Positive and Negative Impacts  

Impact of Issues over Time 

Objectives/ Targets

For 2024, the Human Resources division has outlined a comprehensive strategy and action plan for human resource management and organizational development, centered around the 4R’s framework: Recruit, Retain, Retrain and Redesign. The strategic objectives, implementation approaches, and expected outcomes can be summarized as follows:

Management Approach 

Human Resources Management Policy at PTT

PTT adopts a sustainable human resources management policy, beginning with a strong commitment to respecting labor rights, which are protected by law, as well as human rights. These rights apply equally to all employees within the scope of their work. PTT ensures fair treatment between employers and employees, supports the exercise of these rights by employees, and operates in accordance with international standards, such as the United Nations' “Protect, Respect, and Remedy” Framework for Business and Human Rights, the International Labour Organization, and the OECD Guidelines for Multinational Enterprises. 

In addition, PTT places significant importance on work-life balance by fostering a high quality of life for its employees. The Company prioritizes ensuring stability, safety, and a healthy work environment. PTT offers various communication channels, such as internal announcements, the corporate website, email, and messages from supervisors and managers, so that employees can easily access information related to human resources management. This includes details about policies, regulations, labor relations news, organizational changes, employee benefits, welfare programs, employee engagement initiatives, crisis management protocols, and other important updates. Furthermore, PTT operates a transparent, systematic grievance and complaint management process. Employees are provided with independent channels for submitting complaints, and they are assured that their confidentiality and protection will be maintained. PTT ensures that there will be no negative consequences affecting an employee's work or safety as a result of lodging a complaint. Additionally, the Company implements preventive measures and establishes mechanisms to avoid the recurrence of issues. 

PTT strives to cultivate a mindset in its employees that aligns with the Company’s core SPIRIT values, which include S (Synergy), P (Performance Excellence), I (Innovation), R (Responsibility for Society), I (Integrity & Ethics) and T (Trust & Respect). This mindset is intended to guide employees in becoming not only skilled and virtuous individuals but also responsible members of both the organization and society at large. 

• Synergy: Harnessing collective strength to build partnerships. The focus is on encouraging employees to share knowledge and collaborate, fostering teamwork both within the organization and with external partners. 
• Performance Excellence: Achieving outstanding performance. The goal is to equip employees with the ability to swiftly adapt to change, work with purpose to exceed expectations, and create and deliver maximum value to stakeholders. 
• Innovation: Driving growth through innovation. Employees are encouraged to adopt a positive mindset, actively seek new ideas, think creatively, and apply emerging digital technologies to enhance work efficiency. Continuous learning and self-improvement are core principles. 
• Responsibility for Society: Contributing to the community and environment. Employees are expected to work with awareness of their impact on stakeholders, driving sustainable development. The focus is on fostering businesses that are environmentally conscious and promoting volunteerism for the betterment of society, communities, and the nation. 
• Integrity & Ethics: Upholding the power of integrity. Employees are expected to work with transparency, act with integrity, and adhere to ethical standards, always demonstrating honesty and maintaining high moral values. 
• Trust & Respect: Building trust and mutual respect. Employees are encouraged to foster trust and confidence in collaborative efforts, to give others opportunities, believe in their capabilities, and embrace diversity with openness and respect. 

Governance Structure

PTT’s human resources management structure is supported by various committees at both the management and Board of Directors levels, as outlined below:

Operational Process

PTT recognizes that employees with potential, dedication, capability, and organizational commitment are crucial drivers in helping the Company achieve its business objectives aligned with its vision and mission. As such, PTT places significant importance on fostering a knowledge-based society, developing employees at all levels to be both skilled and virtuous, while promoting leadership, professionalism, and continuous learning throughout their careers. PTT aims to empower employees to contribute to societal and environmental well-being while steering the Company toward sustainable growth. To achieve these objectives, PTT has established the following human resources management processes:

