Employee Development
Supporting the Sustainable Development Goals
Targets
- Average training of at least 8 hours per employee per year
Performance
Challenges and Opportunities
Personnel development and career path creation are key factors in driving the organization toward sustainability amid changes in the business environment, technology, and working models. Turnkey Communication Service Public Company Limited (“TKC”) faces challenges in enhancing employee skills and capabilities to align with future business directions.
One of the key challenges is developing employee skills to keep pace with changes, particularly digital skills, analytical thinking, and adaptability of personnel, as well as designing development plans that meet the needs of employees with diversity in age, experience, and career goals. At the same time, TKC also faces competition in retaining talented personnel. If it is unable to create clear and fair career paths, it may affect employee motivation and engagement.
However, such challenges are considered important opportunities to strengthen the organization. Investment in training and individual development helps enhance competitiveness, create motivation, and strengthen employee engagement with the organization. It also prepares personnel for succession in key positions, helps reduce management risks, and supports continuous and sustainable long-term growth.
Management Approach and Value Creation
Employees are a key driving force behind the Company’s growth and success in achieving its organizational objectives. The Company recognizes the importance of its personnel as a core mechanism for driving the organization toward sustainable success. Therefore, the Company focuses on enhancing employees’ knowledge, skills, and capabilities in alignment with the operational requirements of each functional area. In addition, the Company promotes positive work attitudes and professional attributes to ensure that employees are able to adapt to changes in business and technological environments. The objectives of employee development and career advancement are as follows:
The Company establishes an annual training plan for employees at all levels to enhance their competencies and essential skills required for their roles. In addition, Individual Development Plans are prepared for employees who are nominated for promotion to ensure they possess the qualifications and capabilities expected by the Company. This approach also supports succession planning for key positions, thereby reducing the risk of disruption in organizational management and ensuring business continuity.
