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Performance

Progress against Plan

Plan

2018 Targets

2018 Accomplishments

2019 Targets

Personnel recruitment

​Recruit employees at 72% against the plan.

94%

80%

Capacity development to prepare for future growth at the management level

Prepare succession plans for 75% of the succession rate by considering demand and supply period of five year

100%

95%

Knowledge sharing within PTT Group

Each functional group/ business unit/ company should conduct knowledge sharing activities across the Group at least twice a year. (17 sites)s

100%

100%

Knowledge sharing within PTT Group to increase capacity and create business value

Each functional group/ business unit/ company possesses 20 additional Practices/Applied Practices/Lessons Learned, or demonstrates a 10% increase in general/academy knowledge to total knowledge assets up to 2017. Showcase financial and non-financial benefits received from utilizing stored knowledge assets, complete with evidence.

100% (17 Sites)

100%

100%

 

Recruitment

In 2018, PTT has improved e-Recruitment to enhance efficiency of database management and candidates’ profile storage. The improvements include monitoring the progress of each requested position, expansion capacity to carry PTT Group companies and notifications system for applications to view their application status. PTT also improved the process of Onboarding Program resulting in new employee’s quick adjustment on organization culture and response to PTT expectations.



 
 

 

Attraction

2018 Performance on Attraction, as follows:

​Topic ​Progress
​Standardization of criteria for appointment and promotion throughout PTT ​The Employee Engagement score regarding Career Opportunity category  (The score from 2018 of 58% remains the same with 2017)
Adjustment of pay rise policy for promoted employees ​Employee Engagement score under Rewards & Recognition (The score in 2018 increased by 1% compares to 2017; from 59% to 60%)
 

 

Performance assessment

PTT's employees employee needs to identify individual performance indicator annually in the performance evaluation system. The indicators should relate to organization goals and objectives. PTT assigned managers to monitor employees’ performance for at least 3 times per year and communicate with employee constantly to ensure the progress and targets are achieved. Based on manager’s evaluation, all employees have achieved their goals and plans.

Topic​ 2017 Performance (%employees who are required for a performance evaluation) ​ 2018 Performance (%employees who are required for a performance evaluation)
Indicator identification​ 100%​ 100%​
Performance evaluation ​ 100%​ 100%​
 

 

 

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 2018, 84% 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 with a current target ratio is Demand 1: Supply 3.

 

Labor Practices
In 2018, 2,235 PTT employees are members of PTT’s labor union, or 60.4% of total employees.

 

 

Diversity
PTT offers equal opportunities to everyone regardless of race, religion, gender, age, social status, and educational background in order to recruit diverse human capital corresponding to the needs of the organization and of different customers. PTT benefits from its staff’s diversified cultural perspectives and the variety of employees’ capabilities, which serve to broaden the knowledge and perspectives of staff in the teams and foster creativity to the benefits of PTT and wider society.
 


 
 

 

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 : Corruption Cases

 

Indicator: Breaches in Business Compliance

Note: There have been 6 cases of breaches in business compliance in 2018, due to negligence, fact concealment, violations of rules, regulations, or orders of PTT, as well as those intentionally slowed down the performance. PTT has investigated and addressed the issues according to its process.  

 

 

Knowledge Management

Regarding 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.

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 will be used towards improving efficiency of the knowledge base in business operations, and enhancing competitiveness to transform PTT into an organization of learning by 2020.

 

Indicator: KM Assessment Score

 

Indicator: SPIRIT Commitment Score

Target: KM Assessment Score PTT sets the SPIRIT Commitment Score target at 74%* by 2020 

 



 
 Remark: * The Top Quartile of Asia Pacific Commitment Score on average of 5 years