Recruitment and Workforce Planning

PTT has developed a systematic approach to recruitment and selection. The Human Resources Department collaborates closely with business units to assess workforce needs, define job requirements, and determine the qualifications for positions. This ensures that PTT selects candidates with the right skills, knowledge, and potential, aligned with the Company’s evolving business needs. Recruitment is conducted through multiple channels, including PTT’s career website, online job portals, and the official Line account “@PTT Career.” Additionally, PTT has built strong networks with universities, faculty members, students, and alumni associations both within Thailand and abroad. These relationships are nurtured through various annual activities and programs, such as lectures and interactive sessions where PTT employees share their insights and work experiences. These initiatives help promote a clearer understanding of PTT's operations and prepare candidates for the recruitment process. Furthermore, PTT considers the geographical location of applicants, prioritizing those who reside in areas where PTT already operates or in nearby regions. The Company also respects applicants’ preferences for specific work locations, especially when personal or family circumstances are involved. This approach not only supports local employment but also contributes to the long-term sustainability of the employment relationship. 
PTT is committed to enhancing the quality of life for individuals with disabilities. The Company hires persons with disabilities and their caregivers through service contracts, providing them with opportunities to showcase their talents and achieve greater independence. This initiative aligns with the objectives of the Empowerment Of Persons With Disabilities Act, B.E. 2550 (A.D. 2007), and its subsequent amendments, which aim to establish key measures that promote employment and protect the employment rights of individuals with disabilities.

Succession Planning 

PTT has established a comprehensive succession planning process for its executives and leaders, focusing on developing high-potential individuals for key roles. This is achieved by preparing potential executive groups (SEVP Pool, EVP Pool, VP Pool) and potential employee groups (DM Pool), all overseen by the following committees: 

• SEVP Pool (Senior Executive Vice President): Prepared for the role of Senior Executive Vice President by PTT's Human Resources Management Committee. 
• EVP Pool (Executive Vice President): Prepared for the role of Executive Vice President by PTT's Human Resources Management Committee. 
• VP Pool (Vice President): Prepared for the role of Vice President by career path consultants. 
• DM Pool (Department Manager): Prepared for the role of Department Manager by career path consultants. 

PTT conducts an in-depth analysis of the organization’s needs over a 3-year horizon, carefully selecting high-potential employees. Individual development plans are then crafted, with target positions set to ensure readiness for taking on critical leadership roles. In addition, high-potential executives are considered for specialized training programs designed to develop the competencies necessary to align with the organization’s strategic direction and goals. 

Employee Retention and Motivation 

PTT has developed a comprehensive system for compensation, benefits, and employee engagement programs aimed at motivating staff and driving performance. These initiatives include: 

1. Compensation

PTT ensures that employee compensation is set at a level that meets the living wage standard, guaranteeing that salaries are sufficient to cover the basic living expenses of employees and their families, thereby supporting a good quality of life. This compensation structure is designed to enable employees to live with dignity while having enough left over for savings. Salaries are benchmarked against leading companies in the same industry, specifically the oil & gas sector in Thailand. This includes both starting salaries and salary structures across different job levels, ensuring that compensation reflects the responsibilities associated with each position. Employees receive monthly payments on or before the 28th of each month. 

PTT conducts an annual salary review, with adjustments approved by the PTT Public Company Limited Board of Directors. The decision takes into account the Company’s performance, the achievements of the past year, inflation rates, and compensation data from peer companies in the oil & gas industry. Salary increases are determined based on individual performance, with adjustments reflecting the employee's contribution to the Company’s objectives. The minimum salary increase is set above the inflation rate to ensure employees' purchasing power grows over time. Additionally, employees who are promoted to higher roles (promotion increase) are rewarded with salary adjustments to reflect their new responsibilities. 

In addition, PTT maintains a feedback process through the State Enterprise Workers' Union of PTT Public Company Limited, where employee concerns, requests, and expectations are addressed by the Employee Relations Committee. Regular monthly meetings are held, and meeting minutes are shared with all employees for transparency. PTT also conducts an annual employee engagement and satisfaction survey, using the feedback gathered to inform decisions on adjusting compensation. 

