Human Capital

Labor Practices

Employee Well-Being

To foster a workplace where employees are deeply engaged in their work, IRPC offers industry-leading incentives and welfare benefits. In addition to the standard welfare package and nationally mandated programs, IRPC offers a specialized set of benefits to support employees throughout their career journey, covering life, health, and leisure needs.

IRPC introduced a selectable health insurance program, allowing employees to customize their welfare benefits according to their lifestyle and preferences. This initiative aims to promote a balance between work and family, while enhancing welfare benefits in areas such as culture, sports, leisure, family life, and self-development.

Diversity, Equality and Inclusion

IRPC promotes workforce diversity, equal opportunities, and non-discrimination within our workforce to enhance operations and achieve the goals outlined in our strategies. Our Diversity Policy ensures non-discrimination based on gender, sexual orientation, age, race, nationality, culture, religion, or disability, and fosters an inclusive environment at all levels. The Company has implemented measures to prevent sexual harassment in the workplace; provide leave and benefits for legally registered spouses; promote mental health awareness; and allow employees to request updates to internal documents to reflect their gender identity. Additionally, the Company is committed to advancing women’s career progression by monitoring the annual promotion ratio of female executives within the organization, increasing employment opportunities for persons with disabilities, and promoting participation in the workplace.

Freedom of Association

IRPC supports employees’ rights and freedoms to organize, associate, and engage in collective bargaining, including the establishment of labor unions, as stated in the Employee Relations Policy. The Company strives to maintain communication channels between labor unions and senior management to discuss matters of mutual interest, such as business direction, workforce restructuring, human resource development, career paths, and employee benefits. Meetings are held quarterly, and employees are given opportunities to provide feedback through various channels, such as employee satisfaction surveys. In the event of significant operational changes, the Company ensures that employees are informed in a timely manner.

Human Capital Management

Human Resource Planning

IRPC implements Strategic Workforce Planning (SWP) through a systematic analytical process to ensure that workforce planning is fully aligned with overall business strategies. This approach ensures that the Company has an appropriate recruitment and manpower plan that supports both current key business priorities and future business directions. To develop high-potential employee groups, IRPC establishes and develops a Management Pool, preparing successors for strategic positions, including line management roles and executive positions. This also includes executives assigned to secondment in accordance with the IRPC Group Way of Conduct.

IRPC has appointed the Human Resource and Organization Effectiveness Management Committee (HOMC) and the Human Resource & Organization Effectiveness Development Committee (HODC) to review workforce planning, succession planning, and recruitment processes across all employee levels through regular annual monitoring. The Company has developed competency standards, taking into account key factors that contribute to sustainable succession planning. IRPC appoints the Human Resource & Organization Effectiveness Management Committee (HOMC) and the Human Resource & Organization Effectiveness Development Committee (HODC) to review manpower, succession planning, and the recruitment process at all employee levels. Through annual monitoring, we have developed competency standards while considering other essential factors for sustainable succession. Furthermore, IRPC places importance on sustainably managing succession plans for employees approaching retirement by preparing high-potential employees to assume managerial roles. This is achieved through structured assignments (such as project participation and committee roles) and job rotation to enhance competencies and experience in line with the success profile of future positions.

IRPC recognizes the importance of recruiting high-potential personnel to drive future business growth. As long-term reliance on highly specialized employees may create emerging risks, it is necessary to recruit new-generation talent whose capabilities align with the Company’s future success. Therefore, IRPC manages recruitment by combining internal talent selection with external expert sourcing, while also promoting the development of talent clusters to ensure readiness for vacant positions. In addition, IRPC supports local employment in areas where the Company operates to ensure that operational benefits are fairly distributed to local communities.

IRPC has established recruitment processes and tools, including targeted recruitment strategies for high-potential individuals, structured candidate assessment systems, onboarding programs, and skill development initiatives for new employees. The Company also gathers feedback from younger employees through Engagement Surveys and Culture Surveys to continuously enhance the employee experience.

