Our Employees Overview
Why is this Important?
Currently, businesses must face rapid competition and changes. This includes the energy sector, which needs to adapt to consumer demand trends, government policies, and organizational management. Human resources thus play a crucial role in building flexibility and developing the organization's potential to effectively handle challenges and achieve goals.
EGCO Group has refined its human resource management strategy to enhance employee performance, focusing on retaining and recruiting individuals with the right knowledge, skills, and attitude to adapt to the company's business direction. Additionally, EGCO Group emphasizes creating opportunities for skill development and knowledge acquisition to support employee growth and advancement alongside organizational development. The company also promotes a good quality of life to ensure employees have a balance between work and personal life.
Sustainability Material Topic: Human Capital Development, Labor Practice & Talent Attraction
Stakeholder Impact on Materiality topics
Employee
Management Approach
Employee Management Target
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Effectively implement the human capital management system ‘Success Factor’.
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Implement improvements to human capital management system as planned.
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100% of employees participating in the Succession Planning & Development Program are considered successors for management positions.
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Increase the number of female employees in Management positions by at least 40% within 2025.
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Increase the number of total female employees by at least 30% within 2025.
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Transfer employee data from the SAP system to the Success Factors system.
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Fill 100% of vacancy management positions (above EVP level).
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Organized diversity activities and training for employee groups, including ethnicity and nationality.
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Promote continuous employee participation in diverse groups, including people with disabilities, LGBTQ+, ages, languages, and other minority groups.
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Employee engagement score of at least 78%.
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Complete transferring employee data according to the target.
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Fill 100% of vacancy management positions (above EVP level).
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Employment policy covers talent recruitment process with transparent guidelines that comply with “respect to human rights” and “fair treatment of labor”. Diversity and inclusion is promoted in the process for recruitment and other related activities which can be considered from 2024 Sustainability Performance Data: Human Resources.
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Employee engagement score of 76.1%.
Diversity and Inclusion Target
Employee Management
EGCO Group has developed and applied the Integrated Human Resources Management Policy into its organization that covers all human resources aspects.
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Employee Recruitment and Selection
EGCO Group has established clear and transparent guidelines for selecting and hiring competent employees taking into account ‘respect human rights principles’ and ‘fair labor practices’.
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Compensation and Benefits
[GRI 405-2 (2016)]
EGCO Group focuses its attention on fair and appropriate compensation and benefits to ensure financial stability of its employees both during employment and after retirement.
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Human Capital Development
[GRI 404-2 (2016)]
EGCO Group supports and encourages employees in all levels to be knowledgeable, competent, and skillful to prepare for the continuous business expansion, and cultivates corporate learning value.
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Fair Performance Appraisal
EGCO Group has carried out a fair performance appraisal system using various techniques to evaluate the effectiveness of relevant operations and capabilities, focused mainly on operational outcomes.
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Employee Engagement Survey
EGCO Group has continuously exercised employee engagement survey and take the results into consideration to improve working operations, capabilities development, as well as benefits and welfares.
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Employee Quality of Life and Well-Being
[GRI 401-2 (2016), 404-2 (2016)]
EGCO Group believes that apart from employee qualifications, quality of life and well-being are crucial factors to achieve the target of work-life balance.
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Diversity and Inclusion
EGCO Group places importance on promoting diversity, equality, and inclusion in the workplace and operates its business in compliance with relevant standards and requirements including Principles of the United Nations Global Compact (UNGC)
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Performance Data
Updated as of May 2025
The information reported above was prepared in accordance with the Global Reporting Initiative Standards (GRI Standards). It has been audited by an external party and has received limited assurance through the 2024 Annual Report.