2. Provision of Benefits and Entitlements 

PTT offers a comprehensive range of benefits designed to meet employees' basic needs while aligning with industry standards in the Oil & Gas sector and other leading industries. These benefits include: 

• Healthcare benefits with both health insurance and medical services provided directly by PTT, including access to PTT-operated healthcare facilities. Employees and their families can utilize these services at no cost. 
• Emergency loan assistance to help employees in times of financial distress. 
• Annual health screenings and vaccinations to ensure their health and immunity are well-maintained. 
• Provident fund with a variety of investment plans to suit individual needs and preferences. PTT also collaborates with a savings cooperative to offer employees additional services, including deposit accounts and loan options. 
• Benefits for employees working in provincial and overseas locations, which are as follows: 

To motivate employees and reward their dedication, PTT will pay bonuses based on the Company’s performance for the year, according to the rate approved by the PTT Board. Certain employee groups may receive bonuses at different rates, reflecting variations in individual work performance.

4. Programs to Enhance Employees' Quality of Life and Promote Work-Life Balance 

• Flexible Working Hours: Employees have the option to choose their start time between 7:00 AM and 10:00 AM, as long as they complete an 8-hour workday (excluding a 1-hour break). For example, if an employee starts at 7:10 AM, they will finish at 4:10 PM, or if they start at 10:00 AM, they will finish at 7:00 PM. This flexibility allows employees to better manage their work schedules and personal lives. Additionally, there are options for employees to work from locations outside the office (Work from Anywhere).
• Lactation Room: PTT has designated a lactation room in the PTT Medical Department, available for use from 8:00 AM to 5:00 PM.
• On-Site Childcare (PTT Day Care): To support PTT employees, the Company offers a daycare service to reduce the time spent on childcare-related tasks. The PTT Day Care center is designed to provide a safe environment for children and supports their physical, social, and emotional development. It is staffed by trained professionals who meet the required standards for infant and toddler care.
• Workplace Stress Management: PTT offers the “Happy Mind” program, providing psychological counseling to promote mental health for employees and their families. Services are available through a 24/7 hotline, face-to-face consultations, and via Line Chat. 
• Sports & Health Initiative: PTT organizes various sports and wellness activities, including the formation of sports clubs such as tennis, petanque, badminton, and golf. Additionally, there are fitness centers, Thai massage rooms, and swimming pools available for employees and their families. Each year, numerous health-promoting activities are organized to encourage well-being.  

Employee Potential Development 

PTT is dedicated to developing employees' knowledge and skills that are essential to the Company’s business direction, enhancing its competitiveness both now and in the future. This is achieved through career management and continuous knowledge promotion. Career management acts as a key driver for job progression, focusing on competencies, knowledge, experience, and personal qualities. This approach helps employees gain a clear career direction and fosters motivation for self-development. The Company uses a personal development plan based on the 10/20/70 principle, where employees gain 10% of their knowledge and skills through formal training, 20% from guidance and mentoring from supervisors or mentors (Coaching/Mentoring), and 70% from applying what they’ve learned on the job (On the Job Training), along with sharing knowledge and skills within teams and networks. For instance, the HRBP Networking initiative encourages HR employees to share their knowledge and experience in HR practices with others in the PTT Group. In developing employee potential, PTT operates under specific systems and programs as follows:

• Career Management System 
  PTT has implemented a system that focuses on the development of employees to enhance their potential, abilities, and career growth. Employees are supported at various levels by career advisors and the Human Resources Management Committee. At the executive level, development is overseen by the Group Human Resources Collaboration Committee and the PTT Group Management Committee. Supervisors and employees work together to create individual development plans, aimed at enhancing employees' capabilities and advancing their careers.
• PTT Leadership and Learning Institute (PLLI) 
  The PTT Leadership and Learning Institute (PLLI) is dedicated to fostering leadership development and among employees through core programs such as the Leadership Development Program and Core Program. Additionally, it offers specialized training to enhance employees' knowledge and skills in their respective professional fields through Functional Programs, aligning with the organization’s current and future business needs. PLLI focuses on integrating various learning methods tailored to adult learners, based on the principles of Adult Learning. This approach creates a dynamic learning environment where employees can engage in knowledge-sharing and experience exchange. Learning methods include peer-to-peer learning, hands-on practice, and case studies. Moreover, PLLI leverages digital tools to support continuous learning beyond the classroom. The institute has developed a Featured Playlist in the LMS system, categorizing courses for easier access. This enables both supervisors and employees to select courses based on the new core competencies and areas of interest. Customized playlists are also created according to the specific needs of each department and organizational policies, such as digital technology, to support the IDP process for both managers and their teams. 
• Curriculum Structure of the PTT Leadership and Learning Institute 
  The curriculum at the PTT Leadership and Learning Institute is designed to support the development of employees at all levels, from new hires to senior executives. The courses are divided into three main groups:

