Labor Management
Supporting the SDGs Goals
Goal 1:
Goal 3:
Goal 5:
Goal 10:
Goal and Performance Highlights
Goal
Performance
Goal
Performance
Challenges and Opportunities
Following the COVID-19 pandemic, the business environment and economic conditions have undergone rapid changes. Employee capability has become a critical factor in driving organizations toward achieving their goals and ensuring business success. At the same time, employees are placing increasing importance on engaging and attractive work environments.
In response, the Company has implemented a Human Resource Management Policy that emphasizes both talent retention and the recruitment of individuals who possess the necessary competencies and share values aligned with the Company. The policy also promotes knowledge development, job responsibility, and employee well-being to support career advancement and long-term growth in alignment with the organization’s progress.
Management Approach and Value Creation
The concept that people are valuable assets, referred to as “Human Resources,” serves as a driving force behind organizational success. Achieving corporate goals depends on individuals who possess both competence and strong ethical standards. Providing equal opportunities for all employees and ensuring fair treatment in every aspect of human resource management is essential. The company emphasizes a shared commitment to clear objectives and consistently upholds fairness and equity in all HR processes.
Labor Rights Practices
The Company upholds the principles of human rights and strictly prohibits discrimination on the basis of race, skin color, age, gender, sexual orientation, language, religion, education, cultural practices, social status, economic background, or residential status. This commitment also extends to individuals with disabilities, illnesses, or differing political views, in accordance with applicable domestic laws and international standards. The Company is committed to aligning its practices with human rights principles consistent with both legal obligations and internal policies.
The company complies with laws ensuring equal treatment and fair employment practices. It provides opportunities for job candidates based on knowledge and abilities, ensuring fairness in hiring practices. The company does not discriminate based on gender, sexual orientation, age, race, ethnicity, skin color, religion, beliefs, social status, family origin, or political views. It also supports hiring individuals with disabilities or physical impairments for suitable positions. When hiring foreign workers, the company ensures equal treatment in accordance with local laws.
The company does not engage in child labor practices, ensuring compliance with local laws and international labor standards.
The company promotes the dignity of its employees and workers by treating them with respect. It does not engage in or condone any form of abuse, harassment, physical or mental harm, verbal abuse, sexual harassment, coercion, or any other actions that violate the rights and dignity of workers.
Female workers shall not be assigned to work in conditions that may endanger their health and safety. Pregnant employees shall receive adequate protection and benefits as stipulated by law.
The company complies with labor laws regarding compensation, benefits, and other remuneration comparable to industry standards, sufficient for the basic needs of workers and their families.
The company adheres to labor laws regarding working hours, including overtime, rest days, and leave entitlements as provided by law. Overtime and work on rest days shall be voluntary and with the consent of the workers.
The company complies with labor laws related to termination of employment, including criteria for severance pay and other compensations as mandated by law.
The company supports a safe and healthy working environment to enable employees to perform to their full potential without adverse effects on their physical and mental health. This includes establishing welfare committees and occupational health, safety, and environmental committees responsible for management and compliance with relevant labor laws and regulations.
The company promotes respect and acceptance of diversity within the organization, honoring the freedom of expression, participation in negotiations, involvement in various associations, and welcomes complaints or reports related to human rights violations associated with the company. This includes suggestions from employees through the company's various channels.
