Human Resource Development and Well-Being
Supporting the Sustainable Development Goals
Plan B believes that people are the driving force behind sustainable growth. Investing in the potential of employees is therefore a vital and ongoing mission, particularly in an era where businesses are shaped by emerging technologies, evolving consumer behaviors, and diverse ways of working.
The Company is committed to strengthening skills and adaptability across all levels of employees, guided by the PLANB Core Value and Brand DNA. This approach fosters organizational engagement while cultivating a culture that upholds the principles of Long-Term Sustainable Value.
Goals and Performance Highlights
| Sustainability Targets | 2025 Performance | |
|---|---|---|
| Long-term (2026–2030) | Short-term (2026) | |
| Maintain an employee engagement rate of at least 90%. | Maintain an employee engagement rate of at least 90%. | Employee engagement rate at 89%. |
| Employee engagement survey response rate of 100%. | Employee engagement survey response rate of at least 95%. | Employee engagement survey response rate at 96%. |
| Promote and increase employee participation in training and skill development. | Promote and increase employee participation in training and skill development. | Every employee received performance appraisal and human resource potential development. |
| Cultivate an open feedback corporate culture within the organization. | Organize internal activities to promote corporate culture. | Average training hours per employee increased by 39% compared to the previous year. |
| 100% of employees were informed of individual KPIs aligned with organizational goals. | ||
Goals and Performance Highlights
Commitment, Challenge and Opportunity
Commitment
- Plan B believes that people are the cornerstone of sustainable growth. The Company is committed to developing the potential of employees at all levels, enhancing skills in line with business transformation, and creating a work environment that promotes engagement, work-life balance, as well as employee health, safety, and well-being.
Challenges
- Adapting to technological advancements and new ways of working
- Meeting rising employee expectations in terms of compensation, benefits, and career development
- Attracting and retaining talented employees amidst increasing competition in the labor market
Opportunities
- Driving reskilling and upskilling, particularly in digital and AI capabilities, to enhance efficiency and innovation
- Building a strong organizational culture that connects employees with corporate values and long-term sustainability
- Strengthening engagement and workplace happiness to improve productivity and reduce turnover
In an era where the business world faces rapid dynamics and change—driven by technological advancements, shifting consumer behaviors, and new-normal work trends, the Company recognizes that Human Resources are the most vital heart in driving business growth. Employees must be developed to enhance their capabilities, ensuring they are ready to adapt and handle every challenge efficiently with flexibility and limitless potential.
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Driving the Organization through Values and Work Culture
- Plan B places the highest importance on human resource development at all levels, focusing on enhancing employee potential alongside building engagement with PLANB Core Values and Brand DNA.
- The Company invests in developing personnel capabilities to create human resources that are valuable to society by instilling the "AGILE" core values, which consist of: Active, Growth, Innovation, Leadership, and Expert. These serve as the foundation for creating long-term value and sustainability for the organization
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Potential Development and Succession Management
- The Company has designed continuous learning and Upskill Programs for both employees and corporate leaders to promote lifelong learning.
- To prepare for the future, the Company has established a Succession and Career Development Program to develop high-potential personnel (Talent) in alignment with their Career Paths.
- The Company has set a challenging strategic goal, stipulating that 100% of key management positions must be selected and promoted from within the organization (Internal Promotion) by 2027.
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Building Engagement and Caring for Employee Quality of Life
- Plan B believes that creating an attractive work environment, Talent Retention, and unlocking personnel potential are keys to success. Therefore, the Company is committed to Empowerment and fostering a supportive work environment.
- The Company adheres to fair performance evaluations to ensure that every employee's dedication and ability are recognized and rewarded. Furthermore, the Company realizes that open-minded listening through Two-way Communication is crucial for continuous organizational improvement and development.
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Human Rights, Diversity, and Equality
- Plan B places the highest priority on workplace diversity, supporting opportunities for advancement and career growth based strictly on merit and capability, without discrimination or gender bias.
- To emphasize transparency in human resource management, the Company has compiled and disclosed basic employment statistics for 2025, covering labor structure, new hire statistics, employee turnover rates, and the use of parental leave.
