Talent Attraction and Retention
Importance and Mission
The Group is committed to sustainable organizational development by prioritizing its “people”, the foundation of long‑term success. In 2025, the internal assessment approach was enhanced by shifting from the previous Gallup satisfaction survey, which focused on evaluating employees’ “basic satisfaction and fundamental needs” across multiple dimensions to determine whether they received adequate support for their work, to a more comprehensive “Employee Engagement” assessment. This new approach does not measure satisfaction alone but delves into the work experience that directly influences positive behaviors and business outcomes.
The 2025 assessment approach emphasizes the relationship between “the work experience” and “sustainable success”, focusing on three key engagement outcomes:
- Employees feel proud of the organization and speak positively about it to colleagues and external stakeholders
- Employees have the desire to continue contributing to and growing with the organization in the long term
- Employees are willing to put in discretionary effort beyond expectations to help achieve organizational goals
SDGs in the Talent Attraction and Retention
Goals and Performance Highlights
Goals
Performance Highlights 2025
Employee retention rate
Personnel received performance evaluations Male 100% Female 100%
Result of employee satisfaction evaluation is
Employee Engagement Score
Management Approach
The Group, through the Human Resources Department, establishes personnel training plans to ensure that all employees receive the necessary skill and knowledge development required for their roles. Continuous capability enhancement is provided to prepare employees for change. The Group also reviews its training roadmap, which includes both soft skills and technical skills development, ensuring alignment with all employee levels and keeping pace with business transformation, particularly in technologies related to renewable energy, marketing, environment, accounting, and sustainability. This approach strengthens readiness across all functions. On-the-job training is also implemented to ensure employees understand work procedures, perform tasks correctly and safely, and reduce workplace accidents. Success indicators are defined for each relevant training topic.
On 12 November 2025, the Group approved, through a resolution of the Board of Directors, the review of the Human Resource Management Policy and the Human Rights Policy. These policies cover freedom of association and collective bargaining, respecting employees’ rights to form groups, establish welfare committees, or voluntarily join labor unions as representatives in discussions and negotiations on employment conditions. The policies also address the elimination of forced labor and child labor. The Group enforces strict measures prohibiting forced labor, modern slavery, and the employment of child labor below the statutory minimum age in all stages of business operations, including within the supply chain. The policies further emphasize equality and nondiscrimination, ensuring fair and equal treatment for all employees regardless of gender, race, religion, or disability. The Group promotes diversity and inclusion, creating opportunities for all groups, including underrepresented individuals. The Group also ensures fair wages and working hours by establishing a competitive compensation structure that exceeds the legal minimum wage to guarantee a living wage. Working hours and leave entitlements are strictly managed in accordance with labor laws
