GC values its employee as valuable resources, so it has drawn up a career path and launched the Learning and Development Programs for all employees, by determining the functional and leadership competencies necessary for each job position and each working level in order to develop their capability to correspond to the company’s goals and human resource development strategy. GC has also established a Succession Plan to select an appropriate replacement, who possesses necessary qualifications and is a role model in corporate culture, for each job position.

GC has developed both internal and external development programs to enhance employee capability, including coaching or mentorship, as well as team-based collaboration and network-building. These programs cover both full-time and contractual employees. The company has developed various programs such as the Leadership Development Program, Cultural Education to promote understanding and respect for diversity, the Transition Program for Retiring and Terminated Employees, and the Digital Transition Program. Example of programs from this year, including dEX | SPARK - Data Science and Engineering Program, GC Inspiration Leadership Development Program (ILP) Phase II, Global Mindset and International Business Etiquette, Happy Retirement Journey, and Productivity Improvement and Innovative Creation Training by Learning Concept of Chemical Engineering Practice School (Pi-ChEPS) Program.

Additionally, in the past year, GC has implemented the various programs to develop employee capability such as providing employee trainings through the Learning Management System (LMS), which is an online platform that encourages necessary skills development for employee operations, GC Voxy English, Application of MS Teams, and cybersecurity standard. Furthermore, GC has employed the Up Learning Platform, an online learning platform where employees can freely choose courses of their own interest. The courses had been carefully selected, taking into account the skills and academic competencies required in the current and future world to provide opportunity for employees, who want to change or develop oneself to keep up with modern skills and knowledge, to learn and apply knowledge in their work effectively.

According to our leaning and development programs, GC illustrates the employee development performance in 2024 in the figure below.

Employee Development Performance

Types of Training

Type of Training Average Training Hours
(Hour/Person/Year)
Average Amount Spent on Training
(Baht/Person/Year)
Technical 5.45 2,603.62
Leadership 2.59 4,064.46
Occupational Health and Safety 19.74 2,588.23
Support for business for expansion 5.13 2,141.81
Others 7.48 1,689.43

Average Training Hours

Gender Average Training Hours
(Hour/Person/Year)
Average Amount Spent on Training
(Baht/Person/Year)
Female 26.73 13,076.24
Male 45.64
Average Training Hours 36.18

Investment in Employee Training

103.78 million Baht