The Company focuses on promoting career advancement (Care for Career) by supporting educational opportunities and developing essential skills in the digital age, enabling employees to grow steadily in their careers and drive sustainable business growth. The human resource development program consists of four main areas as follows:
- CPF Fundamental Program: This program provides employees with knowledge and understanding of the company’s regulations and policies, while also enhancing employees’ alignment with the organization’s values, and helping employees understand the company’s business operations. It also develops basic digital knowledge to enhance understanding of how technology can be applied in the workplace.
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Digital Skills Program: This program is divided into three levels: Basic, Intermediate, and Advanced. It covers seven essential skills with over 65 courses offered.
- Managerial & Leadership Development Program: This program enhances skills in personnel management (building, utilizing, and retaining people) as well as leadership abilities with business understanding. It is designed to suit the roles of executives in five target groups: Executives, Senior Management, Management, Managers, and Supervisors.
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Technical Skills Program: This program develops employees’ capabilities in line with the nature of their job responsibilities, with a standardized learning system across the organization. Since 2021, the Company has established learning centers according to professional groups (Technical Academy) in each business unit.
In addition, the Company offers scholarships that provide opportunities for employees and their children to receive financial support for higher education, with over 80 scholarships available. This initiative supports employees who seek to enhance their knowledge at an advanced level. Currently, 11 employees have completed their studies, and 7 are still studying, demonstrating the company’s ongoing commitment to human resource development. Furthermore, there are digital skills development programs, particularly focused on enhancing employees' skills in Gen AI courses, which enable them to apply the knowledge effectively in their work. These programs are continuously offered, with various courses available throughout the past year, engaging over 12,500 participants. Each program has a different format, such as the CPF Hack the Future: Pitching Project, where participants present projects to executives, while AI courses focused on hands-on experience to develop AI skills through activities, enabling employees to apply what they have learned in their work in an innovative manner.
The company also has three key strategies to enhance the capabilities of its employees and the organization:
- Flat Organizational Structure and Modular & Agile Working: This approach reduces hierarchical layers, increasing efficiency and communication speed. It promotes employee involvement and decision-making power within their respective units, supporting a modular and agile working style that enables flexibility to adapt to constantly changing business needs. It also fosters better communication and collaboration within teams.
- Strategic Workforce Planning: This focuses on preparing for and responding to future business needs by forecasting long-term staffing requirements, analyzing necessary skills, and developing human resources plans. This ensures that employees possess skills aligned with business strategies and plans. Additionally, the company allocates personnel appropriately across departments to enhance competitive capabilities and support sustainable growth.
- Job Rotation Support: This promotes career growth both domestically and internationally, ensuring the sustainable development of employee potential. It includes:
- Internal Resourcing Creating diverse work experiences to help employees shape their career paths.
- Strategic Rotation: Elevating the potential of high-potential talent (Talent Successors) by enhancing their knowledge across various fields and fostering innovative thinking, preparing them to drive the organization toward achieving strategic goals and long-term sustainability.
Furthermore, there is a recognition of the importance of cultivating a culture of lifelong learning within the organization, creating an environment that supports continuous learning. This is achieved through various learning formats, known as Hybrid training, which includes online, on-site, on-ground, and on-demand formats tailored to each learning program. The focus is on fostering continuous learning, practical application, and development, such as self-directed learning through E-Learning, live online training (Virtual Training), group coaching, and on-the-job training.
Especially in the current situation, the company has opened opportunities for employees to adapt their work styles to suit their roles and support self-directed learning from anywhere and anytime through the "Im-Ru" learning platform. This platform enables employees to access knowledge and skill development opportunities both internally and externally, including over 900 courses in On-demand Learning format.
Human Capital Return on Investment (HC ROI)
CPF discloses key indicators on human capital development in our Sustainability Report, such as average hours of training per year, average amount spent on training per full-time employee, and human capital return on investment (ROI).
In 2023, the HC ROI for Global operations was 0.89 THB.