Human Capital Development
Supporting the SDGs Goals
Goal 4:
Goal 8:
Goal and Performance Highlights
Goal
Performance
Challenges and Opportunities
Ratch Pathana is committed to developing employees at all levels by enhancing their knowledge and capabilities to support the company’s continuous business expansion. At the same time, the company instills core values and organizational culture, which serve as the foundation for unified development and sustainable growth.
Ratch Pathana Group implements an annual training plan based on a thorough training needs analysis. This ensures alignment with employee development goals, organizational strategies and policies, and relevant legal requirements.
As such, internal training programs are designed to focus on skill development tailored to employees’ roles and responsibilities. These programs aim to improve job performance, prepare the organization for change, and support succession planning for key positions. In addition, employees are encouraged to participate in external training courses and professional seminars relevant to their career paths.
Management Approach and Value Creation
Ratch Pathana Group places strong emphasis on human capital, recognizing it as a core resource essential to driving business success. The company is committed to continuously developing the potential, knowledge, and capabilities of its employees to ensure alignment with the organization’s goals, policies, and strategic direction.
Furthermore, employee development in accordance with the annual development plan is established as one of the Common Key Performance Indicators (KPIs) used in performance evaluations—both for individual employees and their supervisors. This approach ensures that all employees are given equal opportunities to enhance their competencies, supporting continuous personal growth and creating pathways for advancement in tandem with the organization’s progress.
Ratch Pathana and Affiliates focus on enhancing employees’ capabilities at all levels. The development plan can be divided into 4 main groups.
Basic knowledge training is courses that focus on providing basic information that is useful for the new employees. The examples are rules, workflow and procedure, quality management, safety standard, occupational health, and environment.
Common skills training is useful for employees in every function. The training topics will cover ethics, morality, honesty, ability to work as a team, communication skills, and decision-making skills.
Core value enhancement courses are aiming to create corporate culture and set the guideline for code of conduct among employees. The examples of the topic covered in this group are positive thinking, innovative ideas, working as a team, entrepreneurship, and proactive work style.
The knowledge and skills development based on job position are focus on developing knowledge Capabilities in accordance with the roles and responsibilities of each position which is divided into 3 groups as follows
- Management: To focus on enhancing the vision, planning view and strategic thinking in conducting business in accordance with the changing situations
- Front Line: To develop knowledge of administrative skills and resources to achieve goals in accordance with the organization policy and create a good atmosphere for working as a team.
- Operation: To enhance knowledge Professional expertise and awareness of customer needs, By promoting personnel development in many ways, such as internal and external training, On-site job training by job position Assignment Coaching by supervisor.
Training and Development Plans for Personnel
In 2024, Ratch Pathana and Affiliates established internal and external training plans which included both classroom (Onsite) and online learning formats. These formats were adjusted to align with changing work patterns, including institutional adjustments to support greater flexibility in working and to better meet the needs of training participants.
The annual training plan consisted of 190 courses with a target implementation rate of 80% of the plan. The company successfully conducted 177 courses, representing 93.16% achievement, exceeding the target by 13.16%, as detailed below:
| Plan (Courses) |
Results (Courses) |
Achievement (%) |
Total Expenses (Baht) |
|
|---|---|---|---|---|
| Ratch Pathana Energy Public Company Limited | 69 | 64 | 92.75 | 1,736,325.00 |
| Sahacogen Green Company Limited | 82 | 76 | 92.68 | 383,142 |
| Sahagreen Forest Company Limited | 39 | 37 | 94.87 | 211,584 |
| Total | 190 | 177 | 93.16 | 2,321,051.00 |
Training Summary of Ratch Pathana and Affiliates 2024
Employees who received development training
Male
127 persons
Female
70 persons
| Topic | Ratch Pathana Energy Public Company Limited | Sahacogen Green Company Limited | Sahagreen Forest Company Limited | Total |
|---|---|---|---|---|
| Training course type | ||||
| Standard Training Course | 11 | 16 | 15 | 42 |
| Managerial Training Course | 8 | 11 | 2 | 21 |
| Specific Training Course | 45 | 49 | 20 | 114 |
| Total | 64 | 76 | 37 | 177 |
| Number of participants | ||||
| Manager level | 18 | 5 | 1 | 24 |
| Department head level | 17 | 14 | 7 | 38 |
| Supervisor / Engineer level | 8 | 7 | 6 | 21 |
| Officer / staff level | 17 | 64 | 33 | 114 |
| Total | 60 | 90 | 47 | 197 |
| Hours in training | ||||
| Manager level (per person/per year) | 74.81 | 66 | 112 | 84.27 |
| Department head level (per person/per year) | 65 | 69 | 78.14 | 70.71 |
| Supervisor / Engineer level (per person/per year) | 94.25 | 84.71 | 42.17 | 73.71 |
| Officer / staff level (per person/per year) | 71.11 | 28.95 | 52.56 | 50.87 |
| Average hour (per person/per year) | 76.29 | 62.17 | 56.3 | 69.89 |
| Training and development expenses (Baht) | 1,736,325 | 383,142 | 211,584 | 2,321,051 |
Individual Development Plan (IDP)
In addition to employee development through training, Ratch Pathana and its Affiliates recognize the importance of continuous development. Therefore, an Individual Development Plan (IDP) has been established as a framework to enhance employees' knowledge, skills, and work behaviors, enabling them to achieve set goals. The IDP also aims to promote career growth by identifying and leveraging strengths while addressing weaknesses. Topics are determined collaboratively by supervisors and employees.
