Employees Human Resource Management The company has set a framework for business strategy implementation and reorient business direction by focusing on strength from our internal team. The business expansion starts with our expertise in the current business value chain to exploring new business opportunities to steer the company toward growth in line with our vision and mission to become a sustainable Material and Energy Solutions company. This is achieved by investing for future growth, focusing on collaborating with suppliers, customers, and business partners (JV, M&A, New S-Curve, Startup) both domestically and internationally. IRPC’s human resource development seeks to prepare individual employees and promote desirable performance behavior to support the strategy to achieve the following outcomes: 1. Employee Competency Development In order for IRPC to be competitive in its industrial sector, the company has set the IRPC Development Framework to be in line with the corporate goals, specifically Competency-Based Learning, with the aim to develop employees from new hires to the senior executive level. This consists of developing knowledge and competencies according to their level of responsibilities and functional work group in line with Work Competency, Leadership Competency, and Future Skill development programs (Upskill & Reskill) as follows: Leadership Development Current role (Trained once promoted) Next role (High potential development through succession planning Lead Growth • Growth and innovation incubator Lead Business • Strategy formulation and cascading • Leading change and innovation • Organizational talent development Lead Function • Empowering and delegating • Developing and motivating • Conflict management Lead Team • Team performance enhancement • Team enhancement building • Leading with resilience Leaf Self • Personal Effectiveness and Self-Management • Creative Program Solving • Effective Communication ACCERELATE Upskill and Reskill Foundation WORK competency Networking Networking Executive (PG 15-16) Junior Executive (PG 13-14) Managerial (PG 9-12) Supervisor (PG 7-8) Frontline (PG3-76) LEAD V NEXT4 NEXT3 NEXT2 NEXT1 LDP3 LDP2 LDP1 EVP pool Social & Emotional Innovation • Creativity • Ideation Advanced data analysis Applied data analysis Basic data analysis Personal Learning Agility Mental agility Change agility People agility Results agility Critical Thinking • Decision making • Complex problem solving • Reasoning Digital Complex Cognitive Connecting to Agility Transformation Adaptability Manage Complexity and ambiguity LEAD IV LEAD III LEAD II LEAD I: Onboarding: Learn to swim Source: Korn Ferry, Digital Leadership, World Economic Forum: future of jobs, McKinsey Global institutes, RAND Corporation: Skilled workforce for Oil and Gas industry Work Competency Development Program By Area of expertise SEVP pool IRPC Development Framework 246 Corporate Governance Structure and Important Information about the Board of Directors, Board’s Committees, Executives and Employees IRPC Public Company Limited
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