Human Capital Management and Development
Goal and Performance Highlights
Performance
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Performance
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Performance
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Challenges and Opportunities
Central Pattana Public Company Limited prioritizes human capital development as a key driver of organizational progress amid rapid changes in technology, workforce diversity, and stakeholder expectations for sustainable business conduct. The Company builds an open and equitable workplace while continuously developing employee skills and capabilities. This strengthens adaptability, motivation, and shared growth among the organization, employees, and society, creating long-term value and sustainability for all stakeholders.
1. Diversity Management and Promotion of Equality in the Organization
With a broad and geographically diverse asset portfolio, the Company faces challenges in overseeing the workplace environment, employee well-being, and a workforce that differs by profession, work location, and age group. The Company must manage flexible welfare systems that embrace diversity while maintaining non-discriminatory practices and reducing inequality in people management processes. This strengthens transparency, fairness, and employee engagement. It also enhances Central Pattana as an employer destination that attracts and retains high-potential talent and younger generations who value an organization with purpose, supporting long-term business continuity.
2. Upskilling to Support Technological Transition
Rapid changes in innovation and business competition require the organization to accelerate reskilling and upskilling, especially digital readiness, to close capability gaps. At the same time, human development costs must be managed efficiently so upgraded skills translate into productivity per employee, lean processes, fewer redundant steps, more value-added tasks, and stronger organizational productivity in line with business growth.
3. Developing Employee Potential and Motivation through Value Creation
As expectations grow for sustainability collaboration with external sectors, the organization faces the challenge of strengthening employee collaboration skills so employees can effectively transfer knowledge to small entrepreneurs and communities while maintaining the Company's operating standards. This challenge is also an opportunity to use partnerships with civil society and other partners as real learning platforms that build leadership and future skills. Meaningful employee participation in social initiatives also strengthens pride and sense of purpose, which are key drivers of engagement and long-term attractiveness for high-potential talent.
Central Pattana Public Company Limited sees an opportunity to attract and develop employees through
training and leadership programs, supported by digital learning platforms and e-learning to improve efficiency.
Management Approach and Value Creation
Central Pattana Public Company Limited is committed to developing employee capabilities in every dimension. The Company believes people are valuable resources and an essential force behind organizational growth and sustainability. People development enables employees to continually improve their skills, while also enhancing work efficiency, strengthening engagement, and creating an environment where employees and the organization can grow together.
Governance and Human Capital Management Strategy
The Company manages and develops human capital under a transparent and fair governance structure. The enterprise-level Human Resource Development Committee drives policies, strategies, and practical guidelines directly related to employees, including the employee treatment policy, business ethics, and respect for human rights. The committee also reports performance and strategic direction to the Nomination and Remuneration Committee, a Board-level subcommittee, to ensure systematic management and good governance.
The Company also operates in line with Thai labor laws and international frameworks, including the International Labour Organization (ILO) and the United Nations Global Compact (UNGC). These standards form an important foundation for improving labor rights, well-being, and equality, while supporting portfolio expansion and continued business growth. The long-term human resource management strategy supports the strategic goal of growing sustainably together with employees across all sectors, as follows:
- Recruiting and nurturing high-potential talent: Focus on attracting capable employees and accelerating future-skill development, especially in digital, innovation, and leadership capabilities, to support technological transition and organizational efficiency.
- Promoting well-being, transparency, and equality: Apply fair labor practices in line with international standards, manage flexible welfare systems that embrace diversity, and oversee safe and healthy working environments for branch and head office employees.
- Shaping organizational culture toward a shared purpose: Drive employee behaviors through the "4 Core Beliefs" to create an open, safe, and inspiring workplace and strengthen long-term employee engagement.
Recruitment
The Company defines qualifications for each position as criteria for internal and external recruitment and selection without discrimination. Opportunities are open to employees of all gender identities, nationalities, and individual backgrounds under the manpower planning and recruitment strategy. Workforce data is analyzed and forecast through the digital human resource management system, CneXt.
The Company also emphasizes gender balance by continuously maintaining the proportion of female employees, female executives, and women in key functions such as STEM and revenue-generating functions at no less than 50%, supporting diversity and equality across the organization.
