Page 116 - SD RATCH EN

116
Sustainability Report 2020
RATCH Group PCL.
Actions
Compliance with laws and regulations
• Strictly comply with labor and relevant laws and regulations on safety, occupational health and workplace environment and monitor compliance practices (Details appear in Safety and Occupational Health Management Section: Page 96)
• Set employees’ work criteria, corporate rules and regulations in line with labor law and human rights principles.
Quality of life at workplace (More details in Safety and Occupational Health Management Section: Page 96)
• Ensure clean and supportive workplace environment accordingly to the laws and standards on safety and occupational health. Workplace environment indicators are monitored and examined every 6 months, as specified in EIA.
• Apply 5S standards in achieving orderly, safe, clean and positive work environment and the environment that promotes disciplines, unity and contribution from employees at all levels.
Performance
• Review the remuneration structure for greater suitability to positions, experiences and expertise as well as to attract the talented.
Salary
Compared to average minimum wage (times)
Compared to Nonthaburi Province’s minimum wage (times)
Entry-level salary for employees with diploma degrees
1.24
1.20
Salary for employees with diploma degrees and at least 3 years of work at RATCH
1.41
1.37
Entry-level salary for employees with bachelor’s degree
2.28
2.21
• Review overseas-posted employees’ allowances and welfare to fit the cost of living and risks in the countries where they are posted; and prepare assistance in case of emergencies like disease outbreaks, natural disasters and riots.
5. Career stability
Actions
Succession plan
• Competency development plans to find the replacements for mid-level and high-level executives, in support of corporate expansion. They are classified into 2 levels:
1) Succession Planning Management Development: Personnel preparations for
key positions which require leadership and administrative skills
2) Talent Planning Management Development: Personnel preparations for
primary and mid-level executive
Career advancement, rewarding and punishment
• Apply standardized performance evaluation system in rewarding capable employees with impressive performance based on the KPI mutually preset by supervisors and subordinates: improve capabilities that match job assignments; and prepare for career advancement.
• Set clear criteria on appointment, transfer, disciplinary actions and punishments and ensure employees’ acknowledgement