Talent Attraction and Retention
Management Approach GRI 3-3 (2021)
Talent Attraction & Retention is one of the key factors for the company’s success. Managing employees to stay with the organization in the long run will ensure continuity in operations and the company’s growth. Meanwhile, improper management or inattentiveness to employee needs may increase the job switching tendency of employees. The company’s business operations and long-term profitability may be affected as a result of the use of both capital and time resources to recruit and train new employees as well as to allow their adjustment to the corporate culture. To align with the Organization Transformation Strategy for 2023 – 2027, the Workforce Planning Model by enhancing its recruitment approach.
GC is committed to developing the skills and capabilities of employees at all levels to support the company’s strategies and growth while accommodating changes in today’s highly competitive and challenging business world. In addition, the company also takes into account the well-being of employees at all levels.
GC has set its workforce strategy to prepare appropriate human resource to correspond to the company’s business growth strategy, and has established a talent pool database based on employee’s capability, experience, expertise according to job position, and behavior based on the GC SPIRIT 4 Core Behaviors. The company also aims to create a positive corporate image through the medias, in order to attract talented recruits to join the company since 2022, GC updated the recruitment process to be complied with Personal Data Protection Act, B.E.2562, including applying digital technology to improve efficiency of such processes e.g., submitting request via online platforms for examining criminal records, etc.
GC also continuously tracks and collects data on talent attraction and retention through various indicators, such as new employment rate, employee turnover rate, and employee engagement rate. Furthermore, the company also employs questionnaires to learn employees’ feedback and needs in order to improve and maximize the ability to meet requirements of strategies and supporting programs or work systems.
GC SPIRIT
“GC SPIRIT” defines the values that guide every GC employee, supporting the company’s mission and vision to help everybody to work together under the GC SPIRIT 4 Core Behaviors to achieve the company’s goals.
GC Spirit 4 Core Behaviors
LOGO GC SPIRIT 4 Core Behaviors
Long-term Incentive Program
GC has implemented a Long-Term Incentive (LTI) Program to attract and retain talented employees through the Expatriate Program and the Top Talent project.
- Average paid out for LTI Program: Longer than 3 years
- Coverage: 100%
1) Expatiate Program
GC prepares employees for international assignments by managing income tax payments in the destination country, covering work-related expenses, and providing appropriate living allowances. Participants in this program have long-term career growth opportunities. Additionally, this program aligns with the company’s strategies and financial growth goals, as well as sustainability performance indicators such as social satisfaction, plant reliability, safety, and more.
2) Top Talent Project
Another long-term incentive is the Top Talent project, where the company selects high-performing employees from the past three years to participate. Participants are encouraged and supported in developing future leadership qualities and obtaining professional certifications to enhance their expertise and acquire new skills that promote organizational growth. They receive special training programs and have increased opportunities for succession. This project also aligns with the company’s strategic goals related to financial growth and sustainable performance, such as innovation management, such as innovation management and customer satisfaction. Details of the Top Talent Project include:
Organizational Culture Promotion Project
GC recognizes that professional collaboration and the sustainable growth of employees alongside the company will develop and strengthen the organizational culture. Additionally, the company continuously instills the GC SPIRIT 4 Core Behaviors within the organization. Examples of sub-projects include:
Leadership Showcase
GC organized activities that allowed executives to communicate the company's goals and direction to employees, creating motivation for internal work changes. In 2023, the company continued to organize activities to promote sustainability, allowing senior executives to set an example by driving the GC SPIRIT 4 Core Behaviors under the theme “Conviction to Change: Speed to Global Mindset.” Activities included the Leadership Showcase Check-point mid-year and the Leadership Showcase Report out at the end of the year. These events provided a platform for senior executives across departments to share their efforts in promoting the organizational culture, listen to feedback, and set a good example in driving the culture through various company activities
Meet the TOP
GC invited executives from leading organizations to share experience, exchange views on creating a good corporate culture, and share best practices that can be put into actual practice.
Change Agent Chit-Chat
GC selected employees to be Change Agents in each line of work. These representatives act as leaders to bring about cultural changes in their own line of work. Communications and meetings with the Change Agents take place on a quarterly basis to communicate about corporate culture, update skills, knowledge and news as well as foster good relationships between Change Agents.
GC SPIRIT Award and Cross Functional Initiatives
GC organized the GC SPIRIT Award and Cross Functional Initiative to launch a platform for employees to showcase how to apply corporate culture in their work to achieve clearly improved outcomes, in line with the theme of “Conviction to Change: Speed to Global Mindset”.
Employer Branding
GC also improved its job application website through the Success Factors Human Resource Management System to enhance the efficiency of job postings within the GC group. This upgrade aims to better publicize and communicate job openings, promote the company's image, and showcase growth opportunities within the group, thereby attracting more applicants to join the organization. The new system was implemented in early May 2024.
Read more details at GC Career site:https://careers.pttgcgroup.com/
Pre-Onboarding Program
GC has improved its Pre-Onboarding process for new employees to better prepare them and enhance their experience. New employees can access essential information before starting work at the company, such as benefits, commuting routes, parking information, and life at the company (Life at GC). The improved Pre-Onboarding process has received a 75% satisfaction rate from new employees.
