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SOCIAL STRATEGY

“People Excellence”

This strategy aims to foster engagement with both internal and external stakeholders, grounded in human rights principles. It is committed to comprehensive social development by enhancing skill development and improving the work capacity of human resources. It emphasizes creating a conducive environment for employees’ quality of life, considering safety in operational processes and the delivery of products and services. Additionally, it involves active participation in community and societal care in both crisis situations and normal conditions.

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Goals and Performance

Human Resource Management

Goals
2024 Performance
  • Maintain the level of engagement with the organization of employees at least 80%.
  • The employee engagement level was 82.07%, meeting the target.
  • There were no complaints regarding labor practices among employees, and no labor disputes.
  • Developed a happy organization at work for employees through Triple i B-Happy activity by incorporating employee survey results to ensure the activity aligned with their needs.
  • Welfare benefits were allocated based on employee proposals, such as supporting sports activities of interest to employees and improving warehouse relaxation areas.
  • Zero human rights complaints.
  • Zero human rights complaints.
  • The results of the Human Rights Due Diligence (HRDD) found that all risks were low, and adequate measures were in place to cope with them.
  • The Group therefore holds the election of the Workplace Welfare Committee as the representative of employees in consultation with employers have been defined under the Labor Protection. Employees are allowed to participate in suggestions on guidelines for providing benefits for employees. The Group requires the Workplace Welfare Committee to meet at least once a quarter.
  • Employee turnover rate to be less than 10% by 2027.
  • Employee turnover rate was 15%.
  • The new hire rate was 35.0%, an increase of 12.1% from 2023, reflecting the Group’s business growth.

Goals and Performance

Human Resource Management

Goals
  • Maintain the level of engagement with the organization of employees at least 80%.
  • Zero human rights complaints.
  • Employee turnover rate to be less than 10% by 2027.
2024 Performance
  • The employee engagement level was 82.07%, meeting the target.
  • There were no complaints regarding labor practices among employees, and no labor disputes.
  • Developed a happy organization at work for employees through Triple i B-Happy activity by incorporating employee survey results to ensure the activity aligned with their needs.
  • Welfare benefits were allocated based on employee proposals, such as supporting sports activities of interest to employees and improving warehouse relaxation areas.
  • Zero human rights complaints.
  • The results of the Human Rights Due Diligence (HRDD) found that all risks were low, and adequate measures were in place to cope with them.
  • The Group therefore holds the election of the Workplace Welfare Committee as the representative of employees in consultation with employers have been defined under the Labor Protection. Employees are allowed to participate in suggestions on guidelines for providing benefits for employees. The Group requires the Workplace Welfare Committee to meet at least once a quarter.
  • Employee turnover rate was 15%.
  • The new hire rate was 35.0%, an increase of 12.1% from 2023, reflecting the Group’s business growth.

Human Resource Development

Goals
2024 Performance
  • The proportion of employees who have undergone compulsory training/review is 100%.
  • The proportion of employees who have undergone compulsory training/review was 100%, meeting the target.
  • Created an annual training plan based on skill development needs analysis at the individual, departmental, and organizational levels. The training plans across the Group have been integrated to ensure alignment.
  • The Group reviewed the succession plan, expanded the scope of successor selection for mid-level management, and planned budgets for the Successor Development Program for all positions.
  • The level of competence and skills of employees in responding to customers is at least 80%.
  • The level of competence and skills of employees in responding to customers was 90%, meeting the target.
  • 100% of the employees who attended the training achieved a minimum score of 80% on the Post-Test. (Only for courses with Post-Test).
  • All of the employees who attended the training achieved a minimum score of 80% on the Post-Test, meeting the target.

Human Resource Development

Goals
  • The proportion of employees who have undergone compulsory training/review is 100%.
  • The level of competence and skills of employees in responding to customers is at least 80%.
  • 100% of the employees who attended the training achieved a minimum score of 80% on the Post-Test. (Only for courses with Post-Test).
2024 Performance
  • The proportion of employees who have undergone compulsory training/review was 100%, meeting the target.
  • Created an annual training plan based on skill development needs analysis at the individual, departmental, and organizational levels. The training plans across the Group have been integrated to ensure alignment.
  • The Group reviewed the succession plan, expanded the scope of successor selection for mid-level management, and planned budgets for the Successor Development Program for all positions.
  • The level of competence and skills of employees in responding to customers was 90%, meeting the target.
  • All of the employees who attended the training achieved a minimum score of 80% on the Post-Test, meeting the target.

