Employee Management
| Stakeholder | Type of Impact | Cause of Impact |
|---|---|---|
|
Employee
|
Operations | |
|
Shareholders
|
Operations, Products and Services |
Targets
| Targets in 2025 | Progress in 2025 | |
|---|---|---|
| Employee engagement level | 80% | 76% |
| Female employee percentage | 27% | 27% |
Challenges and 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.
Strategic Workforce
Goal and Key Operational Principles
- Improving organizational work processes with a focus on Lean Process Improvement through the FiT Project: The company established the "FiT" project, which focuses on end-to-end Lean & Process Improvement to enhance the Efficiency, Productivity, and Agility of its processes.
- Strategic Workforce Planning and Optimization of Staffing Frameworks: The Company undertook the development and implementation of Strategic Workforce Planning (SWP) to ensure that staffing levels are appropriately aligned with the requirements of each business unit. This initiative enables the organization to systematically plan recruitment activities and cultivate personnel with the requisite skills and competencies within defined timeframes, in full alignment with the Company's strategic direction and business objectives.s
Skill and Competency Development
Goal and Key Operational Principles
Driving the Transformation toward a Learning Organization through a Strategy of Continuous Self-Directed Learning: The Company has fully implemented an All-in-One Learning Platform built on SAP SuccessFactors, a globally recognized, world-class operating system. This platform not only empowers employees to engage in self-directed learning for Upskilling and Reskilling purposes at any time and from any location (Anywhere, Anytime), but also enables seamless integration of personnel development data with other human resource management systems across the organization.
Recruitment Strategy
Goal and Key Operational Principles
Recruitment and Hiring of Personnel in Business-Critical Functions with Emerging Skills and Knowledge, alongside the Expansion of Employment Modalities and the Adoption of Technology to Enhance Operational Efficiency: The implementation of SAP SuccessFactors has established a standardized operating framework for the Recruitment team by streamlining procedures and reducing the time required throughout the recruitment process. As a result, the overall time commitment of all stakeholders involved in the recruitment process has been significantly reduced.
Employee care in other matters
Goal and Key Operational Principles
Comprehensive Employee Care Across All Dimensions Throughout the Employee Life Cycle: The Company provides appropriate and holistic support to employees at every stage of their tenure within the organization, addressing the creation of a positive employee experience and promoting employee well-being in the workplace, encompassing Performance Management System, Remuneration and Benefits Management, and Employee Relations.
In order to align with the aforementioned human resource management framework and to enhance personnel efficiency, strengthen the competitive capabilities of both current and future business operations, and enable personnel to deliver greater outcomes for the Company, GC carried out various human capital initiatives throughout 2025, categorized into four areas: Workforce Planning Strategy, Knowledge and Capability Development, Talent Acquisition Strategy, and Employee Care and Relations.
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 are 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 survey 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.