Supporting the SDGs Goals

SDGs

Goal 1:
End Poverty.
Goal 2:
End hunger, and improved nutrition for all at all ages.
Goal 4:
Inclusive and equitable quality education.
Goal 5:
Achieve gender equality and empower all women and girls.
Goal 10:
Reduce inequality within and among countries.
Goal 16:
Peaceful and inclusive societies, justice, and non-discrimination.

Goal and Performance Highlights

Performance Highlights

The company there are total
54
elders working
The company employed people with disabilities in various departments a total of
107
individuals
Number of new employee hires:
4,949
persons

Management Approach and Value Creation

Management Approach

The company has intention to manage the human resources according to the good corporate governance principle by determining the personal strategy since recruitment, employee’s development and employee retention together with supporting employees equal for career growth and advancement without restrictions on gender, nationality, and religion. The company emphasizes on knowledge and ability development as well as encourages employees to be good citizen with volunteer spirit, make public and social benefit following to the Human Resource Management Policy of the company “GBH Smart People”

With respect to the main operation plan focusing on continuous store expansion every year, cause the company must set the recruitment plan in advance to support operational activities. The company has stipulated the employment policy by promoting mainly local employment in area where the store is located for supporting local economic and labor development including internal recruitment for transfer to their hometown.

Furthermore, the company has promoted career building for disadvantaged peoples by giving the cooperation and supporting the employment policy of the government sector such as Elderly Employment, Disability Employment, New Graduated Employment (Co-payment Project), with the performance of the past years as follow;

Employees Statistics 2024

The employee proportion separated by gender
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Details Male Employee Female Employee Total Employee (person)
Quantity (person) % Quantity (person) %
Operation Employees
  • Staff level
4,904 58.57 3,469 41.43 8,373
  • Management level/Store Executives
1,383 64.87 749 35.13 2,132
Center Support Employees
  • Staff level
152 24.20 476 75.80 628
  • Manager level or higher
86 27.22 230 72.78 316
Disabled Employees 54 63.53 31 36.47 85

The employee proportion separated by age

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Quantity (person) Percent/Total Employees
Younger than 30 year 4,673 40.51
Between 30-50 year 6,139 53.23
Older than 50 year 722 6.26

The employee proportion separated by years’ experience

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Quantity (person) Percent/Total Employees
0-5 years 7,344 63.68
5-10 years 2,959 25.65
10-15 years 984 8.53
More than 15 years 247 2.14

The employee proportion classified by employment contract

Full-time Employees
99.54%
Temporary employee
0.46%

The proportion of employee’s remuneration

Male Employee
57%
Female Employee
43%

Information of new hire employees

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Detail 2021 2022 2023 2024
Average Hiring Cost/FTE (Baht/person) 1,233.72 830.78 659.31 718.89
Percentage of Internal Hires (%) 8.3 18.60 18.58 13.90
Total number of new employee hires (person) 2,388 3,984 5,051 4,949
Gender
Male 1,512 2,523 3,026 3,064
Female 876 1,416 2,025 1,885
Age
Under 30 years 1,598 2,670 3,217 3,074
Between 30-50 years 743 1,242 1,765 1,777
Over than 50 years 47 72 69 98
Employee Level
Staff 2,209 3,742 4,625 4,545
Junior Management 164 233 401 395
Middle Management 15 9 19 9
Top Management 0 0 6 0
Religious
Buddhist 2,358 3,934 4,987 4,578
Christian 29 45 3 16
Muslim 1 2 60 355
Others 0 3 1 0

The company places importance on employee development to enhance their potential and increase efficiency in their work. Content selection for training courses is tailored to align with the nature of the business and is in line with external factors that may impact the business at that time.

