To meet the challenges in digital world, it is necessary to have personnel with new abilities and the willingness to acquire skills needed in the digital world of today. Attracting job applicants with such new abilities is a challenge for the Company, as is the development of personnel and continual adjustment of internal structures in order to adequately keep up with the constant changes of the digital era. The Company has therefore revised its workplace culture to be one of greater alertness, full of creativity, with fair management of remuneration and compensation, and with development and training to increase employee knowledge and expertise in digital services and thus retain quality personnel who remain with AIS for the long-term.
HOW WE ADDRESS THE ISSUE
In order to cope with the challenges, we have set the long-term targets and strategy as follows:
- Acquire enough staff with new abilities in digital technology to support business growth
- 80% of talent pool is retained
- 80% of Talent on Critical Role staff undergo New Ability training in digital technology
- Employee Engagement Survey participation rate above 75% and Employee Engagement Index above 4.00
- Talent Attraction, Retention and Succession Plan
- Lifelong Learning
- Employee Well-Being
AIS in 2019 sought to introduce a new corporate culture and DNA under the concept “FIT FUN FAIR”, encouraging employees to be creative and providing them with opportunities to enhance their skills in response to the company’s digital challenges as well as promoting a unified vision of the organization’s goals as to maintain its strength and leadership with consistency and sustainability.
Talent attraction and retention
AIS recruitment team held activities at 18 universities to introduce the company and attract applications from students. A total 2,583 applications were submitted, from which AIS selected criteria matching students for involvement with the company after graduation and career planning. This year saw the “AIS Career Framework” created to serve as a tool for introducing processes and protocols to employees and superiors, promoting career growth and helping to uncover employees with growth potential.
Activities throughout the year were organized the 6 Aor concept
|Diet||Knowledge on nutrition was provided to staff to enhance their health. Healthy cuisine banquets were organized.|
|Academy||Knowledge on digital technology and changes to the business from both internal and external experts was provided to prepare and elevate staff.|
|Emotion||Programs and activities were organized to strengthen staff mental fortitude, mental development and emotional quotient.|
|Exercise||Programs and activities were organized to enhance the physical fitness of staff with health experts brought in to provide knowledge on improved care of physical health.|
|Fiscal Discipline||Programs and activities were organized to enhance the physical fitness of staff with health experts brought in to provide knowledge on improved care of physical health.|
|Social Responsibility||The “Aun Jai Volunteer” program was initiated with the concept to integrate social responsibility into the daily workflow of employees, providing them knowledge, instilling a sense of responsibility in them and supporting them to be active members of society. The program created opportunities for staff to better their hometowns or areas with which they are tied. AIS provided financial support to their undertakings with a maximum 100,000 Baht available to each effort. Staff were also provided with days off not counted as leave to pursue volunteer work.|
Employees’ performance appraisal - AIS set biannual performance appraisal for all employees including
- performance evaluation according to objectives and goals jointly determined by supervisors and subordinates
- Employee’s progress assessment according to their training and individual development plan.
AIS uses the 3-Ps principles in determining employees’ remuneration