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Internal recruitment
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External recruitment through media and online channels, such as recruitment agencies and the Company's recruitment channels
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Under the blended recruitment and people development strategy, the Company systematically analyzes data from job applications, selection, resignations, transfers, promotions, employee records, retirement, current headcount, and unemployment rates. The analysis improves workforce demand forecasting and internal recruitment speed, while helping prepare successors for key executive positions.
People Development and Future Skills
The Company has established three areas of people development: functional competencies and knowledge, leadership development, and development of high-potential employees and successors. This strengthens organizational capability to respond to all forms of change, including competition for talent in the labor market.
High-Potential Talent Development
The Company communicates individual development plan guidelines through various channels so employees can set clear career goals, plan career development effectively, and review and improve their individual development plans for maximum effectiveness.
The high-potential talent development program
selects employees with strong performance and leadership potential for individual development plans. The program expands learning and self-development opportunities, prepares employees for growth within the organization, and supports future business expansion. Progress is reviewed quarterly with senior executives and supervisors, including consideration of compensation, career opportunities, and engagement.
Succession planning
is conducted for senior executives in key positions together with the highest-ranking executives in each function. Development plans include career planning and individual career development plans. Key positions with identified successors under development account for 88% of the target group, with progress reviewed every quarter.
Business Intelligence (BI)
is applied to analyze people management data and support supervisors, including employee engagement levels and compensation data for high-potential employees, which is reviewed twice a year in addition to the regular salary adjustment cycle.
Development under Central Group Collaboration
- Learning programs to strengthen people management capabilities
- Executive learning programs help leaders build effective teams and unlock team potential through project-based action learning.
- Learning programs for senior management teams include EDP - Executive Development Program and MDP - Management Development Program. These programs bring together senior to middle-level executives from Central Group businesses in Thailand, Vietnam, and Europe under the theme Becoming Future-Ready Organization, focusing on business change readiness, leadership, and people preparation to develop and retain talent and successors.
Leadership Development
General Manager (GM) Trainee Program for shopping center general managers
The shopping center General Manager position is critical to the Company's business. Selected employees receive knowledge, capabilities, and skills development covering shopping center management and leadership through hands-on practice at operating sites, with branch general managers serving as mentors. The program began in 2017 and averages 10 GM Trainees per year. During practical work and performance assessment, participants hold the position of Acting Assistant General Manager.
Training and Competency Development
Supervisor Capability Development
The People Manager Program strengthens people management capabilities for supervisors, enabling them to achieve stronger results through their teams. It expands the people management role of supervisors through micro-learning on CneXt and live learning sessions.
Future Skills and Innovation Building in the Organization
The Company strengthens employee skills for the digital age through technology and digital training, including Data Analytics, AI, Automation, and Digital Marketing, delivered through e-learning platforms and expert-led workshops such as AI Literacy, AI 102: Co-Pilot Workshop, Cyber Awareness, and safe use of Generative AI. These programs prepare employees to apply technology effectively and respond to the needs of a modern, data- and innovation-driven organization.
One of Central Pattana Public Company Limited's key initiatives is The Power of Dream, which gives employees at all levels opportunities to propose new ideas for innovation and process improvement.
Selected projects receive management support and implementation budgets. In addition to improving work efficiency, the program encourages creativity and employee participation in driving the organization forward.
Strengthening sustainability skills and awareness
The Company strengthens sustainability skills and awareness through online e-learning on topics such as anti-corruption, human rights, personal data protection (PDPA), safety, and environmental training.
'Master's Degree Scholarship' Program
The Company offers master's degree scholarships for employees interested in further study, with a focus on technology and digital programs, including data science, information technology, digital marketing, and digital innovation. Employees must have at least two years of service, receive good to very good performance ratings for two consecutive years, and be able to balance study with regular work.
Performance Management and Employee Retention
The Company provides employees with clarity on strategic direction and connects organizational goals with employee needs through Objectives and Key Results (OKRs). OKRs are used to measure and assess performance at all levels through a digital performance management process, from goal setting through salary review. To ensure efficient, transparent, and participatory assessment, the Company applies multiple appraisal methods, including Management by Objective, Multidimensional Performance Appraisal with 360-degree feedback, Team-Based Performance Appraisal that focuses on team outcomes, and Agile Conversations that enable continuous feedback, real-time dialogue, and rapid problem solving in a changing work environment.