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Details 2022 2023 2024
Training Value (Baht) 1,940,965.09 1,799,219.50 3,267,964.31
Total hours of training (hours) 81,422 90,879 93,444
Total hours/person/year 8.08 8.59 9.45
Average number of hours/total working hours (FTE) 1.07 1.18
Total trained employees (person) 10,077 10,575 9,885
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Details of Training for Employees Number (person)
Age Diversity
Younger than 30 year 4,619
Between 30-50 year 4,595
Older than 50 year 671
Employee level
Executives 293
Department Managers 119
Employees 9,473
Nationality Diversity
Thai 9,884
Cambodian 1
Filipino 0
Chinese 0

Details of the Employee Training Course

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Course Name Male (person) Female (person) Total Total Hours
Kickoffs: Annual Strategic Planning for 2024 13 27 40 280
Strategic Work Planning for 2024 12 16 28 308
Management Guidelines for 2024 24 69 93 651
Management Guidelines for 2024 for Area Managers, Assistant Area Managers 4 7 11 165
CEO walk & talk 2024 81 49 130 910
Enhance job skills for store managers 8 14 22 4,620
Enhance job skills for assistant store managers 30 19 49 10,290
Operational Excellence: Store Management Strategies for Achieving Excellence 6 8 14 168
GBH Growing Together: Developing and Strengthening Work Potential for Sustainable Growth 15 30 45 585
Compliance risks and current Organizational Adaptation 30 18 48 288
Process Improvement & Technology Integration At DC Wang Noi 11 1 12 336
Crane Operator, Signal Man, Material Adhesives, and Crane Supervisor for Overhead Crane 239 1 240 7,200
Forklift Operator for Lifting Goods Up to 10 Tons, Level 1 41 1 42 756
Safe and Efficient Forklift Operation 102 18 120 3,600
5 Principles for Effective Work 46 34 80 560
Comprehensive Sales Service 70 44 114 798
Sales Techniques and Professional Service 121 113 234 1,638
Exceptional Salespeople and Essential Qualities 146 90 236 1,652
Promoting Personality Development for Service Excellence 325 285 610 4,575
Service Mindset: Excellence in Service 1,351 1,273 2,624 18,368
Good management of Manager 15 7 22 154
Leadership Development 20 8 28 168
Job Motivation 2,246 1,394 3,640 25,480
Modern Retail Trade 1 11 12 768
Service Communication Skills for Impressive Service 376 292 668 4,676
Stock Management Standards in Retail Stores 136 102 238 1,428
Work Discipline for the New-Generation Employee 224 149 373 2,238
The Core of Service Excellence through Proactive, Service Beyond Expectations 52 60 112 784

Development and Enhancement Program for Store Managers

The company aims to develop and enhance the capabilities of the store management team, which is a crucial mechanism in managing store operations, encompassing both sales and service aspects. Additionally, the company focuses on ensuring the effectiveness and success of the human resources team in each store. The development plans are outlined as follows:

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Target group Development Topics Outputs and Benefits
High potential talent
selected based on the past performance and qualified as specified criteria.
  1. The processes and management of every function in store.
    • Retail sale and structure sale department
    • Store support and central department
  2. Software systems and relevant tools.
  3. Role of store manager
  4. Team Management and development
  5. Real work training and guidance from senior executives.
  • Total 73 participants in 2024
  • Over 1,475 man-days of training.
  • The average annual sales generated per store are 350 million baht.
  • % Employee Engagement Score (Leadership) over 90%

New Young Management Trainee Program

The Company promotes and creates opportunities for both fresh graduates and experienced employees who are eager to learn, practice, and develop themselves in the retail business field. This is aimed at enhancing their potential and preparing them for career growth, making them valuable assets for the store management team in the future.

Employee is important part in business operation to be sustainable growth. The company gives the importance in employee retention to build the employee engagement in the organization by the following treatments;

Performance of The Year 2024

1

Employee’s Compensation and Welfare Management

The Company defines the compensation and welfare management for employees with fairness, non-discrimination and being appropriated with economic condition and complies with working area in order to be adequate for employees’ cost of living. Apart from salary payment is higher than the average rate as stipulated by laws, the company also provides additional other welfares for employees such as position allowance, cost of living, active payment, provident fund, accident insurance, uniform, loan, employee benefit fund, employee’s fever gifts, maternity gifts, funeral grants for the employee’s family person, etc.

