Functional Academy Department
 
I would like to thank PTT for giving me the opportunity to do what I love. Human Capital Development is something that organizations give high importance to, and I am proud to have been involved in designing the ‘Core Program’ and setting up the ‘PTT Functional Academy’ to develop employee capacity. Thank you PTT for fulfilling my dreams and for paving the way for my future success.
 
 
 
 
 
Mr. Pattarawit Sae-ong
YP2G 1st batch
Support PTT Co. Ltd. (Cambodia)
 
 
I had excellent experience participating in the YP2G 1st batch Project to operate PTT’s Service Station and Café Amazon in Cambodia. I enjoyed the challenge of working overseas and in a new culture and it completely changed my working life.
 

PTT Leadership and Learning Institute (PLLI)
 
Mr. Nitipat Rinthanalert
Quality System Management Officer
PTT Orientation 
2014/2
 
This orientation is very good as it is filled with useful information related to PTT and issues which new employees need to learn are taught through entertaining games each day. New employees were allowed to visit important operational sites and familiarize themselves with their new workplaces, such as PTT Rayong Gas Separation Plant and Petroleum Terminal at Sriracha.
 
Ms. Pin-absorn Wiriyothai
Plan and Analysis Officer
Orientation 2/2014
 
This curriculum helped me understand the meaning of the ‘SPIRIT’ corporate values and how it can be applied to aspects like teamwork, setting challenging targets, and improving performance efficiency in the workplace. I also learned about the importance of innovation and how it can drive the company’s competitive and sustainable growth.  Apart from achieving excellence, we need to be good people, avoid seeking only personal interests, and respect differences in others.
Mr. Paritut Chayawattana
Measure Instrument and Automatic System Manager
Management Development Program 2 (MDP2) Module Business Management II
 
The curriculum develops management processes from a strategic perspective. It can be applied to develop corporate strategies, and relayed to the workforce to improve work efficiency. 
 
Mr. Kraiyasith Intarapanich
Overseas Logistics Procurement
Management Development Program 3 (MDP3) Module People Management I
 
I learned concepts, principles and tools for translating strategy into results, developing organization talent, performance coaching and driving innovation through case studies. We received practical real-life training through the, “Learning Journal” workshop, so I would like to recommend this curriculum to management level or higher as this curriculum is very useful and can be applied to work.
 
 
Mr. Noppadol Pinsupa,
Executive Vice President
Global Power Synergy Public Co., Ltd.
Leadership Curriculum
Development Program III
(LDP III) Module I
 
I got the opportunity to network, which I think is very important as executives currently lack communication. Creating networks will help work run smoother.
 
Mr. Auttapol Rerkpiboon
Senior Executive Vice President
Sustainability Management and Project Engineering
Leadership Development Program III (LDP III)
Leadership Camp
 
During the camp, I was able to see the application of all 6 elements of the ‘SPIRIT’ corporate values, which shows that it can be applied in the real world and is not just propaganda. The problem is how to use it in all situations and to maintain these values in employees’ daily work lives. If everyone helps each other, PTT can grow even further.
Ms. Nawandee Kijbumrunglarp
Research and Development  and Knowledge Process
Pre-retirement Preparation Curriculum
 
This very useful curriculum taught me how to prepare myself for retirement, which includes topics such as health care, exercise, water yoga, and hands and arms exercises to prevent diseases and exercise the brain. Other preparations include healthy diet, meditation, asset management, and creating a will and living will to prevent issues in the future. Some of these are known to me but I would not have understood it if I did not attend the training. I got to meet other employees in the same age range which also providing a good opportunity to build future networks.
 
Ms. Somprattana Prommakort
Researcher
Happiness in life and happiness at workplace Curriculum
I learned how to be a good listener and speaker. I found my happiness. Moreover, I learned to understand different types of people and how to deal with them. The important thing is to be conscious of our emotions and actions and being a truly generous person will deliver happiness to your professional and personal life.
Mr. Suweeres Laohavanit
Gas Transmission Pipeline
Mini Wisdom Curriculum
 
I learned how to meditate and how to apply Dhamma teachings to my working life. Yoga practices can also be applied in my everyday life. Other practices for meditation include 4 sublime states of mind: loving-kindness, compassion, sympathetic joy and equanimity. This curriculum was conducted using language that is easy to understand and provides guidance for people who have little knowledge of dhamma.
 
Ms. Chompunuut Thangtrakoonkantha
Sales Coordinator
Mini Wisdom Curriculum
 
I learned a better way to mediate, the different truths in life, and how to increase my own happiness. More consciousness from equanimity can enhance happiness at work. Apart from this, I also practiced approaches to live a useful life, reduce carelessness, and how to bring this knowledge on meditation and dhamma to develop greater consciousness in my life. This training should continually be held for those interested in furthering their meditation practices to higher levels.
 
Employee Complaint Management System
 
Ms. Nujarin Sriankoon
General Administrative Officer
Office of the Chief Financial Officer
 
The Employee Complaint Management System provides a convenient channel for employees to send their complaints or comments when they encounter incidents such as trouble while performing duties, or with their supervisors or co-workers. Employees realize the benefit of this system as they feel they are able to report their troubles to the company with the knowledge that their issues will be appropriately resolved. This results in greater employee happiness and higher levels of employee engagement with the company.
 
Recruitment
Mr. Woravit Ukrit
Property and Security Manager
 
The Panel Interview approach is beneficial as it not only allows us to interview more candidates, but enables interviewers from other functions needing candidates with similar qualifications to sit on the recruitment panel as well. This approach shortens the screening process for candidate selection.
 
Mr. Suchat Ramart
Manager, Café Amazon
 
An effective recruitment process enables PTT to recruit talented and qualified candidates for vacancies as needed, and respond to emerging business needs.
 
Knowledge Management
Manager, Oil Business Unit
 
 
 
 
For the Oil Business, the success of Knowledge Management is demonstrated in the daily ‘Morning Talk,’ where employees, experts or problem solvers can share knowledge on problem-solving. The shared knowledge will be stored in KM portal and indicate details of each case e.g. problem, cause, rationale, and evidence, as reference.