ThaiBev recognizes the importance of employee engagement given that it is one of the best ways to receive employee feedback which can be analyzed for organization improvement, increases in employee engagement, unity, and ability to support employees (in terms of work, well-being, other opportunities, etc.) .

Employee Engagement Score 2021 >> 82

ThaiBev has developed the Beverest Life Application, an employee engagement online survey, with 2 aspects, which are:

1. Engagement through the “Say, Stay, Strive” model to constantly develop better plans and engagement building processes.

• Say – Employees are eager to talk about positive aspects of the organization.
• Stay – Employees have strong bonds and long-term commitments to the organization.
• Strive – Employees are determined to bring their best performance to the organization.

2. Employee apprehensions towards various indicators and topics, such as organizational visions, safety and wellbeing, work values, supervisors, internal communications, compensation and benefits, etc.

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ThaiBev focuses on the development of digital technology with the objective to create fast and efficient work. During the COVID-19 pandemic, Thai effectively from anywhere. For instance, trainings are provided for digital tools like Zoom or MS Teams so everyone works smoothly and conducts meetings seamlessly. Moreover, ThaiBev also utilized a digital check-in system to record attendance together with tracking employees who live or work in at-risk areas. The digital check-in system has also been added to facilities, so that when employees return they can avoid unnecessary contact from finger-scanning machines to prevent the spread of COVID-19.

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ThaiBev designs job families according to their functions, provides opportunities for employees to progress, defines career paths, improves capacities, and recognizes people’s individual development plans in order to systematically develop employees and help them to advance their careers, as outlined in the following:

1. Employee Development and Opportunity Building
to develop their capacity to perform their roles and responsibilities efficiently and receive pertinent opportunities to advance in the organization. Employees are divided into groups by job level, such as Spring & Streams (operational), River (management), and Ocean (executives). ThaiBev develops employee potential, according to the 70:20:10 formula;

2. Development Evaluation
uses the Kirkpatrick Training Evaluation Model to develop the capacity of employees with outstanding potential through learning programs tailored to different levels, from high-level executives to supervisor-level employees.

3. Individual Development Plan (IDP)
covers 100% of employees from officer to executive levels (4 and above), in order to improve their weaknesses and enhance their strengths, and to prepare them to progress to a higher level within their job families. This also includes follow-up programs to ensure that the plan has been implemented effectively and is achieving its goals. In this regard, ThaiBev has achieved 100% of its goals. The processes to develop IDP for employees in job families include:

• Analysis of a career path and required competency in designated job families
• Evaluates potential in job families in order to identify competency gaps
• Develops IDP from evaluation results and career goals in designated job families through Beverest, which is ThaiBev’s human capital information technology.

IDP is also developed for employees at other levels from other job families. For instance, supervisors create IDP through Beverest to track planned advancement.

4. Functional Training Program
was launched in 2019 for employees from 3 job families, including sales, finance and accounting, and human resources. This covers career opportunities for 5,400 employees.