Our Team Overview
Number of employees for the year 2024
| Company | Male | Female | Total |
|---|---|---|---|
| Ratch Pathana Energy Public Company Limited | 33 | 36 | 69 |
| Sahacogen Green Company Limited | 65 | 25 | 90 |
| Sahagreen Forest Company Limited | 38 | 9 | 47 |
| Total | 139 | 67 | 206 |
| Ratch Pathana Energy Public Company Limited | Sahacogen Green Company Limited | Sahagreen Forest Company Limited | Total | ||||
|---|---|---|---|---|---|---|---|
| Male | Female | Male | Female | Male | Female | ||
| Number of Employees by Age Group | |||||||
| Under 30 years | 9 | 12 | 6 | 1 | 5 | 1 | 34 |
| 30-50 years | 14 | 21 | 55 | 23 | 15 | 6 | 154 |
| Over 50 years | 10 | 3 | 4 | 1 | 1 | 2 | 18 |
| Total | 33 | 36 | 65 | 25 | 38 | 9 | 206 |
| Number of Employees by Position Level | |||||||
| Operational Level | 14 | 15 | 55 | 19 | 31 | 8 | 142 |
| Management Level | 11 | 20 | 10 | 6 | 7 | 1 | 55 |
| Senior Executive Level | 8 | 1 | 0 | 0 | 0 | 0 | 9 |
| Number of Employees by Region | |||||||
| Bangkok | 8 | 10 | 2 | 1 | 0 | 0 | 21 |
| Northern | 6 | 1 | 61 | 24 | 3 | 1 | 96 |
| Eastern | 14 | 19 | 1 | 0 | 3 | 0 | 37 |
| Central | 3 | 1 | 1 | 0 | 30 | 8 | 43 |
| Southern | 0 | 1 | 0 | 0 | 0 | 0 | 1 |
| Northeastern | 2 | 4 | 0 | 0 | 2 | 0 | 8 |
| Total | 33 | 36 | 65 | 25 | 38 | 9 | 206 |
| Number of Employees with Disabilities and/or Elderly | 5 | 0 | 0 | 5 | |||
Human Resource Management
Recruitment and Selection
The Company conducts recruitment and selection through an efficient and fair system to ensure the acquisition of qualified individuals whose competencies align with the job requirements and whose attributes reflect the company’s organizational culture. All employees are encouraged to recognize and respect one another, and equal opportunities are provided regardless of age, race, nationality, religion, gender, gender identity, or any other personal characteristics. The company supports the full potential and inclusive growth of all employees. Moreover, the company recognizes the importance of local employment and adheres to fair and non-discriminatory hiring practices. Preference is given to candidates from local communities when qualifications and experience are equivalent. The Company also promotes training programs to enhance the capabilities of the local workforce, thereby increasing their opportunities for career advancement within the organization. All applicant information is treated with strict confidentiality throughout the recruitment and selection process.
Guidelines for Employment Practices
1. The company does not engage in any form of forced labor in its hiring practices.
2. The company complies with laws and regulations to ensure equal rights for all employees.
3. The company establishes a proper employment system with clear employment contracts that comply with the law and have explicit terms of employment.
4. The company's hiring practices are based on the ability to perform job duties, with work performance taking precedence over personal characteristics.
5. The company promotes the hiring of local labor and creates opportunities for career development to improve the quality of life in the local community Race nationality age gender identity residency status disability as well as political opinions and rights, or any other matters. Additionally, the company prioritizes internal employees with suitable knowledge and qualifications for vacant positions. Only if no internal candidates are selected will the company proceed with external recruitment
Succession Planning Policy
It’s a proactive plan and preparation for the recruitment and selection process. To replace the position "position important work” immediately, with predictions and estimates in advance caused by retirement or the uncontrolled situation. The personnel selected to prepare to be "Successors" will focus on the search for "Talented and good people" within the organization (Build) with knowledge, ability and appropriate qualifications before recruiting from outside. The company has established the process of creating a succession plan as follows:
The Process of Creating a Succession Plan
Moreover, the management team realized the importance of creating executives in order to inherit the highest management position with the following principles.
Managing Salaries, Wages, and Benefit
Ratch Pathana and Affiliates provides salaries and compensation to employees based on principles of justice, corresponding to their job responsibilities and competencies. The opportunity is equivalent for all genders. The compensation is also competitively adjusted in the industry to attract talented individuals to join the firm while motivating current employees to continuously improve their performances. The company also has clear KPIs for evaluating employee performance, creating mutual understanding between supervisors and employees while leading to improvement of work and human resources.