1. Leadership Development Program: is designed to prepare and fast-track the development of high-potential executives, equipping them with essential skills, knowledge, and capabilities in both people management and business leadership. This is accomplished through the exchange of insights and experiences with globally recognized experts, along with learning from the experiences of senior executives both within and outside the organization. Participants in this program are selected executives identified as high-potential employees based on criteria established by the organization.
2. Core/Functional Program is a mandatory training track aimed at developing the potential of employees across all levels, based on their job role or career path. The program is divided into several categories: Compulsory Courses, Direction/Assignment Courses, Essential Programs, Functional Programs.
3. Elective Program: is designed to develop employees’ potential based on individual needs. It involves a collaborative selection process between supervisors and employees to choose courses that address the employee’s specific development requirements. This includes courses focused on Cultural Education, such as Intercultural Communication for Global Leaders, Cross-Cultural Communication & Collaboration Skills, Japanese Business Manners (Basic Business Etiquette), Chinese Business Manners (Business Etiquette and Practices), etc.

• Knowledge Management and Becoming a Learning Organization
  PTT Group’s knowledge management encompasses individual learning, learning within smaller groups—such as Knowledge Management through Communities of Practice (CoP)—and organization-wide learning, all aimed at fostering a Learning Organization. The Chief Executive Officer and President of PTT, have appointed the Knowledge Management and Values Collaboration Committee to define the direction, policies, and goals for knowledge management across PTT Group. This committee is responsible for driving the creation and application of knowledge assets, enhancing work efficiency, business expansion, value creation, and fostering strong collaboration across PTT Group companies, with a goal of achieving sustainable organizational excellence. The committee meets at least twice a year, or as needed, to discuss and assess key matters. The committee operates through three primary mechanisms:

Performance Evaluation for 2024  

PTT utilizes a Performance Management System (PMS) to effectively manage employee performance, with the goal of ensuring consistent and ongoing positive outcomes. Both executives and employees are required to establish individual performance indicators that align with the organization's five key objectives, which are: 

1. Resilience 
2. Reenergize 
3. Reimagination 
4. Reform 
5. Business as usual 

This also aligns with the six perspectives of the Balanced Scorecard: 

1. Product & Service Outcomes
2. Customer-Focused Outcomes
3. Financial & Market Outcomes
4. Workforce-Focused Outcomes
5. Process Effectiveness Outcomes
6. Leadership Outcomes

1. Working Related KPIs: These indicators are linked to the employee’s specific responsibilities within their department, as well as additional tasks assigned outside of their regular duties such as committee duties. This includes both team-based KPIs, where performance is evaluated collectively (Team-Based KPIs), and individual KPIs, which focus on the employee’s personal responsibilities (Individual KPIs).
2. Behavior KPIs: These assess how individual behaviors align with the organization’s core values, which include:
   • S: Synergy
   • P: Performance Excellence
   • I: Innovation
   • R: Responsibility for Society
   • I: Integrity & Ethics
   • T: Trust & Respect 