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Goal Setting
Goal setting begins at the organizational level and cascades to business units, functions, teams, and individual employees. OKRs at each level are aligned with organizational goals. The Company also benchmarks goals across business units and functions to drive cross-functional collaboration, while using team-based appraisal to improve goal execution and encourage employees to realize their full potential.
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Mid-Year Performance Progress Review
The Company conducts Performance Conversations between supervisors and subordinates twice a year, applying coaching and feedback together with 360-degree input from indirect supervisors, subordinates, and colleagues. This helps employees understand their strengths and development needs.
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Year-End Performance Appraisal
After supervisors complete employee performance evaluations, the Company holds calibration meetings within the same business unit to ensure consistent standards and a fair reflection of employee performance.
Real-time access to data through the digital people system supports fair, fast, and transparent decisions on salary and bonus adjustments. The Company also continuously monitors and analyzes compensation data to ensure equitable pay for all employee groups, including regular gender pay equity assessments. This reflects the Company's commitment to fair and competitive compensation under a culture that values capability, performance, and achievement without gender bias.
The Company also analyzes OKR assessment results together with progress under Individual Development Plans (IDPs), which are tailored to each position. This helps employees progress steadily in their careers and supports promotion consideration.
Employee Care under Fair Labor and Welfare Practices
Central Pattana believes that people are the key force behind the Company's vision and success. The Company therefore raises workplace standards beyond legal requirements while creating an environment grounded in dignity, fairness, and equal opportunity for all. Employee care guidelines include the following:
- The Company's compensation structure is designed to be competitive and aligned with market standards under the human resource risk management plan, with comprehensive welfare and benefits.
- The transparent performance appraisal and promotion system is based on Pay-for-Performance principles, including remuneration for directors and executives at all levels under fairness, transparency, and long-term shareholder value considerations.
- The Company manages working hours, overtime, and annual leave through the CneXt digital human resource management system to ensure accurate wage payment, compliance with labor laws, and work-life balance. All employees receive proper overtime compensation and can fully exercise vacation leave entitlements to restore work effectiveness.
- Promoting labor rights and freedoms: The Company gives employees freedom to exercise their rights to establish and/or join labor unions, as well as freedom of collective bargaining as required by law.
- Employee listening and participation mechanisms: The Company has established Safety and Occupational Health Committees and Welfare Committees at both corporate and branch levels, comprising employer representatives and legally elected employee representatives. Monthly meetings review incidents, analyze causes, and define preventive measures, creating continuous participation and dialogue on working environments, conditions, safety, and quality of life. These committees represent employees in consultations with the organization on necessary welfare, communicate employee welfare needs, provide recommendations, and monitor welfare arrangements for maximum effectiveness.
- Strengthening social protection: The Company provides training on important ethics and conduct topics, including anti-corruption, human rights, personal data protection (PDPA), workplace safety, and environmental conservation. This is combined with investment in reskilling and upskilling programs to prepare employees for industrial and environmental changes.
The Company provides welfare and leave entitlements that exceed legal requirements to promote quality of life for employees and their families at every life stage, while supporting inclusive diversity for employees of all identities and family structures, including:
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Leave Entitlements for Quality of Life
- Annual leave starts at 6 days and increases with length of service, up to the maximum entitlement for each position level.
- Maternity leave is available for up to 120 calendar days, with wages equal to normal working-day pay for 60 days of the leave period.
- Ordination leave, in lieu of maternity leave for male employees, is available for up to 105 days for religious duties and to show gratitude to parents. This is treated as a customary right in lieu of maternity leave.
- Funeral leave provides 7 days of normal pay in the event of the loss of a family member.
- Marriage equality leave grants equitable leave rights to employees across all family structures.
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Financial Security and Benefits
- Medical benefits for employees at all levels
- Provident Fund and Employee Joint Investment Program (EJIP)
- Earned Wage Access (EWA) Program and emergency loans
- Memoranda of Understanding (MOUs) with financial institutions for special employee loan privileges
- Financial literacy and life insurance support through Staff of Central Saving and Credit Cooperative Ltd.