Employee compensation in 2022-2024
| Job category | 2022 | 2023 | 2024 | |||
|---|---|---|---|---|---|---|
| Male | Female | Male | Female | Male | Female | |
| Office and administrative support | 47 | 49 | 52 | 53 | 56 | 60 |
| Operations | 83 | 11 | 79 | 8 | 80 | 9 |
| Number of Elderly Employees | 1 | 60 | 1 | 0 | 1 | 0 |
| Total number of people | 131 | 60 | 132 | 61 | 137 | 69 |
| Total overall | 191 | 193 | 206 | |||
| Male Employee Compensation (Million Baht) | 113.72 | 116.5 | 130 | |||
| Female Employee Compensation (Million Baht) | 82 | 83.5 | 90.5 | |||
| Employee compensation (Million Baht) | 31.7 | 33 | 39.5 | |||
| Contribution to Provident Fund (Million Baht) | 2.9 | 3.6 | 4.3 | |||
| Number of employees participating in the provident fund | 179 | 163 | 172 | |||
| Percentage of employee’s members of the provi-dent fund (%) | 93.71% | 84.46% | 83% | |||
Employee Welfare and Care
The company places great importance on "welfare" and additional benefits to ensure employees work happily. Therefore, it provides welfare benefits that are more than what is legally required and aligned with the changing social, economic conditions, and business needs. These include life insurance for employees, medical expenses for employees and their families, dental care, eye exam costs, shift work allowances, accommodation, travel allowances, and allowances for out-of-town work. Additionally, certificates of appreciation and gifts are given to employees celebrating their 10th and 20th work anniversaries, among other recognitions. These initiatives are designed to boost morale and encourage employees in their work, as well as to strengthen their emotional attachment to the organization. This creates motivation and commitment, leading to both direct and indirect improvements in the company's performance and long-term sustainability.
Employee Assistance Welfare for the year 2024
| Welfare | Ratch Pathana Energy Public Company Limited | Sahacogen Green Company Limited | Sahagreen Forest Company Limited | Total | |||
|---|---|---|---|---|---|---|---|
| Number of Employees | Value (Baht) | Number of Employees | Value (Baht) | Number of Employees | Value (Baht) | ||
| Funeral expenses for relatives | 1 | 11,500 | 1 | 11,000 | 0 | - | 22,500 |
| Marriage | 0 | - | 0 | - | 0 | - | - |
| Child | 1 | 5,000 | 1 | 5,000 | 3 | 15,000 | 25,000 |
| Ordination (referring to the Buddhist ordination process) | 1 | 5,000 | 1 | 5,000 | 0 | - | 10,000 |
| Dental expenses | 19 | 52,735 | 22 | 44,630 | 3 | 7,100 | 104,465 |
| Eyeglasses expenses | 20 | 69,460 | 37 | 141,550 | 13 | 49,770 | 260,780 |
| Illness | 7 | 9,840 | 15 | 14,991 | 5 | 4,450 | 29,281 |
| Total | 49 | 153,535 | 77 | 222,171 | 24 | 76,320 | 452,026 |
Fair Performance Evaluation
The company has an employee performance evaluation system with clear measurement criteria, utilizing Key Performance Indicators (KPIs) to assess work performance and success, as well as Competency assessments. This ensures that both supervisors and employees share a common understanding of the evaluation framework. Additionally, employee development planning is incorporated as one of the Common KPIs for both employees and their supervisors. This approach guarantees equal opportunities for all employees to continuously develop their potential and grow alongside the organization. As a result, performance evaluations not only assess work outcomes but also drive both employee and organizational development simultaneously.
