Employee Management
Targets
- Employee engagement level at 65% in 2023
- Female employee percentage at 25% in 2023
- Female employee percentage at 27% in 2026
Challenges and Business Opportunities
Fast-changing global situations, intensifying business competition, and unpreparedness in terms of human resources. As a result, GC may be faced with challenges in developing employees to cope with business changes in a timely manner. Therefore, GC places emphasis on the development of employee capability and capacity in order to prepare them for business changes and competition through talent recruitment and retention coupled with the development of skills and learning to support the company’s strategies and growth. GC focuses on strengthening our corporate culture, and improving employees’ safety and well-being in order to become the leading organization in the chemical industry that attracts talent to be the part of organization.
Management Approach GRI 3-3 (2021)
Commitment
GC has taken continuous actions related to human resources and organizational structure. The company focuses on developing employee capability and capacity, recruiting quality employees, and providing care for employees at all levels in terms of health, wealth and mindfulness in order to build a strong foundation and prepare the organization for all kinds of crises while sustainably strengthening its leadership in the petrochemical and chemical businesses.
Organization Transformation Strategy
GC is determined to be a leading organization in operational efficiency in the chemical products industry and aims to be a Top Quartile Employer in the Asia-Pacific (APAC) region. It has developed an Organization Transformation Strategy for the years 2023-2027, emphasizing management in four main areas: Skills & Competencies, Resource Planning, Great Well-being, and Policy & System Transformation. This strategic focus supports the company’s overall strategy, enabling it to adapt to long-term business fluctuations and competition
Skill & Competencies
Goal and Key Operational Principles
Accelerate the development of employee capabilities through training in skills and competencies that are critical and specific to the department’s needs.
Resource Planning
Goal and Key Operational Principles
Develop a Strategic Workforce Planning Model to effectively manage workforce risks and prepare employees for international assignments
Great Well-Being
Goal and Key Operational Principles
Develop more tailored well-being support initiatives through People Analytics, considering factors such as employee generation, work location, job function and position, and gender. Implement Employee Value Proposition projects to attract and retain employees long-term
Policy & System Transformation
Goal and Key Operational Principles
Evaluate and develop HR Policy for global business by researching and collecting leading practices worldwide and identifying key touchpoints in employees’ career paths.
GC supports and elevates the implementation of diverse human resource management projects, covering the development of knowledge, skills, and abilities. It promotes the specific potential of employees through academic training programs and practical workshops. In addition, it develops recruitment strategies that align with the company's growth and organizational culture.
Additionally, GC has improved and synchronized operational formats with current and future technology by applying digital technologies to assist the business operations, including continuously reinforcing company’s culture through encouraging GC SPIRIT 4 Core Behaviors. These improvements is to prepare for rapid changes, inspire to apply knowledge and technology to effectively create new innovation, which supports GC’s growth direction.
GC conducts several projects to enhance employees’ knowledge and capability. We also take the consideration of our employees’ expectations and demands to strengthen the human resource management. In addition to this, employee engagement survey has been conveyed to measure satisfaction in an annual basis. The conducted suvey covers key drivers, such as collaboration, diversity & inclusion, rewards & recognition, and work-life balance, etc.The results, employee’s feedbacks and comments received through the survey, have been used to improve GC’s employee engagement. Concurrently, GC has developed action plan and deployed human resources management strategies at the corporate and operation unit levels.
In addition, GC constantly communicates the results to all employees, including providing suggestions and tips for being happy and amused in the workplace, in order to communicate employee about current working situation. Moreover, GC has offered opportunity for employee to freely provide opinions or recommendations about working conditions.