- Master's degree scholarships for employees (more details in the "People Development" section)
- Scholarships for employees' children
- Special privileges and discounts for employees across Central Group, The 1 brand, and partner stores within shopping centers.
- Special health insurance packages and critical illness care for families, including support in cases of emergency blood donation.
- Inclusive employment supports part-time work in selected positions and life stages, such as employment programs for retirees, employees with family care responsibilities, and a pilot pre-retirement entrepreneurship program for food center operators.
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Flexible Working Policy
The Company continuously supports remote and hybrid working through an official Work from Home policy and allows employees to request Work from Anywhere under reasonable conditions. This promotes collaboration while supporting personal-life balance. All employees are provided with laptops and international-standard digital tools, including Microsoft Office 365 / Teams / cloud systems, for secure and flexible communication.
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Flexible Clock-In and Clock-Out Time
The Company has established a flexible working policy for head office employees, allowing clock-in between 07:30 and 09:30 and clock-out between 17:00 and 19:00 while maintaining standard working hours and rest periods.
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"Smart Office" Workspace Design
The Company enhances workplace quality in line with modern ways of working by giving employees opportunities to participate in workspace design, including selecting office furniture suited to actual use.
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Facilities that Embrace Diversity
The Company provides flexible meeting spaces, soundproof booths, and live broadcasting systems to support internal communication and town halls. Employees also have access to facilities in Company-managed shopping centers, such as nursing rooms, prayer rooms, and playgrounds, supporting family life and diverse cultures.
Employee Engagement and Organizational Culture
Central Pattana recognizes that employee happiness and engagement directly affect organizational success and stability. The Company therefore creates a work environment that systematically supports mental well-being, behavioral outcomes, and career growth.
Focus on creating a positive work environment through the "YOU Dee Mee Sook" concept
1. "YOU Dee Mee Sook" Holistic Well-Being Framework
The Company promotes employee well-being through the YOU Dee Mee Sook concept, supporting quality of life in modern work through four key pillars.
- Physical Wellbeing: Organizes indoor health and exercise activities such as piloxing and yoga, together with therapeutic massage services provided by visually impaired therapists.
- Mental Health: Provides mental health activities, emotional well-being programs, additional office syndrome coverage, and mental health care programs such as i-Strong to support work-life balance.
- Financial Wealth: Provides advisory programs, financial literacy, and financial planning to help employees build long-term financial security.
- Social Relations: Creates a happy, open, safe, and supportive working atmosphere at every level of the organization.
2. Listening to Employee Voice and Engagement Assessment
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Annual Engagement Survey Process
The Company gives employees at all levels opportunities to share feedback through the CG Voice employee engagement survey twice a year. The survey follows Kincentric Employer of Choice engagement framework and covers six areas: (1) satisfaction and commitment to the organization, (2) work experience, (3) organizational culture, (4) happiness and stress management, (5) supervisors, and (6) values and purpose at work.
Satisfaction and Commitment to the Organization
Work Experience
Organizational Culture
Happiness and Stress Management
Supervisors
Values and Purpose at Work
The Company uses survey results and employee feedback as important data and indicators for executives and Human Resources to improve welfare policies and enhance the working environment in line with employee expectations.
3. Relationship Management and Building a Culture of Participation
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Through employee relations and recreational activities
The Company builds unity and a positive workplace atmosphere through relationship-building activities such as inter-branch football competitions, Central Group sports days, Friday Playtime, annual parties, team-building activities, and annual festival celebrations.
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Through a Purpose-Driven Culture
The Company gives employees opportunities to participate in social and community projects around business locations, fostering unity, public-mindedness, sustainability values, and pride in helping drive the organization.
4. Driving Career Paths through the CNext Digital Human Resource Management System
Proactive career path management: To strengthen engagement and long-term retention, the Company has developed and implemented CNext, a digital human resource management system, as a key tool that enables employees to manage and plan their own career paths effectively. The system allows employees to track development progress, training, and learning courses aligned with future growth goals, while also creating space for knowledge exchange within the organization and with external partners.
Stakeholders Directly Impacted
