Page 201 - BAM ONE REPORT 2565 (ENGLISH VERSION)

195

Form 56-1 One Report 2022

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.

At present, the Company exercise the indicator system with every employee to respond the strategy and goals
in each year. It is also a tool to follow up and assess the performance with the related executives to consider screening
the assessment result, and determining returns and other benefits for employees fairly and suitably.

(c) Provision of employee development plan for employees at all levels
Personnel are valuable resources that must be retained and developed to reach their full potential. The
Company believes that personnel are the important drive, and thus emphasizes the development of employees
at all levels including executives and staff members, systematically and continuously. This will be consistent with
current business operation, which will enable the Company to achieve favorable performance and enhance its
competitiveness, as well as support its future business operation. The Company defines the training roadmap and
the employee development plan under the competency-based management with aims to develop employee