Workplace Safety Management

Goals
2024 Performance
  • Implementation of an occupational health and safety system across all units within the Group.
  • The Group announced the Safety, Occupational Health, and Workplace Environment Policy that covers all aspects of operations.
  • Hazchem Logistics Management Co., Ltd., a subsidiary, achieved certification for the Occupational Health and Safety Management System under ISO 45001:2018.
  • A total of 3,761 employees (headcount includes duplicates) attended 40 courses of safety training.
  • The Group provided safety training to 2,834 suppliers (headcount includes duplicates).
  • The Group provided influenza vaccinations covering 4 strains to employees.
  • The Business Continuity Plan (BCP) has been updated to include an Emergency Response Plan for Epidemics and Emerging Diseases, aimed at prevention, preparedness, and impact mitigation.
  • Zero Lost Time Injuries Frequency Rate (LTIFR) among employees and partners operating in the Group’s facilities.
  • Lost Time Injuries Frequency Rate (LTIFR) among employees operating in the Group’s facilities was 4.73 cases/million hours worked
  • Lost Time Injuries Frequency Rate (LTIFR) among partners operating in the Group’s facilities was zero case/million hours worked.
  • The number of occupational fatalities is zero
  • There was no occupational fatality.

Workplace Safety Management

Goals
  • Implementation of an occupational health and safety system across all units within the Group.
  • Zero Lost Time Injuries Frequency Rate (LTIFR) among employees and partners operating in the Group’s facilities.
  • The number of occupational fatalities is zero
2024 Performance
  • The Group announced the Safety, Occupational Health, and Workplace Environment Policy that covers all aspects of operations.
  • Hazchem Logistics Management Co., Ltd., a subsidiary, achieved certification for the Occupational Health and Safety Management System under ISO 45001:2018.
  • A total of 3,761 employees (headcount includes duplicates) attended 40 courses of safety training.
  • The Group provided safety training to 2,834 suppliers (headcount includes duplicates).
  • The Group provided influenza vaccinations covering 4 strains to employees.
  • The Business Continuity Plan (BCP) has been updated to include an Emergency Response Plan for Epidemics and Emerging Diseases, aimed at prevention, preparedness, and impact mitigation.
  • Lost Time Injuries Frequency Rate (LTIFR) among employees operating in the Group’s facilities was 4.73 cases/million hours worked
  • Lost Time Injuries Frequency Rate (LTIFR) among partners operating in the Group’s facilities was zero case/million hours worked.
  • There was no occupational fatality.

Community and Social Engagement

Goals
2024 Performance
  • The impact of business operations on the community and the environment is surveyed at least once a year.
  • The survey on the impact of business operations on the community and the environment was further expanded in 2024 beyond the 2023 scope, covering four sites across all operational areas.
  • The negative impact of business operations on the community and the environment is zero.
  • Surveys conducted across all operational sites revealed no negative impacts on surrounding communities and the environment.
  • The number of community complaints is zero.
  • Zero community complaints.
  • The number of beneficiaries from the CSR projects is at least 5,000 cases a year.
  • The Group implemented 24 CSR projects, benefiting 17,257 people.
  • The Group established strategies and focus areas for community and social engagement, divided into two key strategies as follows:
    1. Promotion of raising Thai logistics industry standards includes the dissemination of logistics knowledge and support for access to standardized logistics services.
    2. Creation of the well-being of people in the community and society through public benefit activities includes improvement of the quality of life of the community, activities to support children and youth, and other forms of public benefit activities.
  • The Group has signed a Memorandum of Understanding (MOU) with the College of Logistics and Supply Chain, Suan Sunandha Rajabhat University and launched a pilot internship program to provide career-building opportunities for students, with the aim of offering future employment opportunities with the company.
  • The number of employee volunteering hours increases every year.
  • The Group recorded 2,119 volunteer hours in 2024, the first year such data was systematically tracked.

Community and Social Engagement

Goals
  • The impact of business operations on the community and the environment is surveyed at least once a year.
  • The negative impact of business operations on the community and the environment is zero.
  • The number of community complaints is zero.
  • The number of beneficiaries from the CSR projects is at least 5,000 cases a year.
  • The number of employee volunteering hours increases every year.
2024 Performance
  • The survey on the impact of business operations on the community and the environment was further expanded in 2024 beyond the 2023 scope, covering four sites across all operational areas.
  • Surveys conducted across all operational sites revealed no negative impacts on surrounding communities and the environment.
  • Zero community complaints.
  • The Group implemented 24 CSR projects, benefiting 17,257 people.
  • The Group established strategies and focus areas for community and social engagement, divided into two key strategies as follows:
    1. Promotion of raising Thai logistics industry standards includes the dissemination of logistics knowledge and support for access to standardized logistics services.
    2. Creation of the well-being of people in the community and society through public benefit activities includes improvement of the quality of life of the community, activities to support children and youth, and other forms of public benefit activities.
  • The Group has signed a Memorandum of Understanding (MOU) with the College of Logistics and Supply Chain, Suan Sunandha Rajabhat University and launched a pilot internship program to provide career-building opportunities for students, with the aim of offering future employment opportunities with the company.
  • The Group recorded 2,119 volunteer hours in 2024, the first year such data was systematically tracked.