Employee Well-being and Quality of Life
Ratch Pathana and Affiliates firmly believes that managing the well-being and quality of life of its personnel is essential to enabling employees to effectively balance their professional and personal lives. This approach fosters stronger employee engagement and supports their growth alongside the organization. Ratch Pathana group places great importance on enhancing the happiness and overall well-being of all employees—both physically and mentally—throughout their time with the organization and even after retirement. This is achieved through the provision of appropriate welfare and benefits, including:
- Flexible Work Arrangements through the “Work from Anywhere” policy, which covers working from home or other locations, allowing employees to manage their time effectively to balance work and personal life.
- Enhanced Work Environment through the adoption of Microsoft Teams and other enabling technologies to improve convenience and collaboration in the workplace.
- Overtime and Holiday Compensation to ensure fair remuneration for additional work hours.
- Training and Skill Development Support, including coverage of expenses related to professional development programs.
- Employee Engagement Activities, such as company outings, New Year celebrations, Songkran festivities, and other team-building events.
- Workplace Stress Management, including initiatives to promote mental well-being.
- - Encouragement of Breaks During Work Hours to help employees relieve stress and maintain productivity.
- - Access to Counseling Services for stress-related concerns.
- - Communication Support, such as monthly mobile phone allowances.
- Health, life, disability, and accident insurance coverage for employees and their family members
- Additional health care allowances and annual health check-up programs for employees
- Access to fitness facilities (Sport Club) to promote physical wellness
- Get-well gift baskets for employees during periods of illness or hospitalization
- Employee Savings Cooperative
- Childbirth allowance for employees
- Monthly communication support, including mobile phone and internet expenses
- Provident Fund
- Statutory severance pay, in accordance with labor laws
- Access to company vehicles for official use
- Support for travel expenses, including ticket costs for employees on business trips
- Monthly transportation allowance for commuting employees
- Annual public holidays in accordance with traditional practices
- Annual paid vacation leave, equivalent to regular working days
- Paid sick leave, up to 30 days per year, based on actual illness
- Personal leave for private matters, including caring for parents, children, spouses, or relatives who are ill, attending medical appointments or hospitalizations, organizing weddings, attending graduation ceremonies, and other personal events
- Maternity leave for female employees, up to 98 days, with 45 days paid at the regular rate
- Leave for ordination or pilgrimage (e.g., Hajj)
- Bereavement leave, up to 7 consecutive paid days
- Military service leave
- Sterilization leave
- Leave for training or professional development
- Educational leave for further studies
In 2024, the Company implemented a series of initiatives aimed at strengthening employee engagement and retaining talent for long-term organizational growth. These efforts included providing comprehensive welfare programs across multiple dimensions to ensure that employees remain positively connected to the organization. The action plan included the following key activities:
Employee Engagement
Ratch Pathana and Affiliates recognizes that employee potential is critically important to organizational performance. When employees are physically and mentally content with robust health, they can fully demonstrate their working capabilities. Therefore, the company has established various welfare programs and activities to create happiness in the workplace, fostering love and commitment to the organization, promoting positive relationships among colleagues, supervisors, and executives, enhancing employees' physical well-being, and encouraging productive use of leisure time. The company's approach to employee care follows the Happy Workplace principle through six pathways to happiness as follows:
| Happy Workplace | Activity | Targets | Activity Results | Participation Targets | Participation Results |
|---|---|---|---|---|---|
| 1. Happy Health | The Best Healthy Project encourages employees to exercise regularly, promoting good health. | 100% | 100% | 80% | 80% |
| Internal sports competitions within the company group, such as football, badminton, petanque, as well as fun and exciting games, are organized to promote exercise and foster good relationships among employees and business partners. | 80% | 92% | |||
| Annual health check-ups are provided, along with health benefits for employees and their families. | 100% | 100% | |||