Personnel Care and Development within the Organization
Plan B believes that “Personnel” is the fundamental foundation for organizational success and sustainable growth. The Company is therefore committed to caring for and enhancing the potential of personnel in every dimension, including quality of life, career progression, and the creation of a supportive work environment, to encourage all employees to grow stably alongside the organization under the commitment to respect human rights and fair labor practices according to international standards.
To elevate personnel care to be comprehensive and truly align with international sustainability standards, the Company has defined the following key guidelines and employee policies.
Freedom of Association and Employee Participation
The Company respects the rights and freedom of employees to associate and engage in collective bargaining freely in accordance with labor laws. It supports the establishment of a Welfare Committee in the workplace to serve as employee representatives for presenting opinions, suggestions, and discussing fairly with management, which fosters good relationships and cooperation in organizational development.
Fair Remuneration and Equal Pay
The Company adheres to fair compensation and benefits structures that are competitive in the labor market and transparently aligned with performance. It upholds the principle of equal pay for work of equal value without discrimination or bias based on gender, age, religion, or personal beliefs.
Personnel Care Guidelines for Enhancing Quality of Life
Creating an Inclusive Workplace
Plan B prioritizes building a work society filled with cooperation, mutual respect, and happy coexistence. All employees are treated equally, free from discrimination in every dimension—whether gender, age, race, religion, or personal opinions. Furthermore, the Company continuously organizes recreational and organizational development activities to foster engagement and promote participation in defining shared directions and goals.
Physical and Mental Health Care
Plan B recognizes that employee health is a key factor in work efficiency. Therefore, the Company implements comprehensive health promotion projects, such as providing annual health check-up programs, supporting leave rights for family care, and organizing mental health support activities, such as expert mental health counseling, to achieve a sustainable work-life balance.
Grievance Mechanism and Feedback
The Company provides multiple channels for employee suggestions or grievances, such as online feedback systems, dedicated email channels, and one-on-one meetings with supervisors or the Human Resources department. A process to keep whistleblower information strictly confidential is in place to ensure employees feel safe and their rights are fully protected. The Company is committed to seriously listening to all feedback and appropriately improving personnel management policies.
Organizational Engagement Achievements
As a result of the commitment to creating a work environment conducive to sustainable well-being, Plan B continuously conducts employee engagement assessments. In 2025, the survey results reflected outstanding success, with an engagement score of 88.2 out of 100 points, which surpassed the established targets.
This statistic reflects the trust, satisfaction, and sense of belonging that employees feel toward the organization. These results not only confirm the success of human resource management but also reinforce the confidence Plan B has earned from all personnel, serving as a vital driving force in developing the organization for strong and sustainable long-term growth.
Employee Training
The Company recognizes the importance of organizing training on compliance with laws, rules, and regulations. Examples of such training include safety training for executives, supervisors, and employees; basic firefighting; environmental management systems; and first aid and CPR. Furthermore, the Company encourages employees to set continuous self-learning and development goals of at least 20 hours per person per year to foster a culture of lifelong learning, human rights, and sustainable development.
In 2025, the Company provided e-learning courses through the Plan B Academy Center, where employees receive certificates upon completion. The Company also promotes the development of executives and high-potential employees. Senior executives are encouraged to participate in the Director Certification Program (DCP) offered by the Thai Institute of Directors (IOD) to gain the skills and knowledge in good corporate governance—essential for directors to improve overall performance, define strategic directions, and lead the organization effectively while enhancing business results for all stakeholders.
Beyond general training, the Company has designed and organized specialized training programs tailored to the specific functions of each department to elevate employee potential effectively and precisely, as follows:
- Sales Training Program The Company organized a total of 22 courses covering the development of business skills, in-depth product knowledge, operating systems usage, and research data analysis to strengthen competitiveness and respond to customer needs with excellence.
- Operation Training Program The Company organized a total of 25 courses covering the development of necessary functional skills, as well as mandatory courses for license renewals and safety standards required by law to ensure that every work process is safe and meets the highest standards.
Stakeholders Directly Impacted
Employees
Business Partners