Reward gold medal to appreciate employees who has taken part to drive the company’s operation more than 26 years for business growth and progress. In 2024, there are employees getting the gold medal with honor card as follow;

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Years’ experience Numbers (person) Reward
10 years 237 Golden Medal 25 St.
15 years 30 Golden Medal 50 St.
20 years 17 Golden Medal 1 Baht
25 years 6 Golden Medal 1 Baht/ Global House gold brooches

Remark: Employees who has right to receive rewards need to be in the company’s employee status only as at reward day and counting the years’ experience since the beginning of work with the company.

Salary Increment based on areas affected by the government's minimum wage adjustment in order to be in accordance with laws, be appropriated and fair in the organization. As well as building competitive ability with external labor market.

2

Other Benefits

Beside of fair compensations and welfare for employees, the company also aims for employees having good quality of life and stability by providing credit with low interest rate for employees in order to relieve the financial problems, and liabilities which is important cause of employee’s stress and may affect their quality of life and living including probably reduce the work efficiency. Furthermore, the company encourages the employees having their own residence by cooperating in loan project for employee welfare by the Islamic Bank of Thailand which there is total employees has participated in the project total 1,433 persons.

1

Performance Evaluation

The company establishes and formulates a performance evaluation policy, including evaluation criteria, utilization of evaluation results for compensation consideration, and relevant actions. The company conducts systematic performance evaluations, both quantitatively and qualitatively, using consistent standards every quarter through the HR Management system to ensure transparency and fairness. The evaluations adhere to the Management by Objectives as a standard evaluation format and incorporate additional dimensions for different job groups with diverse characteristics.

2

Employee's Engagement

The company has conducted an Employee's Engagement Survey as a means to gather feedback and suggestions from employees. The company analyzed the survey data and results to formulate plans for addressing relevant issues and communicated the outcomes to employees across the organization. This aim to enhance employee satisfaction and engagement with the organization. As a result, in 2024, the employee engagement survey score was 92.39%, which is higher than set target. A total of 10,463 employees participated, representing 93.25% of the total workforce. According to the survey results, the top 3 factors that are important to employees in their work remain consistent with those in 2023, including; stable and reputable company, proximity of the workplace to home, and a good balance of family time with competitive income. In addition to these key factors, further suggestions on various issues were gathered. These inputs are beneficial for the company to consider and take appropriate actions, tailored to the specific areas and relevant departments.

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The Example Questions for 2024
Job satisfaction Proud to be part of the company and happy to recommend the company to external parties (95.92%)
Purpose The department has goals and missions (96.53%)
Happiness The friendly environment at your workplace enhances your happiness at work (92.03%)
Stress Effectively balances work and personal life (95.85%)

Employee Resignation

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Details 2021 2022 2023 2024
Male Female Male Female Male Female Male Female
Voluntary Resignation Rate
Resignation rate (%) 20.90% 11.29% 16.85% 11.26% 16.31% 10.46% 12.10% 7.71%
Classified by Age
Under 30 years old 8.70% 4.87% 8.38% 5.80% 8.58% 5.64% 6.36% 4.10%
30-50 years old 12.20% 5.96% 8.01% 5.27% 7.17% 4.57% 0.71% 0.23%
Over 50 years old 1.00% 0.46% 0.47% 0.19% 0.56% 0.25% 5.01% 3.38%
Classified by Position Level
Executive level 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Mid-tier level 0.03% 0.02% 0.03% 0.08% 0.05% 0.05% 0.04% 0.02%
Entry level 2.48% 0.83% 2.32% 1.03% 2.44% 0.85% 1.82% 0.89%
Non-executive/ general employees 13.49% 10.44% 14.51% 10.15% 13.82% 9.57% 10.23% 6.79%
Classified by Race/Nationality
Thai 20.90% 11.29% 16.85% 11.26% 16.30% 10.45% 12.10% 7.71%
Cambodian 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Filipino 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Chinese 0.00% 0.00% 0.00% 0.00% 0.01% 0.00% 0.00% 0.00%

Remark: Voluntary Resignation Rate (% of Total Employees)