Synergos Project Part II Project
GC has launched the Synergos Project Part II to make job positions more appealing and modern. This project categorizes job positions into three groups: Digital & IT, Sustainability, and International Business. It aims to enhance the company's image and create a better experience for prospective employees. Job postings are shared on Facebook, LinkedIn, Line Official, and YouTube to gather a candidate pool for recruitment. This initiative has resulted in 1,868 job applications and a total reach of 1,052,602 across different platforms, including 1,052,602 on Facebook and 36,251 on YouTube.
Find more details at: Youtube https://www.youtube.com/watch?v=1VIZ9fb4U8Q&list=PLirArGwGuD4cuqrgcQ721oJG0JWfwQdby
Hot Job of the Month Project
GC has also implemented the Hot Job of the Month project throughout 2023 and continuing into 2024. This project categorizes job positions into five groups: Digital & IT, Sustainability/R&D, Engineering and Operations, Legal/Business, and Marketing. It aims to enhance the company's image and create a better experience for prospective employees. Job postings are shared on Facebook and LinkedIn to gather a candidate pool for various positions and inform social media followers about job opportunities. This initiative has resulted in 6,303 job applications, with LinkedIn followers increasing by 10% and Facebook followers by 15% compared to 2022. All candidate information will be pre-screened for further consideration. Additionally, the company has introduced other channels like GC Career to increase awareness of job positions and attract more applicants.
Facebook GC Recruitment: Followers 84K
LinkeIn GC: Followers 74K
Line GC Recruitment: Followers 8.3
read more details at:
Facebook: https://www.facebook.com/pttGCrecruitment/?locale=th_TH
LinkedIn: https://www.linkedin.com/company/3339744/
Line Official: @pttgc-recruitment
GC Roadshow
GC organized the GC Roadshow both online and onsite to promote job positions, provide knowledge about applying for various job positions, and enhance the company's image. From this activity, it was found that overall participant satisfaction was at 90%, an increase of at least 10% compared to 2022. Additionally, it helped increase the number of job applicants by at least 20% compared to the total number of applicants in 2023.
Employee Referral Program
GC provides an opportunity for employees to refer talented outsiders who are suitable for the company’s culture and job positions to the recruitment team and supervisors. This can increase efficiency in employee recruitment, reduce related costs, and acquire high-potential personnel that meet the company’s expectations and strategies. In 2023, a total of 56 employees participated in the activity and referred 26 friends to apply and work with the company through the Employee Referral Program.
GC Internship Program
GC provides an opportunity for all interested students to apply for internships with GC through the Internship Program. This allows them to learn about real work processes, develop and enhance their potential, apply knowledge from their fields of study, and gain effective work experience. This program also supports recruitment needs and offers an additional recruitment channel, preparing candidates for future employment opportunities with the company. It helps build a positive image of the company by contributing to society and the community and promotes the company’s reputation among educational institutions and the general public. From this program, 450 students showed interest in applying for internships with the company, and 45 students were accepted for internships.
In addition to the abovementioned efforts, GC constantly monitors and appraises performance to analyze aptitudes, strengths, and weaknesses of employees, leading to appropriate planning and improvement of employee capacity development strategies, skill development and well-being projects to better meet demands and expectations. Accordingly, GC has set comprehensive performance appraisal criteria cover the following dimensions:
Type of Performance Appraisal
Management by Objectives
An appraisal system that encourages the determination of performance indicators that are appropriate and consistent with the goals of the department, organization, or individual task to provide clarity in performance evaluation. This also includes the determination of indicators that can create work commitment. GC annually conducts this type of the performance appraisals.
360 Degree Feedback on GC SPIRIT 4 Core Behaviors
An appraisal system that allows other people, such as colleagues, direct subordinates, customers, and third-party stakeholders, to participate in performance evaluation. The assessment of the GC SPIRIT 4 Core Behaviors focuses on the ability to work as a team and creativity in line with the corporate culture. GC annually conducts this type of the performance appraisals.
Team-based Performance Appraisal
An appraisal system that focuses on rewards & recognition for employees working on a special assignment which is a key corporate agenda to encourage its successful completion or projects that require collective effort during a certain period. The system has been improved to allow Project Leader/Project Manager to directly evaluate the scores to promote an agile work format.
Agile Conversations
In addition to regular appraisals, GC also requires employees to discuss or “check-in” to share feedback in terms of work contents, goals and GC SPIRIT 4 Core Behaviors to track the progress and success of the task according to established goals as well as to provide the opportunity to discuss ways of self-development. The “check-in” is encouraged to be conducted on a ongoing/quarterly basis.
Performance Summary
As a result of the aforementioned operations, in 2023, GC achieved a new hire rate of 4.04% and an employee turnover rate of 5.43%
New Employee Hired Rate
| 2023 | |||
|---|---|---|---|
| New Employee Hired Rate (%) | 4.04 | ||
The Number and Rate of New Employees Classify by GenderFemale 1.66 Male 2.38 |
 Female 123 People |
 Male 177 People |
|
Employee Turnover Rate
| Performance | ||||
|---|---|---|---|---|
| 2020 | 2021 | 2022 | 2023 | |
| Employee Turnover Rate (%) | 6.31 | 3.83 | 5.65 | 5.43 |
The Number and Rate of Employee Turnover Classify by GenderFemale 1.99 Male 3.43 |
Female 148 People |
Male 255 People |
||
Voluntary Employee Turnover Rate
| Performance | ||||
|---|---|---|---|---|
| 2020 | 2021 | 2022 | 2023 | |
| Voluntary Employee Turnover Rate (%) | 2.34 | 2.97 | 4.74 | 4.26 |