1.1 Work competency development by grouping of performance linked to the overall work according to value chain to develop employee knowledge and skills to suit their roles, duties and responsibilities. Employees are encouraged to develop their self improvement to build capabilities to meet professional standards. At present, seven competencies have been identified for employee development so that employees will be able to apply new knowledge and skills for optimal performance. 1.2 Leadership Competency focuses on leadership development and business knowledge of employees at each level as follows: • Onboarding development through learning programs in various formats, from the orientation for new employees, self-development, specialized, and common courses, such as QSHE operational approach, including curricula that align with the concept of competency and the required corporate governance principles. • LEAD 1 (Leadership Development Program 1) is designed for entry-level employees to learn basic of business operations and self-knowledge, including teamwork skills (Lead Self). • LEAD 2 (Leadership Development Program 2) is designed for employees to learn about business operations and skills required for effective team leaders (Lead Team). • LEAD 3 (Leadership Development Program 3) is designed specifically for leadership development, focusing on fostering key skills/leader of management team, along with business management program as well as effective leadership role for change management (Lead Function). • VP/LEAD 4 (Junior Executive Leadership Development Program 4) is designed for young executives, focusing on leadership and business for corporate strategic planning (Lead Business). This program includes curricula and seminars offered by external training providers, such as Thailand Management Association (TMA), Center for Creative Leadership (CCL), Sasin’s Senior Executive Program (SEP), Executive Development Program (EDP) of Fiscal Policy Research Institute, King Prajadhipok’s Institute, etc. • LEAD 5 (Executive Leadership Development Program 5) is designed for high-level executives, focusing on leadership and business development for corporate growth (Lead Growth). • Leadership development program for high-caliber executives of employees who are destined for the Next Role. This program fosters Talent Pool Development through Succession Planning. • Programs for senior executive development jointly developed with PTT Group include Leadership (LDP I – III) for executives in the VP/EVP/SEVP Pool. 2. Individual Development IRPC has developed Success Profile framework to build a Management Pool along with Succession Planning that target senior executives who have consistently proven to be highly significant to the company’s business. IRPC has also introduced Individual Development Plan (IDP) to build capabilities that enable employees to perform tasks effectively and achieve goals in their line of work. This is to ensure continuous enhancement of management efficiency in preparation for IRPC’s future growth. 3. Enhance Performance Behavior IRPC has launched the G3 (Good, Great, Growth to Success) to promote desirable performance behaviors among executives at all levels. The campaign is linked to the company’s human resource management systems, including performance management systems, etc., to foster positive behaviors “Good, Great, Growth” in every employee who together can make significant contribution to the success of their work units and the company. Details of the campaign are as follows: 247 Corporate Governance Structure and Important Information about the Board of Directors, Board’s Committees, Executives and Employees 56-1 ONE REPORT 2023
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