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To be a leading value-oriented integrated energy company in Asia-Pacific

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Role and Responsibilities of the Human Resources and Remuneration Committee

The Human Resources and Remuneration Committee consists of directors who are appointed by the Board of Directors. Their names are listed below. Executive Vice President-Corporate Administration acts as the Committee’s secretary.

Education / Important Trainings

  • Doctor of Philosophy, International Relations, St. Antony’s College, University of Oxford, United Kingdom
  • Master of Science, International Relations, London School of Economics and Political Science, University of London, United Kingdom
  • Bachelor of Science, Economics and Politics (Upper Second Class Honors), University of Southampton, United Kingdom
  • The National Defence Course, Class 52 (2009), The National Defence College of Thailand
  • Columbia Senior Executive Program (CSEP), Class 123/2007, Columbia Business School, United States of America

Training Related to Roles of a Director

  • Board Matters and Trends (BMT 9/2020), Thai Institute of Directors Association
  • Board Nomination and Compensation Program (BNCP 9/2020), Thai Institute of Directors Association
  • Strategic Board Master Class (SBM 3/2018), Thai Institute of Directors Association
  • Advanced Audit Committee Program (AACP 26/2017), Thai Institute of Directors Association
  • Role of the Chairman Program (RCP 41/2017), Thai Institute of Directors Association
  • National Director Conference (NDC 1/2017), Thai Institute of Directors Association
  • Director Certification Program (DCP 227/2016), Thai Institute of Directors Association
  • Financial Statement for Directors (FSD 31/2016), Thai Institute of Directors Association

Work Experiences in the Previous 5 Years and / or Important Positions

  • 2016 - 2019 Independent Director, EGAT
  • 2015 - 2016 Permanent Secretary, Office of the Permanent Secretary, Ministry of Foreign Affairs

Director / Other Positions at Present

Other Listed Companies

  • 2018 - Present Chairman and Independent Director, Amata VN Public Company Limited

Non-listed Organizations

  • 1 May 2021 - Present Assistant Secretary General for External Relations, The Thai Red Cross Society
  • Jun 2020 - Present Expert Committee Member, Public-Private Partnership Policy Commission
  • 2017 - Present Chairman and Independent Director, CHAMNI’s EYE Company Limited

Notes: EGAT stands for Electricity Generating Authority of Thailand

Education / Important Trainings

  • Barrister-at-Law, Class 33, Institute of Legal Education of the Thai Bar
  • Bachelor of Law, Ramkamheang University
  • Corporate Governance for Directors and Senior Executives of Regulators, State Enterprises and Public Organizations, Class 21, King Prajadhipok’s Institute

Training Related to Roles of a Director

  • Director Accreditation Program (DAP 66/2007), Thai Institute of Directors Association

Work Experiences in the Previous 5 Years and / or Important Positions

  • 2018 - 2019 Independent Director and Audit Committee, Premier Enterprise Public Company Limited
  • 2017 - 2019 Subcommittee on Legal Affairs, Industrial Estate Authority of Thailand
  • 2016 - 2019 Advisory, Board of Directors, Small and Medium Enterprise Development Bank of Thailand

Director / Other Positions at Present

Other Listed Companies

  • 2007 - Present Independent Director and Chairman of Remuneration Nomination and Corporate Committee, Pacific Pipe Public Company Limited

Non-listed Organizations

  • 2019 - Present Director, Executive Director, and Chairman of the Nomination and Remuneration Committee, Small and Medium Enterprise Development Bank of Thailand
  • 2019 - Present Subcommittee on Legal Affairs,Thai Industrial Standards Institute
  • 2018 - Present Professional in Industrial Product Standard Council, Thai Industrial Standards Institute
  • 1997 - Present Managing Director, Pikanate Lawyer Company Limited