Human Resource Development

IRPC places great importance on employee personal development training to enhance individual skills and capabilities, with a commitment to providing learning opportunities that build competencies for future demands, including areas such as data analytics and digital innovation.  These development initiatives cover all employee categories in the organization, including full-time, temporary, and contractual staff. The Human Resource Management team has been assigned to conduct a benchmarking study on employee capabilities in leading global companies. This enables IRPC to effectively assess leadership potential and employee competencies for further development, as well as prepare training programs for employees across different business functions to align with organizational needs through various training formats.

To maintain competitiveness in the industry, IRPC has established the “IRPC Development Framework”, which aligns with corporate goals through a Competency-Based Learning approach. The framework supports employees at all levels, from new hires to senior executives, by enhancing knowledge and skills according to their roles and responsibilities. It covers three key areas: Work Competency, Leadership Competency, and Future Skill Development, ensuring employees are comprehensively prepared to drive organizational success.

1. Work competency development is structured based on performance groupings linked to the overall value chain, ensuring employees acquire knowledge and skills relevant to their roles, duties, and responsibilities. Employees are encouraged to pursue continuous self-improvement, enhancing their capabilities to meet professional standards.
2. Leadership Competency focuses on structured development from onboarding to executive leadership, enhancing business acumen and management skills. The LEAD programs (1-5) progressively build leadership capabilities, from self-leadership to corporate strategy. High-potential executives undergo Succession Planning, while senior leaders receive advanced training in partnership with PTT Group to drive organizational growth.
3. Future Skill Development focuses on reskilling and upskilling employees, enhancing social and emotional capabilities (self-awareness, adaptability), cognitive skills (critical thinking, problem-solving), and digital capabilities (such as data analytics and automation). The digital capability program strengthens employees’ proficiency in data analytics and automation, while also preparing them to work confidently with emerging digital tools, platforms, and technologies introduced across the organization. These initiatives are continuously monitored with clearly defined targets to support the development of a high-performing and sustainable workforce.

In addition, IRPC provides targeted training programs to prepare employees to address changes in the industry and climate-related challenges. These include Refresh & Retrain programs on environmental laws, environmental quality monitoring, grievance handling and regulatory compliance, life cycle environmental impact assessment of products, Eco-Efficiency Workshops, and Carbon Footprint for Organization (CFO) training. The CFO training enhances employees’ knowledge and capabilities in greenhouse gas accounting, identification of key emission sources, and the development of appropriate GHG reduction measures, while equipping them with the relevant skills and competencies to respond to evolving climate-related requirements and industry transition. This supports the Company’s transition toward a low-carbon economy and helps mitigate potential negative impacts arising from climate-related transition change.

To achieve these objectives, IRPC incorporates a variety of learning approaches, including:

1. Knowledge Transfer and Networking through internal and external expert communities, enabling employees to learn from peers beyond their routine operations. Participation in professional networks, learning forums, and collaborative platforms supported by the Company provides opportunities for knowledge exchange, capability enhancement, and expansion of professional networks.
2. Coaching and Mentorship to align people development with business objectives, the Company provides coaching and mentoring through the Individual Development Plan (IDP). Coaching supports employees in addressing performance challenges and preparing for new responsibilities, while mentoring enables executives and high-potential employees to benefit from the guidance and experience of senior leaders as they prepare for future leadership roles. In parallel, succession planning focuses on high-performing senior executives to ensure leadership continuity for IRPC’s future growth.

Apart from technical skills development, IRPC also provides training programs to support employee growth and enhance workplace awareness, including:

• Transition programs for retiring employees: IRPC provides targeted training for employees approaching retirement, covering topics such as financial planning, personal wealth management, income tax planning, healthcare benefits, post-retirement health insurance, and income generation after retirement through vocational training.
• Organizational Culture: IRPC integrates organizational culture awareness into its new employee orientation program, based on the “G3” concept: GOOD (Acting responsibly with integrity), GREAT (Keeping pace with the business world), and GROWTH to Success (Courage to achieve success), which reflects the Company’s expected values and behaviors.

