Strengthening organizational engagement is a crucial factor in driving an organization towards achieving its goals. CPF prioritizes human resource management by ensuring employees have positive experiences at the workplace every day through standardized HR processes. This includes selecting capable and virtuous employees, nurturing and developing their potential to adapt to the rapidly changing business environment, and managing compensation transparently, equitably, and accountably. Additionally, CPF takes care of employees' physical and mental health through various programs and activities. The company promotes a strong organizational culture (CPF WAY), instilling a sense of engagement, love, and pride (Brand Love) in the organization among employees. This results in effective work outcomes.

Throughout 2023, CPF has been dedicated to building organizational engagement and enhancing the quality of work life (Well-being) under the “CPF@HEART” framework. This framework encompasses all dimensions of the workplace to ensure employees have good physical and mental health and are prepared to grow with the organization, aspiring to become a globally sustainable enterprise. “CPF@Heart” includes two projects: CPF WE CARE and CPF LOVE&SHARE, detailed as follows:

1. Care for Career: Selecting the right people for the right jobs, guiding them towards a career path that aligns with their potential. This is achieved through appropriate development processes and training programs, updating knowledge to keep pace with the business world, and developing relevant skills. Employees are encouraged to grow professionally along their chosen career paths.
2. Care for Culture: Promoting the six principles of the CPF WAY organizational culture through the CPF Ambassador program. This initiative fosters employees' love for the organization, understanding of the company's business, and serves as a medium to share positive stories about the company externally via the Super KOL communication program. It also supports positive expressions such as guidance, recognition, and appreciation among employees.
3. Care for Benefits: Ensuring that employees at all levels are aware of and can access benefits that enhance their well-being. These include annual health check-ups, low-interest loans (debt relief, happiness creation), scholarships, and educational loans for employees' children, among other benefits.
4. Care for Well-Being: Striving to be a happy organization, CPF has established clubs that cover various aspects of employees' interests, promoting a community for exchange and interaction outside of work hours. Activities are organized to support both physical and mental well-being, with opportunities for employees to participate freely.

"CPF LOVE&SHARE" is a project designed to encourage employees to express their love and faith in the organization, protect the brand, and share positive aspects within society. It also serves as a communication channel to inform employees about benefits and special discounts for them and their families. The details are as follows:

• Employee Relationship Platform (ERP): The CP L.O.V.E. application allows employees to earn points by participating in company activities, which can be redeemed for various benefits, particularly products from the Charoen Pokphand Group.
• Family/Friends Benefits and Discounts: Employees and their families/friends receive special discounts on products and services from affiliated companies, such as Truemove and Truemoney Wallet.
• Promotion of Company Benefits and Fun Activities: Regular promotion of company benefits and interactive activities through social media during major festivals throughout the year, such as Songkran and Loy Krathong.

Additionally, CPF promotes employees' ability to manage workplace stress through the collaboration with the MORDEE application. This initiative supports employees' physical and mental health, allowing them to consult health issues with specialists directly or order medications immediately via electronic devices. The company also prioritizes health problem prevention by inviting specialists to provide advice and guidelines on self-care to prevent work-related illnesses, such as office syndrome and stress management in the workplace.

At the same time, the company believes that when employees have good well-being, it leads to happy and efficient work. Therefore, CPF organizes a variety of activities through more than 19 clubs, covering various dimensions, as follows:

• Physical Activity Clubs: These clubs focus on encouraging continuous physical exercise among employees. Examples include weekly activities organized by the football and badminton clubs, as well as activities that foster employee pride, such as the national-level CEO CUP 2023 badminton championship.
• Recreational Clubs: These clubs initiate activities that enhance employees' quality of life both individually and socially. Examples include eco-tourism activities from the Volunteer Tourism Club, aimed at fostering environmental consciousness, and religious activities such as visiting five temples around Rattanakosin Island organized by the MU-TE World Club, to promote religious activities and bring good fortune to club members.
• Wellness Clubs: These clubs support activities that foster good relationships among members both inside and outside the organization, building unity and a strong organizational brand. Examples include water dam construction by the Warm Family Club, the Spreading Pride activities by the LGBTQ+ Club, and retirement preparation activities by the Happy Life Club.

CPF believes that positive employee experiences impact various aspects of the business. Therefore, the company promotes well-being policies that align with modern working conditions. This includes adapting work formats to match employees' lifestyles, offering flexible working hours, and enabling remote work for departments that can operate off-site. In the past year, CPF has also provided opportunities for employees to advance their careers through activities like Opportunity Day, which helps employees enhance their potential and prepare for higher positions with appropriate compensation. This initiative allows employees to transfer and rotate to positions of interest through the HR-eXp system, reflecting the flexibility and growth opportunities at CPF without discrimination, in line with company policies and practices.

To create a friendly workplace that fosters both career growth and personal life, CPF takes several supportive measures. For pregnant employees, the company adjusts work hours and environments to suit their needs and grants 98 days of parental leave with pay (45 days paid as required by law) for women. Men are granted 7 days of paid parental leave to care for their newborn. Additionally, CPF supports employees in raising their children with proper nutrition by breastfeeding. The company provides designated areas in factories and offices for mothers to pump breast milk and offers hygienic milk storage bags for safe transport. This ensures children receive continuous nutrition from breast milk during critical developmental periods. CPF also provides essential knowledge to support employees in their roles as mothers, believing that when employees can fully embrace motherhood without worry, they can work more efficiently.

CPF promotes lifelong learning to develop high-quality personnel for sustainable benefits to the community, society, and the nation in the future. This is achieved through supporting scholarships for employees and their children, both domestically and internationally, totaling 80 scholarships. Additionally, CPF provides financial assistance for employee children's education from kindergarten to undergraduate levels, aiming to ensure access to quality education and reduce educational disparities. This initiative also helps alleviate financial burdens on parents.

CPF also offers part-time employment opportunities and allows employees to set their own work schedules, particularly in the food service sector. This flexible employment model enables employees to better align work hours with their daily lives, catering to the diverse needs of different groups within the competitive business environment. Compensation and benefits for these positions comply with legal requirements.

CPF has undertaken a comprehensive Employee Engagement Survey in collaboration with a leading global consulting firm in 2022. This survey covered various critical factors such as employee job satisfaction, work-related stress, motivation promotion at work, as well as performance evaluation and systematic job rotation policies based on employee interests. The company plans to conduct this survey every two years, with the next one scheduled for 2024. Based on the past survey results, CPF has formulated strategies and enhancement plans across all identified areas. To oversee these initiatives, CPF established the CPF Employee Engagement Committee. This committee is tasked with monitoring, reporting, and reviewing strategies at both the business unit and organizational levels, aiming to increase employee happiness at work and strengthen their engagement with the organization.