Empowering Employees
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.
Moreover, GC provides many learning and development projects such as ILP Program Phase II, dEX | SPARK – Data Science and Engineering Program, Data DIY by Alteryx, GC Data Science Super Users, Productivity Improvement and Innovative Creation Training by Learning Concept of Chemical Engineering Practice School (Pi-ChEPS) Program, and GC Next Gen.
Name & Description of the program
dEX | SPARK - Data Science and Engineering Program is a training program that was developed for employees in analyzing and processing data skills (Data Science and Engineering Program), which are applied in working and production processes.
Description of program objective/business benefits
GC has collaborated with True Digital Academy since 2021 to develop and organize the Data Science and Engineering Program for employees.
The knowledge acquired from the course can be applied to enhance GC’s data analysis and management capabilities and to leverage digital technology to support GC’s research and development. The business benefits of the program are both revenue generation and cost-saving.
From 2021 to 2023, the program welcomed over 2,400 participants. Consequently, there are more than 20 projects that are viable for actual practice, for example, “Electrical Reliability Machine Learning & Predictive Analytic” which entails the development of a prediction model that uses relevant data from each failure mode of the equipment in the Electrical Power Switchgear system to evaluate and connect reliability and health index, and enable the planning of equipment maintenance decisions to consider risk & cost and “Machine Learning Model (With Natural Language Processing (NLP) program which verifies and categorizes events into no-risk, low-risk, high-risk and factory incidents.
Quantitative Impact of Business Benefits
The revenue generation and cost-saving as a result of the Data Science and Engineering Program are 86.98 million baht in 2024.
%FTE participating in the program
0.214 %
Name & Description of the program
GC Inspirational Leadership Development Program (ILP) Phase II is a training program to strengthen critical leadership skills to increase productivity as a leadership role for contributing to the achievement of targeted business performance and targeted change initiative through a systematic approach for future scaling up.
Description of program objective/business benefits
The objective of this program is to build the competency of leaders from target groups.
Effective leaders foster a culture of increased productivity and decreased non-value-added (NVA) activities. Studies show companies with highly engaged employees, fostered by effective leadership, experience 21% greater profitability [Source: Gallup]. This translates to significant financial gains. Leaders can further drive applications that contribute to business impact by setting clear goals, motivating teams, and fostering collaboration [Source: Queens University]. Investing in leadership development has produced further successful initiatives such as the GC Inspirational Leader Guidebook Case Study and developing the GC Internal Instructor Pool. These efforts will lead to a more productive, profitable, and future-proof organization.
Quantitative Impact of Business Benefits
By strengthening leadership skills at the supervisory level in the operation group, businesses can unlock significant potential. Productivity of divisions with leaders attending the program was able to reduce non-value added (NVA) activities and increase productivity. In addition, employee engagement has improved and increased cost saving 16 million baht per year by developing Internal Trainers.
%FTE participating in the program
0.049%
Productivity Improvement and Innovative Creation Training by Learning Concept of Chemical Engineering Practice School (Pi-ChEPS) Program
Practice School (PI-ChEPS) Program The PI-ChEPS program is designed to give GC employees knowledge about chemical engineering plus the ability to use it for practical applications. Part of our company’s goal of being a learning organization, the program offers skills and processes for life-long learning.
The PI-ChEP learning process is based on a three-part constructionism concept
- The first concept is learning and thinking skills such as meditation, MicroWorlds, the GOGO Board, information searching, English, and mathematics.
- The second concept is technical skills for chemical engineering such as process science & calculation, mass & energy balance, fluid transport, heat transfer, unit operation, and measurement & control.
- The third concept is project-based learning from problems in plant operations that can improve skills in planning, analysis, and presentation by doing individual and group projects.
From 2013 to the present, the PI-ChEPS program has been implemented by applying knowledge from this program to create many projects that have been successfully implemented and can save production costs for the company continuously.
GC determines the business benefits of our investments in employee development programs by applying a third-party methodology, which is Kirkpatrick Model & Phillips ROI Methodology to measure the return on investment for training programs. It takes into account any style of training to determine aptitude based on four levels, including 1) Reaction, 2) Learning, 3) Behavior, and 4) Results. The program in 4th level of the Kirkpatrick Model are calculated Training ROI by using the Phillips ROI Methodology have four phases are 1) Evaluation Planning to develop evaluation plans and baseline data, 2) Data Collection, 3) Data Analysis to isolate the benefit of programs and covert to monetary value for using for ROI calculation, and 4) Reporting to develop report and communicate results. The Training ROI is calculated using the project benefits and costs.
The example of program that we calculate Training ROI is PI-ChEPS Program
Training ROI of PI-ChEPs
(%)
GC has implemented the GC Data Science Super Users to enhance skills in data analysis and engineering, aimed at employees from various departments. This initiative is designed to enable them to apply these skills to digital impacts, addressing the current gap in advanced analytics knowledge needed to support digital projects across different departments.
This project leverages data science expertise to drive business value, with the Central HR, Digital Academy, and data scientists responsible for designing, managing the curriculum, and conducting workshops for the 80 nominated Data Science Super Users across 20 departments. The goal is to foster a technology –driven culture and upskill these employees to become Data Science Super Users for their respective departments by 2025. These employees are expected to understand their department’s digital project, initiate new digital projects to improve processes and create value for the company, and advise their colleagues on digital project development.
The project has successfully created 84 Digital Super Users, developed 69 digital projects, and initiated 570 more projects, generating business value exceeding 33.41 million baht. Clear quantitative results are expected by 2026.
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 2023 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 | 25.56 | 2,616.68 |
| Leadership | 44.98 | 5,049.09 |
| Occupational Health and Safety | 200.96 | 1,795.37 |
| Support for business for expansion | 14.01 | 867.48 |
| Others | 200.39 | 1,462.38 |
Average Training Hours
| Gender | Average Training Hours (Hour/Person/Year) |
Average Amount Spent on Training (Baht/Person/Year) |
|---|---|---|
| Female | 33.4 | 13,241 |
| Male | 40.8 | |
| Average Training Hours | 33.68 |