Talent Attraction and Retention

IRPC aims to cultivate core organizational values that foster essential behaviors to drive the achievement of its new vision and strategic goals under the “G3” framework: GOOD (Acting responsibly with integrity), GREAT (Keeping pace with the business world), and GROWTH to Success (Courage to achieve success). This framework reflects the Company’s desired organizational culture and behaviors as outlined below.

Performance Management and  Rewarding

IRPC has a systematic performance measurement and evaluation process to support the achievement of business objectives. The process follows a KPI cascading approach, translating Corporate KPIs into Functional KPIs and individual performance targets. Formal performance appraisals are conducted at least twice a year, including a mid-year review to monitor progress and provide development support, and an end-of-year review for final assessment and ratings. Performance assessments cover results (50%), competencies (25%), and behaviors (25%) to provide a comprehensive reflection of performance, with ratings categorized as Excellent, Very Good, Good, Satisfactory, or Needs Improvement. The Human Resources team uses analytical tools such as Leading and Lagging Indicators, Value Tree analysis, and KPI Cascading Tools to visualize and analyze performance metrics effectively.

IRPC’s performance management covers annual evaluations, ongoing feedback, and employee engagement through G3 Assessment peer review based on organizational values and key behaviors, as well as regular one-on-one discussions. These practices help track work performance, support career development, and promote work—life balance. Evaluation data is recorded and approved through the HR system to ensure alignment with performance objectives. Assessment results are also used to design development programs that support employees’ career growth and align with business strategy, ensuring effective and sustainable employee development.

Furthermore, IRPC is committed to developing long-term incentive measures for performance-based rewards, with senior executives’ variable bonuses directly tied to their performance, reflecting the Company’s fair compensation policy linked to both short- and long-term performance outcomes.

Employee Engagement

IRPC has identified five principles to drive employee engagement, categorized into two main groups: Best Employers Differentiators and Foundation. The Best Employers Differentiators include (1) Agility, (2) Engaging Leadership, and (3) Talent Focus. The Foundation principles include (4) The Basics and (5) The Work. These principles aim to generate outcomes in both employee engagement and business performance.

IRPC anticipates the following outcomes from fostering employee engagement:

IRPC conducts an annual employee satisfaction survey to assess employee sentiment and gather feedback on key topics such as job satisfaction, sense of purpose, happiness, and stress level. The insights reflect employees’ genuine voices and are used to enhance human resource management practices, create a work environment that meets employees’ needs, and strengthen overall engagement within the organization.

Employee Engagement Survey Result

These sustained efforts in fostering employee engagement and improving the employee experience have been recognized by Mercer Thailand, with IRPC receiving the “2025 Mercer Thailand Best Employers” award. This prestigious recognition reflects IRPC’s commitment to creating a positive work environment and enhancing the employee experience to strengthen the bond between the organization and its people, which are key factors in driving sustainable business growth.

Internship Opportunities

IRPC Internship Program is designed to prepare students for the rapidly changing world of work and to support youth employment by providing practical work experience in a real workplace environment. Bachelor’s degree students often face challenges in applying theoretical knowledge in practice, while vocational students (Vocational Certificate/Diploma) may have practical skills but lack communication and adaptability in large organizations. This program aims to bridge the gap by equipping participants with both hard skills and soft skills, as well as an understanding of workplace discipline and safety.

The program targets bachelor’s degree students and vocational students (Vocational Certificate/Diploma) and offers on-site internships with either short-term placements of 2-3 months or long-term cooperative education placements of up to 10 months, depending on the curriculum and the hosting department’s requirements. Each year, approximately 120-150 students participate across all education levels. Participants gain practical work experience, professional skill development, career guidance support, and opportunities for full-time employment upon completion. The program also serves as a talent pipeline, providing the Company with qualified future employees in line with our workforce strategy.

Human Capital Return on Invetment

Human Capital Return on Investment is a valuable tool for measuring our profitability in relation to total employee costs. By calculating this metric, which involves excluding non-employee costs from overall operating expenses and determining the resulting operating profitability, we can gain insights into the effectiveness of our investment in human capital, informing strategic decisions related to human resource management for future improvements.