The development and holistic care of employees are critical to sustaining organizational competitiveness amid rapid technological advancement, including artificial intelligence (AI), and the increasing demand for skills in areas such as AI, cybersecurity, and digital technologies. Accordingly, the Company is committed to continuously strengthening employee capabilities to support its business growth trajectory, while promoting diversity, equity, and inclusion. These efforts foster an inclusive working environment that encourages participation, continuous learning, and growth at all levels, thereby enhancing organizational capability and supporting stable, long-term business growth.
Performance
2025
AIS employees participated in digital skills and abilities training
Target
By 2025
More than 90% of AIS employees will receive training in digital technology skills
Management Approach
AIS’s human resource management covers recruitment, training and development, and employee well-being, guided by the 6Ss Strategy. In addition, the organization fosters the FIT FUN FAIR culture, which emphasizes creating a workplace that promotes well-being, knowledge and skills development, meaningful and challenging work, positive attitudes, equality, and equal opportunities.
Strategic Workforce & Career Planning
- Career Model
AIS leverages digital technologies and data-driven insights to define knowledge levels and functional competencies for each role. This approach enables employees and supervisors to systematically plan development pathways and career progression, strengthening workforce capability, long-term employee engagement, and the Company’s overall competitiveness.
- Individual Development Plan
AIS develops Individual Development Plans (IDPs) collaboratively among employees, line managers, and Human Resources, aligned with defined career pathways under the Career Model and tailored to the competencies of each job family. These plans prepare employees to build relevant skills and transition effectively into new roles within the organization, with the AIS Academy serving as the central learning platform to enhance capabilities and support internal talent growth.
- Succession Plan
AIS establishes a structured succession planning process with transparent and fair selection criteria. The process includes tailored development plans designed to strengthen leadership capabilities and role readiness, thereby ensuring business continuity and mitigating long-term workforce risks.
Learning & Capability Development
- Learning & Reskilling
AIS enhances workforce capabilities through a comprehensive approach that strengthens digital and technology capabilities alongside collaboration, critical thinking, and essential & human skills. These efforts are delivered through diverse learning channels, including online courses and virtual classrooms, as well as internal platforms such as LearnDi and the online library ReadDi. The approach supports continuous lifelong learning and ensures alignment between employee capabilities and the Company’s long-term business direction.
- Leadership & Talent Development
AIS designs leadership development programs aligned with business strategy and organizational growth across all levels, from emerging leaders to senior executives. The programs focus on strengthening strategic thinking, change management, and innovation mindsets through experiential learning, stretch assignments, and executive coaching, cultivating leaders equipped to drive organizational performance and deliver sustainable growth.
Performance & Reward
- Performance Evaluation
The Company conducts a structured and transparent performance evaluation process for employees at all levels twice a year. The process ensures alignment with the Company’s strategic objectives and supports the continuous development of employee capabilities. The performance evaluation framework comprises four key dimensions as follows:
Individual KPIs
leadership Competency
Culture and Business Ethics
Constructive Feedback
- Compensation & Benefits
The Company has established its compensation and benefits policy based on principles of fairness, competitiveness, and performance alignment. Remuneration is linked to individual performance evaluation results against jointly agreed objectives (Individual KPIs), as well as the Company’s overall performance against corporate targets (Corporate KPIs). The compensation structure is regularly reviewed to remain appropriate to economic conditions and labor market dynamics, ensuring sufficient living wage while effectively attracting, retaining, and motivating talent on a sustainable basis.
2025 Performance
Learning & Capability Development
- Growth Mindset
AIS fosters a work culture that encourages employees to think boldly, take action, learn rapidly, and grow from setbacks. Employees are invited to share personal stories of learning from failure through structured programs designed to strengthen communication and leadership skills essential for driving change. The initiative has been implemented through its 4th cohort, with more than 460 participants.
- The AIS INNOJUMP
This project aims to develop employees’ innovation skills by creating a new work approach in which employees can incorporate their innovation skills into everyday work, while strengthening the Company’s culture as an innovation-driven organization. The project comprises a range of courses and activities, including Unlocking Your Creativity, Inno-My-Way, BINGO, the AIS INNOJUMP Competition, and the Retail Management Bootcamp. In 2025, the initiative engaged more than 3,282 participants.
- Pathway to Sustainable Business: Embedding ESG in AIS
To promote 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. A total of 565 employees has completed the foundational course.
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.
- The Company provided scholarships to employees’ children who demonstrated outstanding academic performance and met the Company’s eligibility criteria, awarding a total of 1,301 scholarships with a combined value of THB 9,038,000.
- AIS offers influenza vaccinations at an affordable price for full-time and part-time employees, excluding their family members. For 2025, a total of 2,364 employees were vaccinated.
- AIS Wellness Program encourages employees to maintain physical and mental health, reducing health problems. The program emphasizes preventive and routine care across 5 aspects: exercise, nutrition, mental well-being, savings, and Aunjai Asa.
Promoting Internal Relationship and Communication
- “ChatGen” is a human resources chatbot developed to enhance internal communication efficiency and facilitate employees’ access to key information such as policies, benefits, and internal activities anytime and anywhere. Since its launch, 4,530 employees have actively used the system.
- “FunDi” is an employee benefits platform that enables employees to redeem goods and services using tokens earned through participation in organizational activities. The platform offers a wide range of products and services across categories such as food and beverages, lifestyle, health and beauty, and electrical appliances. In 2025, a total of 14,643 employees redeemed rewards through the platform, reflecting strong employee engagement and contributing to continuous internal communication and participation.
- Aunjai Asa: Standing with Thai Society is a volunteer initiative through which AIS employees collectively prepare and distribute relief supplies—including survival kits, drinking water, blankets, and essential items—to support individuals affected by the Thai–Cambodian border situation, flooding in Nan Province, as well as communities and AIS employees impacted by floods in Hat Yai District and surrounding areas. These efforts reflect the Company’s commitment to standing alongside Thai society during times of crisis.
Performance Table
| Topic | Unit | 2022 | 2023 | 2024 | 2025 |
|---|---|---|---|---|---|
| Employees | |||||
|
Total employees
|
Persons | 13,141 | 11,448 | 19,698 | 18,855 |
| Other employee diversity | |||||
|
Employees with Disabilities
|
Persons | 149 | 138 | 219 | 186 |
| % | 1.1 | 1.2 | 1.1 | 1.0 | |
| Training and Development | |||||
|
Total Training Hours
|
Hours | 374,737 | 272,753 | 360,245 | 551,039 |
|
Total Average Training
|
Hours/Person | 29 | 24 | 18 | 29 |
| Resignation | |||||
|
Resignation
|
Persons | 1,151 | 1,343 | 966 | 612 |
|
Total turnover rate
|
% | 12.86 | 16.11 | 8.99 | 5.72 |
|
Total Voluntary turnover
|
Persons | 1,043 | 837 | 798 | 386 |
|
Voluntary turnover rate
|
% | 11.66 | 10.04 | 7.43 | 3.60 |
Remark: Since 2024, the integration of AIS and TTTBB data following the acquisition has resulted in changes to performance data compared with the previous year.
Related Document
Information concerning “Human Resource Management” can be found in the 2025 Sustainability Report.