Employee Engagement Evaluation

Support for Freedom of Association and Collective Bargaining   

Promotion of Diversity 

PTT strongly opposes any form of discrimination, segregation, exclusion, harassment (sexual and non-sexual), or gender-based restrictions, whether direct or indirect, and without justification. This applies regardless of gender, sexual orientation, ethnicity, religion, language, age, disability, or health status. PTT is committed to maintaining and promoting diversity within its workforce, recognizing the value of exchanging ideas, cultures, perspectives, and experiences. This diversity fosters creativity and innovation, benefiting both the organization and society at large. PTT also places significant emphasis on ensuring fair compensation. To this end, the Company regularly conducts gender pay gap analyses in line with internationally recognized principles, as defined in the Thai Labor Protection Act B.E. 2541 (1998), Section 53. PTT takes proactive measures to close any identified gender pay gaps. Furthermore, PTT offers a variety of training programs, both in classroom settings and through e-learning, covering topics such as Corporate Governance, Anti-Corruption (CG E-learning), Human Rights, Innovation Leadership and Diversity Management, Workforce Diversity Generation Management, and Human Library, available to all employees and executives.  

If employees encounter harassment or discrimination, PTT encourages them to raise complaints through various channels. Employees can submit written complaints to the supervisor of the accused employee, with the option to remain anonymous, or they can file complaints via the Employee Relations Complaint System on the PTT intranet. These mechanisms ensure that any issues can be addressed promptly, preventing them from escalating, and promoting a positive and harmonious relationship between the organization and its employees. 

Complaint and Grievance Procedures

PTT has implemented a structured, transparent, and fair complaint management system for employees. The Company has clearly defined processes, responsibilities, and roles for the relevant departments, which are outlined in the Company’s policies and procedures. Confidentiality is upheld, and human rights principles are respected throughout the process. Employees are informed of these procedures to ensure that anyone filing a complaint is protected from negative consequences related to their job or safety. The focus is on fostering mutual understanding between employees and between employees and the organization. For each complaint, an investigation committee is established, including representatives from the Internal Audit, Legal, Corporate Governance and Compliance, and Human Resources departments. PTT offers several independent channels for employees to file complaints, including complaints through the supervisor of the accused employee, complaints directly to the Human Resources department of each business unit, complaints through the Labor Relations Complaint System, complaints through the Employee Relations Committee, complaints via the Joint Consultation Committee (JCC), and complaints through the State Enterprise Labor Union of PTT Public Company Limited (PTT Labor Union).

Performance Results

Overview of Human Resources Management

The effectiveness of human resources management is reflected in the Human Capital Cost Efficiency Index (HCI) of PTT, which demonstrates the organization’s ability to optimize its human resources for maximum productivity. The HCI index is comprised of three key factors:

1. Employee Capability Development 
2. Employee Engagement with the Organization 
3. Opportunities for On-the-Job Learning and Diverse Work Experiences 

Human Capital Index (HCI) (%) 

Recruitment

In 2024, PTT focused on providing a positive experience and delivering value to employees from the very first point of contact during the recruitment process (Touchpoint), aiming to establish itself as the “Employer of Choice.” This approach helps PTT attract and retain high-potential talent in a sustainable manner. The recruitment process is facilitated through the PTT website, where candidates can engage in the SPIRIT CITY Game to assess how their personal values align with the Company's. Moreover, PTT has actively showcased its organizational values via social media platforms, making it easy for the New Generation of job seekers to connect with the Company. The promotional content has been designed to be concise, modern, and visually appealing, specifically tailored to attract high-potential candidates. PTT also focuses on finding individuals with the right skills for new business ventures or existing operations by building networks and forming partnerships with top-tier universities. Notable initiatives include the PTT Career Roadshow for Business Schools and the PTT Talent Internship Program, which offers talented students from specific academic fields the opportunity to gain hands-on experience in departments with missions that challenge the organization’s vision and goals.

Local Employment Initiatives 

Employee Retention and Motivation 

Voluntary Employee Turnover Rate by Gender (%) 

Voluntary Employee Turnover Rate  by Age (%)

Results of Motivational Initiatives for 2024  are detailed as follows:

Employee Capability Development 

In 2024, PTT organized a best practice exchange on employee well-being across seven companies within the PTT Group—PTT, PTTEP, GC, IRPC, TOP, GPSC, and OR—under the theme Empowering HRBP for Enhancing Employee Well-being. This initiative, along with other key programs, led to significant progress in developing employee skills and capabilities, including:

Key Employee Skill and Capability Development Programs