Elevating Employee Well-being for Sustainable Organizational Engagement
The company firmly believes that "employees" are our most valuable asset in driving organizational success. We are committed to caring for our employees as members of our own family, guided by the principles of human rights and mutual respect. Our goal is to foster a safe and joyful work environment that empowers everyone to grow alongside the organization with dignity.
The number of hours lost due to labor disputes in 2025 serves as a testament to the harmonious relationship between the organization and its employees.
Average training and development hours per employee in 2025
Total number of employees and staff in 2025, whom the company is committed to nurturing under the 8 Happiness Framework (MAMA Happy Workplace).
Composition of
Management Structure
HR Innovation
The company integrates the "Happy Workplace" framework as a core tool to design our benefits and employee care policies. This approach spans 8 dimensions: Happy Body, Happy Heart, Happy Money, Happy Relax, Happy Society, Happy Brain, Happy Soul, and Happy Family, ensuring a systematic and sustainable enhancement of our employees' quality of life.
Employee Training and Development in 2025
The company is committed to the continuous development of our employees' knowledge, skills, and capabilities through a diverse range of training programs tailored to their specific roles. This includes orientation for new hires, technical skill enhancement, training on quality, environment, and workplace safety (GMP & HACCP), on-the-job training, leadership development, external training programs, and initiatives aligned with corporate policies.
In 2025, the company offered a total of 10 training categories. Total training hours for the entire organization 111,437.88 hours or average 2.87 days per employee
Training Course Categories
Comprehensive coverage includes new employee orientation, skill enhancement, quality, environment, safety, GMP & HACCP, leadership development, and corporate policy-driven programs.
Total training hours for the entire organization
Total annual training and development hours for employees
Average training days per employee
Average training days per employee, reflecting our commitment to continuous learning and professional development.
Operations
The company fosters employee stability and potential through three core pillars:
(1) Continuous Capability Development: Providing Upskill & Reskill training programs aligned with business directions to ensure employees at all levels are prepared for change.
(2) Financial Security: Managing welfare benefits and promoting savings discipline through the Provident Fund (Happy Money) to ensure long-term stability for our employees' families.
(3) Promoting Value for Retired Employees: Implementing a re-employment policy for experienced retirees (65 individuals in 2025) to facilitate knowledge transfer to the next generation.
Performance Achievements (Impact & Results)
Our commitment to fair and inclusive employee care has enabled the company to maintain positive labor relations and achieve tangible progress in human capital development.
Employee Satisfaction and Engagement, 2025
Employee Survey
The company has conducted an employee survey to assess satisfaction levels and the degree of engagement with the organization.
Survey Results
Next Steps & Development
Communicate survey results and engage with employees at all levels through workshops to co-create initiatives that align with our corporate values.
Sustainable Human Resource Management
Equal and Fair Employment
The company adheres to the principle of equality and non-discrimination based on gender, race, religion, or culture. In 2025, we employed 6,268 personnel (2,504 males and 3,764 females), representing a diverse workforce across various age groups, genders, and educational backgrounds.
Employee Compensation and Benefits
The company provides fair and competitive compensation that aligns with market standards. In 2025, total employee compensation and benefits amounted to approximately THB 1,025.66 million, encompassing salaries, overtime pay, cost-of-living allowances, bonuses, social security, and provident fund contributions. Additional welfare benefits include medical expenses, life insurance, scholarships for employees' children, and company product discounts. Furthermore, the average wage across all factories exceeds the statutory minimum wage.
Employee Development
The company promotes continuous personnel development through training, seminars, and study visits, categorized into three core groups: Leadership Development Programs, Fundamental Training for all levels, and Individualized Development Programs. In 2025, we set a target of 18.45 training hours per employee per year, successfully achieving an actual average of 23.35 hours per employee.
Occupational Health and Safety
The company prioritizes safety as a primary commitment through our Occupational Health and Safety policy, which encompasses risk assessment, pre-operation training, workplace improvements, and the promotion of a robust safety culture. In 2025, our Total Case Incident Rate (TCIR) was 0.97, successfully meeting our target of less than 1.0, with zero fatalities or major injuries resulting in the loss of limbs.
Employee Representation and Communication Mechanisms
The company has established a Welfare Committee in accordance with the Labor Protection Act B.E. 2541 (1998) to serve as an employee representative body in discussions with management. This includes overseeing welfare provisions, determining work regulations, addressing grievances, and resolving labor disputes. We conduct regular joint meetings with employees to capture their voices on rights and benefits. These employee suggestions have been implemented, such as increasing medical coverage and adding vision care benefits.
The company prioritizes the communication of labor policies and standards to ensure all employees at every level are well-informed through various corporate channels, including disseminating results from Welfare Committee meetings. To accommodate our ethnically diverse workforce, we have developed informational materials and signage regarding rights and benefits in the workers' native languages, ensuring equitable access to information for all employees.
Annual Performance Appraisal System and Criteria
The company is committed to systematically driving the organization toward sustainability by requiring all employees at every level to (representing 100%) undergo performance evaluation against international standard criteria based on two main dimensions: measuring performance outcomes through KPI (Key Performance Indicator) alongside the evaluation of Competency for the purpose of transparent and fair personnel development.
Exceeds expectations significantly.
Exceeds expectations
Meets expectations
Needs improvement
in accordance with the individual development plan.
Ratio of Compensation: Female Employees / Male Employees
Long-term Targets (Commitment)
The company is committed to continuously elevating labor standards to an international level, with a goal of maintaining zero labor disputes while advancing welfare and working conditions. We aim to become an "Employer of Choice"—a workplace where employees are happiest and most engaged—ready to grow alongside our personnel in every step of our business journey.
Towards a Sustainable and Happy Workplace
Advancing Labor Standards and Human Capital Development