In 2024, 175 employees participated in the Individual Development Plan (IDP) program, representing 86.63% of the total workforce. The program covered 307 development topics. Based on employee development assessment and monitoring, more than 60% of participants showed a clear improvement.
| IDP | Ratch Pathana Energy Public Company Limited | Sahacogen Green Company Limited | Sahagreen Forest Company Limited | Total |
|---|---|---|---|---|
| Number of employees | 42 | 88 | 45 | 175 |
| Topics | 91 | 148 | 68 | 307 |
Employee Development Initiatives
Promoting Internal Knowledge Transfer through Employee Trainers
Employees across different departments possess valuable knowledge and expertise in their respective fields and roles that benefit the organization. The company has encouraged employees to serve as internal trainers and conduct training sessions or knowledge transfer for fellow employees within the company. Regular knowledge sharing and exchange sessions within departments have also been established.
Cultivating Organizational Core Values
Ratch Pathana and Affiliates has established the organizational core values "PITEP" as guiding principles. These values are essential in shaping the corporate culture and defining the unique identity of Ratch Pattana Group employees. In promoting and developing personnel under the "PITEP" core values, the company has emphasized the concept of employees clearly establishing shared work goals, implementing teamwork principles to achieve set targets, and measuring concrete results at both team and individual levels.
During the past year, the company has supported employees in recognizing and understanding behaviors that align with the "PITEP" core values through various channels including monthly newsletters, announcement boards, the intranet system, and through participatory activities, such as:
Core Value Promotion Activities and Anti-Corruption Awareness (CAC) across all Ratch Pattana Group locations
Core Value Man 2024 Activity
Organizational Knowledge Development and Management (Knowledge Management)
Long-term personnel development involves more than just organizational provision; the key is encouraging employees to cultivate a mindset that values learning for self-development. The company has implemented information technology systems to enhance efficiency and promote knowledge management within the organization through "Knowledge Management Sharing." This platform allows employees from all departments to share essential operational knowledge in a central repository, creating a knowledge base that is easily accessible to employees at all levels.
Developing Management and Leadership Capabilities
To effectively implement policies, management and supervisors are the most crucial mechanisms for connecting with employees, both in terms of providing care and setting good examples. Therefore, Ratch Pattana Group focuses on developing supervisors to be aware of and skilled in personnel management within their departments. This includes task delegation, coaching, performance evaluation management, creating individual development plans according to Training Road Maps, and supporting continuous learning and development for employees at all levels. The company also provides opportunities for employees to transfer between departments to enhance learning and gain more diverse work experiences, enabling them to handle all types of future challenges.
Preparing Personnel for Change
In the current global business and economic environment, there are opportunities, obstacles, and limitations to the company's sustainable growth. Ratch Pattana Group therefore emphasizes preparing employees to be ready and adaptable to change, maintaining flexibility and agility, and being prepared to work in all areas and situations. Employees are encouraged to express correct and creative opinions, honor professionalism, and strictly adhere to business ethics. This ensures they are recognized as good employees and citizens of their communities, society, and country, regardless of which region of the world they are assigned to work in.
Creating Motivation and Inspiration for Employees
The company places importance on creating motivation and inspiration to drive employees toward better performance. Beyond employees' self-motivation, the leadership of senior executives serves as another source of inspiration for employee achievement. These senior executives lead in motivating, inspiring, and mentoring employees at subordinate levels.
To ensure that the various personnel development approaches mentioned above are truly efficient and effective, measurement and evaluation methods have been established. Supervisors have been assigned to participate in promoting and monitoring the potential of personnel under their supervision. This ensures that supervisors at all levels within Ratch Pattana Group do not neglect and continue to place importance on consistent personnel development. This is divided into three main components:
Knowledge
Measuring classroom learning outcomes to compare before and after training. This component is conducted by the Human Resource Management and Development section to ensure employees have knowledge and understanding of the training topics and can apply them beneficially. Evaluation is done through:
- Pre-test / Post-test assessments
- Question-answer interviews with employees
Skills
Measuring practical performance to ensure employees have sufficient skills and can perform duties under their responsibilities. This component is conducted by supervisors, with evaluation through:
- Close monitoring and observation by instructors or supervisors
- Testing through assignment of actual work practice
Behavior
This dimension measures behavioral aspects by defining competencies, providing definitions to describe expected behaviors, and assigning scores. Evaluation is conducted directly by supervisors and involves assessing employees' demonstration of expected behaviors against predefined competencies and behaviors.
Stakeholders Directly Impacted
Employees
