Background and importance

Employee development has become more important nowadays in both public and private sectors. This can be seen in several organizations, as the upper-level managers expect knowledge, skills, and qualifications to enhance capabilities of employees. Therefore, high level managers expect people development to evolve according to the everchanging current socioeconomic conditions.
Polynet Company Limited (corporation) recognizes the importance of people development in driving the business to sustainable growth. We have adopted a tool, so called “Competency,” to translate the organization direction into the strategic and continuous people management and capability development. The company has determined our core and managerial competency and skills based on our vision, mission, and strategy, as well as task-specific skills, to be a direction for people development and efficiency improvement. Furthermore, high-level managers are aware of the significance of personnel and employees as a main factor to drive competitive advantages. As a result, we developed talent management and succession plans, with a goal to attract and retain capable and moral employees, with high ability and potential. This will support the sustainable growth of the organization and will prevent the scarce of talent in positions critical to business success in the future.

Therefore, people development strategy of Polynet Company Limited (Corporation) emphasizes the recruitment and selection, training and development, performance evaluation, and talent attraction to retain capable and moral employees and ensure their well-being.

1

As a guideline to improve internal personnel. To be a guideline in the development of personnel within the organization to be able to perform tasks efficiently

2

As a guideline for personnel development and training both internally and externally.

3

As a guideline for the board of directors in improving the company’s employees.

4

To retain and motivate te highly productive employees

Personnel development strategy

Recruiting strategy

Strategy for recruiting highly skilled workers to work with the company is to start with actively searching for highly effective individuals. Past performance is the indicator to gauge one’s competency and as a way to recruit new employees.

Employee training and development strategy

The company has built a learning center to use as a facility to train both production and office workers to improve basic skills. These improvements include on the job training and outside development such as personal development courses. Other activities than formal training courses are encouraging self development in order for each individual to improve his/her own skill set according to the company's training roadmap, such as basic knowledge, hard skill, soft skills.

Employee training and development strategy

2020 2021 2022 2023
Average number of training hours of employees (hours/person/year) 16 11 9 6
Expenses for training and development (Baht) 102,175 56,700 151,700 275,161

Retaining strategy

In order to retain high performance employees, the company has made and adhered to the strategy for making the work challenging and rewarding by making a roadmap for each employee’s career path. Beside promotions, the company’s strategy includes yearly training, evaluation and follow up on those trainings. The company also re-organize highly performing individuals to their suitable positions in order to challenge and promote career growth for those highly performing individuals. The company also prepares those individuals from the talent pool to be successors in the higher level management.

Strategy for knowledge management

From the company’s policy on improving the company’s personnel ranging from upper management to entry-level position by introducing internal and external training. This also includes on the job training and self-learning coaching following the aforementioned coaching strategy that goes together with their career path. Those training and strategy follows international standards. The company appointed an internal trainer+ divided into trainer by position and trainer by responsibilities in order to make the training follow international standards on systematically improving employees. There is also a plan to compile knowledge from each individual and documents to make it accessible to every person in the company. Each department will be responsible for aggregating and compiling their own knowledge base and providing support.

Corporate culture enhancement

Learning Center

The company prioritizes career development from entering the company to being a full time employee. In order to make employees knowledgeable, the company has built an internal training facility for basic knowledge about the company such as company history, product information, safety rules, etc. The learning curriculum follows 70:20:10 mode through hands-on training in order to make the activity engaging. This has been proven to promote learning better than in-class lessons.

Internal Trainer

The internal trainer could be grouped into by level trainer and by responsibilities. The trainers are being trained through “Train the trainer” curriculum such as Control and On the Job training to enable the trainee to act as a trainer in on the job training situations. The company has created such curriculum such as forklift operation, search and Completely Check Completely Find-Out (CCCF), chemical safety training, competency evaluation, etc.

Corporate Culture

Systematically approach to performance is a tool to convert the company’s strategy to personnel’s development. It is the foundation to human resource management and directing the company’s approach to improving employee’s skills. The company has brought “Competency model” into the company and adapted it to recruit prospective employees and develop existing employees to increase everyone’s productivity, which consists of 7 core cultures. The core culture is being adapted to the upper management and employees for everyone in which the trainer is from the aforementioned trainer training program.

Corporate Culture

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