Organizational Importance and Commitment

Human resource is an important asset for corporate growth and success in the long term. Investment in human resource by creating a happy workplace, paying respect to employees’ rights, promoting acceptance and respect to each other, and giving support and collaboration between working teams helps employees have work motivation and contributions, which would further boost their work efficiency and competitiveness.

Opportunities and Impact

Respect and compliance with labor rights help create the business image. This helps create the acceptance in term of compliance with law and promotion of employee rights, be trusted by stakeholders, attract and retain the capable personnel in the Company, have work satisfaction that takes effect to the corporate commitment, and reduction of turnover rate and expenses for training new employees. The violation or non-compliance with the principles of labor rights may cause dissatisfaction and internal conflicts, legal risks, impaired business reputation and no confidence in the long term.

Supporting the SDGs Goals

Goal 3:
Ensure healthy lives and promote well-being for all at all ages.
Goal 5:
Achieve gender equality and empower all women and girls.
Goal 8:
Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all.
Goal 10:
Reduce inequality within and among countries.

Stakeholders Directly Impacted

Employees
Employees
Receive fair compensation and benefits, with equal opportunities for career advancement.
Trade Partners
Trade Partners
Comply with labor laws and regulations.
Regulators / Government Agencies
Regulators / Government Agencies
Conduct business in full compliance with applicable laws and regulations.

Goals and Performance

ESG Performance Indicators and Targets 2024 Performance Results
The number of employee training and development is more than 18 hours per person per year 22.06 hours per person per year
80% of employees in support functions have been provided with individual development plans within their departments, and implementation has proceeded according to plan 100%
Identify successors and completely determine the IDP of all departments in Loxley Plc. Succession plans have been developed for 35 key positions, with successors identified for 15 positions, representing 42.86%

Management Guidelines

Strategy

1
Employment is based on labor laws, guidelines, policies from the government, human rights equality, fairness and without discrimination.
2
Ensure confidentiality and protect employees’ personal information for their security, privacy and benefit.
3
Put focus on building understanding. Follow principles of equality and fairness when termination of work is necessary due to economic situations, the loss incurred or Company necessity.
4
Develop knowledge, expertise, and abilities of employees to support business expansion and respond to changes that occur in a timely manner
5
Develop Leadership Competency and plan leadership development in line with the plan for creating replacement personnel.
6
Take care of employees thoroughly to create a happy working atmosphere.

Management Approaches

1
Employment is according to labor laws with compensation appropriate to the role, education and qualifications. Overtime pays for extended working hours is provided and employees are given more annual holidays than stipulated by labor laws. Adjustments of the minimum wages are done according to the Wages Committee. Lastly, the Company cooperates with the government in implementing various guidelines and policies.
2
Employ people without discrimination based on age, gender, race, nationality or religion.
3
Announcement: Personal Data Protection Policy and Privacy Notice for Employees and Personnel of Loxley Public Company Limited for compliance with the Personal Data Protection Act 2019. This is to set standards for maintaining security of personal data, and proper usage according to the purposes where consent was agreed with the owner of the data.
4
Prepare courses and activities that support employees to learn and develop themselves. Both training courses and learning activities within the organization and sending employees to receive training at outside institutions.
5
Identify the core competencies required of the organization and each job position. To provide guidelines for the development of personnel and employees at all levels.
6
Provide individual employee development plans and support blended learning 70-20-10 as well as create a learning culture in the organization.

Human Resource Development (HRD)

The Company provided the training needs analysis for the employees which are assessed by the overall corporate strategy and goals, necessity based on job description, key responsibility of each business line, tendency of business changes, together with other information about capabilities necessary for key job positions, succession plan, and individual development plan obtained from the performance evaluation. The Company promoted the personnel development through various methods by direct and indirect learning models in various ways, e.g..


Performance Evaluation for Employees

The Company established a structure for employee remuneration that is consistent with the Company’s short-term and long-term operating results through the Performance Management System (PMS) to ensure the targeted operating results are achieved and in conformity with the organization’s business direction strategy. By considering increasing employees' salaries based on individual performance once a year, through using of key performance indicators (KPIs) linked to all four aspects of the organization’s operational strategies:

Financial Perspective
Customer Perspective
Operational Perspective
Capabilities Perspective

Which must be in line with the Company’s present operating performance (short term) and strategy plan to be undertaken in the long term to reach the established targets sustainably, e.g., business expansion, profit growth, continuous operating efficiency improvement, operating performance relating to sustainable development, etc.

KPIs evaluation are conducted for Management Level and Regular Employees at

								100% Excluding Contracted Employees

Key Developments
Employed
5
persons
With disabilities in accordance with the Persons with Disabilities Empowerment Act B.E. 2550 (2007) and its amendments.
A total of
51
employees resigned voluntarily
Representing a turnover rate of
10.36%
Established a Welfare Committee in the workplace in accordance
With Section 96 of the Labor Protection Act B.E. 2541 (1998) to collaborate with the employer in providing employee welfare, offering consultation and recommendations on appropriate welfare measures, and monitoring and supervising the welfare arrangements provided by the employer.
Organize training and development of employees according to the Leadership Development Program in various courses
According to level and job position. In 2024, there are
41
employees
at the supervisory level who have undergone training.
Organize training and development of employees to increase their knowledge and develop their potential,
a total of
79
courses
With an average number of training hours and activities to develop knowledge of
22.06
hours per person per year.
Achieve the target of 18 hours per person per year
Accounting for a total of
10,163
hours of work,
The budget was used for training and development of employees totaling
4,128,583
Baht.
Employee Engagement Survey
By engaging an external independent consultant. The overall corporate employee engagement scores were
4.94
from 6 full scores
with the response rate at
96%
Develop a Capability Mapping to identify the necessary capabilities required
To achieve business goals or operate efficiently. This serves as a basis for succession planning and defining development plans for personnel in key positions
Loxley-ASM Sport Hero Project
Provided grants for the purchase of sports equipment and travel expenses for athletes with disabilities participating in domestic and international competitions for the 13th consecutive year, and employed athletes with disabilities as company staff.
  • Created career opportunities for 55 people with disabilities
  • Generated income totaling 9,308,700 baht for people with disabilities
  • Expanded into over 7 social development projects