| 2. Happy Heart | Provide welfare for visiting employees who are ill and recovering at home or in the hospital. | 100% | 100% | 80% | 100% |
| Provide welfare assistance to employees during outbreaks of diseases or natural disasters, such as the COVID-19 pandemic, floods, storms, and fires, to alleviate their hardships. | |||||
| Ratch Pathana and Affiliates Sharing Project aims to distribute goods to fellow employees and disadvantaged individuals outside the organization. Examples include blood donation, the "Share for Children" project, and the donation of old desk calendars to be used as learning materials for visually impaired individuals, among others. | |||||
| 3. Happy Brain | Ensure continuous development of personnel throughout the year, including both in-house training and external training (Public Training). | 80% | 93.16% | 80% | 97% |
| Promote knowledge through relationship-building activities held annually and knowledge-sharing activities organized regularly every month, such as RPE Talk, etc. | 100% | 100% | 80% | 100% | |
| 4. Happy Soul | Organize a Buddhist water blessing ceremony, Songkran traditional water pouring, and seek blessings from executives during the Songkran festival to preserve and pass on Thai culture. | 100% | 100% | 80% | 98% |
| Arrange volunteer activities within religious sites on important religious occasions throughout the year, such as cleaning temple grounds, offering candles for the Buddhist Lent, and planting trees in temples, among others, to encourage employees to develop compassion, selflessness, and a spirit of giving. | |||||
| 5. Happy Family | A housing loan welfare program with low interest rates in collaboration with the Government Housing Bank to support employees in securing housing and building a warm family. | 100% | 100% | 100% | 100% |
| Establish a provident fund and social security fund for employees as required by law. In addition, financial assistance is provided for other employee and family needs, such as weddings, ordinations, childbirth, etc. | 100% | 100% | |||
| The "Happy Birthday" program is based on the idea that employees are an integral part of the organization's growth. Giving small gestures of happiness, such as having colleagues wish them well on their birthdays, helps employees feel warm and connected, fostering a sense of being part of the organization's family. | 100% | 100% | |||
| New Year activities are organized to create happiness and strengthen the relationship between executives and employees, as well as to show appreciation for their dedication and hard work throughout the past year. | 80% | 92% | |||
| 6. Happy Society | Ratch Pathana and Affiliates United Against Drug Abuse" project aims to raise awareness among employees about the dangers and risks of drug abuse. The company participates in the Drug Prevention and Solution Standards Program (MYS) | 100% | 100% | 100% | 100% |
| Ratch Pathana and Affiliates Volunteer Spirit: The Seed of Goodness" project promotes the organizational culture of instilling in employees the values of being good people with a volunteer spirit for the community. Employees are encouraged to accumulate volunteer hours throughout the year, with rewards given to those who accumulate the most volunteer hours and serve as role models for others in doing good for society. | 100% | 100% |
Employee Engagement Survey
The Company conducts an employee engagement and well-being survey every two years to assess employee sentiment and gather feedback for continuous improvement. The insights obtained are used to enhance organizational development and to design activities that foster greater happiness and engagement among employees. The assessment utilizes the EMO-meter tool, which evaluates two key dimensions:
In 2024, the company conducted a survey to gather employees' opinions on their happiness and engagement with the organization, with 170 employees participating in the survey, accounting for 89.95% of the total workforce. The company set a target happiness and engagement level of 80%.
Summary Table of Employee Happiness and Engagement Assessment Results
| Year | Traget (%) | Assessment results (%) |
|---|---|---|
| 2024 | 80 | 90 |
| 2023 | - | - |
| 2022 | 80 | 87 |
The survey results showed that employees' happiness and engagement with the organization was at 90%, which exceeds the target and represents a significant increase from 2022. These results reflect employees' satisfaction and confidence in the organization, as well as the effectiveness of the company's human resources management policies.
The information from the survey has been used to improve work processes, enhance potential development, and adjust welfare programs to align with employees' needs effectively. This ensures that all employees are happy in their work, take pride in the organization, and are ready to dedicate both their physical and mental efforts to performing their duties to the best of their abilities.
Stakeholders Directly Impacted
Community and Society
