Human Resource Management

The Thai labor market faces challenges from the rapid changes in technology and artificial intelligence (AI). As a result, it has become crucial for organizations to develop their workforce's capabilities to adapt to these changes effectively. AIS focuses on recruiting and enhancing the potential of digital talent, promoting a culture of continuous learning, and retaining highly skilled employees to reduce turnover rates. To remain competitive and effectively address new challenges, the organization needs to create an environment that fosters growth and career advancement while ensuring an effective support system for their employees.

Management Approach

AIS has established policies and operational guidelines in compliance with labor laws. AIS furthers business sustainability while fostering an organizational culture aligned to its business practices under the concept “FIT FUN FAIR”. Employees are encouraged to develop their skills in response to the digital challenges of the business.

Management strategy to enhance organizational efficiency and drive employees to unlock their full potential to increase the Company’s competitiveness through the 6Ss strategy.

Talent Attraction, Retention and Succession Plan

AIS is focusing on the following principles:

AIS has put in place a clear remuneration policy defining appropriate remuneration as stipulated by law. The appraisal criteria are based on the following framework:

Employee Potential Development through Work Culture and Lifelong Learning

AIS has developed its personnel strategy under the concept of lifelong learning, with AIS Academy serving as the central hub for technology and innovation learning. The company emphasizes essential skills, including Functional Skills, Technical Skills, and Soft Skills, through tailored courses for each field of work. Additionally, AIS has supported diverse learning channels such as online courses, virtual classes, and workshops while also developing the LearnDi and ReadDi platforms to enable employees to access knowledge resources anytime, anywhere. Furthermore, AIS collaborates with external institutions to provide employees with diverse learning and development opportunities.

Key highlights of Personnel Development and Management performance

Employee and Career Development

• Growth Mindset promotes a work culture in which individuals have the courage to think, take action, and rise again after setbacks, and the belief that failure is an opportunity for learning and development. Employees can share their experiences of learning from failures to participate in the project. Now in its third phase, the project has engaged 460 employees, with inspiring stories from participants shared with 8,100 colleagues, fostering an inspiration and a positive mindset across the organization.

• AIS INNOJUMP project enhances employees' innovation skills through practical courses and activities applicable to their daily work. Notable initiatives include the "Unlocking Your Creativity" course, which strengthens creativity and problem-solving abilities, and the AIS INNOJUMP Competition, an idea contest focused on improving four key work processes: annual performance evaluation, procurement, accounting disbursement, and IT client support and cyber security.

• Pathway to Sustainable Business: Embedding ESG in AIS promotes sustainability knowledge through the SET e-Learning platform, in collaboration with the Stock Exchange of Thailand (SET). It aims to enhance employees’ understanding of Environmental, Social, and Governance (ESG) principles and practices. Currently, a total of 476 employees have completed the foundational course.

Talent Attraction & Retention

AIS Digital Talent The project is dedicated to developing younger generations, empowering them to showcase their talents and grow in their career paths. AIS Digital Talent comprises 3 programs:

The Vanguard: A digital leadership development program that empowers employees from all functions to enhance their skills through modern learning tools, mentorship exchanges, and cross-functional collaboration, fostering organizational growth.
The Masters: A 19-month leadership development program designed for new employees, offering hands-on experience in 3 different tasks: Business management, Data analytics, and technology utilization. Participants receive guidance from executives, enabling rapid career growth.
The Bloom: An 8- to 10-week internship program for third-year university students from all disciplines. The program provides real-world experience in various departments, such as accounting, engineering, and human resources, with the opportunity to be considered for full-time employment at AIS after graduation.

Promoting Employee Well-being

AIS has established a Welfare Committee within the workplace in accordance with Section 96 of the Labor Protection Act B.E. 2541. This committee aims to collaborate and provide counsel to employers on the provision of welfare benefits for employees. Additionally, it offers recommendations on beneficial welfare arrangements for employees and monitors the management of such welfare provisions by employers.

Furthermore, AIS has adopted principles and guidelines of Diversity, Equity, and Inclusion (DEI) by promoting and supporting employee welfare to develop their knowledge, skills, and attitudes. Additionally, the company encourages employee participation and fosters a pleasant work environment where individuals with diverse backgrounds can coexist happily. This includes implementing flexible work policies (such as work location and hours), with guidelines for supervisors to make appropriate decisions based on nature of work and personal needs of employees.

Promoting Internal Relationship and Communication

• Free Happy Meal Together is an activity designed to bring happiness and foster positive relationships within the company. Employees gather to enjoy meals together at the office building.

• Aunjai Podcast provides knowledge about work, work techniques, and the Company’s major projects. Executives from various lines of work share insights and communicate with AIS employees.

• Sharing Happiness with society encourages employees to contribute to society in various ways. As part of the merit-making activity for the Company’s 34th anniversary, AIS donated funds to support underprivileged patients in need.

Employee Engagement in Development and Fostering Engagement with the Company

AIS conducted an employee engagement survey covering 4 areas: basic needs, individual contribution, teamwork, and learning & growth. A score of 4.1 out of 5 will serve as a foundation for developing targeted plans to enhance the work environment and improve employee welfare.

Additionally, for the 9^th consecutive year, the company appointed the People Champion to help create conducive work environment. Their responsibilities include organizing activities aligned with the corporate culture, listening to employees’ opinions, and gathering information to drive development and enhance the overall employee experience.

Performance Table

Topic	Unit	2020	2021	2022	2023	2024
Employees
Total employees	Persons	13,975	12,909	13,141	11,448	19,698
Other employee diversit
Employees with Disabilities	Persons	202	142	149	138	219
Employees with Disabilities	%	1.4	1.1	1.1	1.2	1.1
Training and Development
Total Training Hours	Hours	517,165	422,422	374,737	272,753	360,245
Total Average Training	Hours/Person	37	32	29	24	18
Resignation
Resignation	Persons	573	830	1,151	1,343	966
Total turnover rate	%	6.12	9.15	12.86	16.11	8.99
Total Voluntary turnover	Persons	475	755	1,043	837	798
Voluntary turnover rate	%	5.07	8.32	11.66	10.04	7.43

Remark: In 2024, the integration of AIS and TTTBB data due to the acquisition has resulted in changes to the performance data compared to the previous year.