Page 188 - BAM ONE REPORT 2564 (ENGLISH VERSION)

186 Part 2
Corporate Governance

Personnel development
The Company has a policy to take care of employees nationwide fairly by considering competency and work
experience to give an opportunity to employees to be advanced in their career path equally. Furthermore, the remuneration
and welfare are improved to be suitable with the economic condition and needs of living to enhance morale and motivation
in work operation of the employees.

For personnel development, the Company regards it essential because it is to enhance knowledge and skills
to work effectively by making a plan to promote the organization to have potentials in all aspects such a training,
and scholarship. This will uplift the company to have standard equivalent to general leading companies.

The Company defines a strategy and plan about personnel development by making HR Master Plan which
includes

(A) Organization’s competency system
The company provides the competency system including core competency, managerial competency and
functional competency.
(1) Core competency is the competency that employees at all levels are transmitted from vision, mission
and strategy of the organization for the Company to operate works successfully and achieve the set
goals, before conveyed to every employee.
(2) Managerial competency is for executives at all level, and it is different in terms of roles and duties
(role-based) to operate works successfully in accordance with the strategic plan, vision, and mission of
the company.
(3) Functional competency is competency for specific positions to support the employees to behave suitably
with the job descriptions, and to enable the sectors and organization to achieve goals successfully.

The Company assesses competency under the framework that can contribute to creation of the conceptual,
behavioural and attitudinal framework of employees to be in the same way with vision, mission and strategy of the
company. It is a variable to make the Company to achieve the set goals successfully.

Furthermore, such assessment is also an instrument to help the Company to work human resources more
effectively such as nomination of employees, transfer or promotion, personnel development etc.

(B) Performance Assessment based on KPI
The Company implements the performance assessment system by employing the Key Performance Indicator:
KPI, starting from setting a Business Model, transforming to the organizational indicator, and obtaining concrete outcomes
in an effective and efficient manner, transmitted to the department-level indicators up to all employees in the entire
organization. Therefore, the Company’s performance assessment is consistent with the direction of the business
operation, which is an important factor of success of work operations according to the code of practices of general
leading companies.