Education / Important Trainings

  • Master of Arts, Urban Studies, Long Island University, United States of America
  • Bachelor of Arts (Political Science), Kasetsart University
  • The National Defence Course, Class 61 (2018), The National Defence College of Thailand
  • The Executive Program in Energy Literacy for a Sustainable Future (TEA), Class 7 (2015), Thailand Energy Academy
  • Corporate Governance for Directors and Senior Executives of Regulators, State Enterprises and Public Organizations, Class 10 (2012), King Prajadhipok's Institute
  • E-Government Executive Program (e-GEP), Class 2 (2012), Digital Government Development Agency (Public Organization)
  • Strengthen Ministry Inspector General Skills (2010), Office of the Civil Service Commission and Office of the Permanent Secretary, Prime Minister's Office
  • The Civil Service Executive Development Program: Visionary and Moral Leadership, Program 1, Class 66 (2009), Office of the Civil Service Commission

Training Related to Roles of a Director

  • Director Certification Program (DCP 248/2017), Thai Institute of Directors Association
  • Director Accreditation Program (DAP 142/2017), Thai Institute of Directors Association

Work Experiences in the Previous 5 Years and / or Important Positions

  • 2017 - 2018 Deputy Permanent Secretary, Ministry of Energy
  • 2009 - 2017 Inspector General, Ministry of Energy

Director / Other Positions at Present

Other Listed Companies

  • None

Non-listed Organizations

  • 2019 - Present Director, EGAT
  • 2019 - Present Chairman of the Corporate Governance and Social Responsibility Committee, EGAT
  • 2019 - Present Chairman of the Governor Nomination Committee, EGAT
  • 2019 - Present Chairman of the Deputy Governor and Assistant Governor Nomination Committee, EGAT
  • 2019 - Present Chairman of the Executive Committee, EGAT
  • 2018 - Present Director-General, Department of Energy Business, Ministry of Energy

Notes: EGAT stands for Electricity Generating Authority of Thailand

The Human Resources and Remuneration Committee serves a term of three years. A director who retires by rotation may be re-elected. The Committee reports directly to the Board of Directors. Its authorities and responsibilities as assigned by the Board of Directors cover the entire tasks concerning the management of human resources and remuneration of the Board of Directors, committees, and top executives (including the Chief Executive Officer, Senior Executive Vice President and Executive Vice President).

Duties and Responsibilities of Human Resources and Remuneration Committee

  1. To formulate the Company’s vision and strategies on human resources management of the Company as well as their Management Development Plan.
  2. To review and ensure that size and components of the Board of Directors of the Company are appropriate to cope with changing environment.
  3. To establish the clear, transparent and appropriate policy, criteria and procedure in nominating, selecting, removing or terminating directors and top management of the Company to ensure that management team of the Group have appropriate qualification, knowledge, competency and experiences for the success and effectiveness of the group company’s business operation.
  4. To select and nominate persons with required qualifications to be the director and top management of the Group. Also, specialists are invited to participate in the selection process if necessary at the Company’s expenses.
  5. To prepare succession plan for critical positions and conduct a regular review, by appraising the importance of the position, as well as recruiting and developing potential persons to ensure that the successor has knowledge, experience and other required qualifications that will help drive the effectiveness, efficiency and growth of the business group.
  6. To establish a policy and strategies on compensation which include salary, meeting allowance, daily allowance, bonus and other benefits to directors and top management in the Company’s Group before proposing to the Board of Directors for approval. Consideration and approval will be based on clear and transparent criteria in order to induce, retain and motivate high qualified and high potential human resources.
  7. To formulates effective guidelines, criteria, procedures and process for assessing the performance of the Board of Directors and top management of the Company by comparing to annual goals to be in line with the Company’s business plan as stated in order to review the management’s annual remunerations. The Committee shall take duties, responsibilities, related risks and increases in shareholders’ equity over the long term into consideration.
  8. To disclose the policy related to remuneration as well as amount of remunerations for the Board of Directors and top management in the Company’s annual report.