ThaiBev places great emphasis on developing human capital and strengthening organizational capabilities, and has established the Human Capital and Organization Capabilities (HC&OC) to support the company’s aspiration to become a stable and sustainable ASEAN leader.

HC&OC works closely with the Human Capital Business Partner (HCBP) in each product group and business unit, to establish the HC&OC strategy, policy, and plan to support business strategies and objectives. In addition, the central HC&OC works with each country/market HC&OC Support & Operations teams to ensure both execution of HC&OC strategy and excellence in HC service delivery, in order to create meaningful employee experiences at every touchpoint.

This management approach enables ThaiBev to develop and mobilize talent across countries and business units, and helps to foster collaboration and share best practices, in line with our “Limitless Opportunities” objective.
ThaiBev strives to provide limitless opportunities for employees, incorporating diversity, equality, and inclusiveness into our business operations. The company aims to ensure equal opportunities for its diverse workforce to grow in their careers. To strengthen human capital, create oneness, enhance diversity awareness, and prepare employees for change, ThaiBev has identified seven human capital management strategies:

Strategy 1: Clear Structure and Roles	Arrange the organizational structure, roles, and responsibilities to support the company’s business strategy and PASSION 2025. Expand and develop competencies and options for career paths corresponding to ThaiBev’s organizational structure, roles and responsibilities.
Strategy 2: Market-oriented Compensation and Benefits	Continuously monitor job market dynamics and ThaiBev’s demand for personnel to set appropriate compensation and benefits standards for ThaiBev Group companies.
Strategy 3: Recognition-based Performance Management	Develop a comprehensive employee performance management system and expand channels for system accessibility that meets the needs of employees in all age groups. Ensure fair performance evaluation and set talent development plans to unlock employee potential, enabling them to work towards their goals, and strive to achieve excellence.
Strategy 4: Holistic People Development	Promote a learning culture for employees to develop their capabilities. ThaiBev develops employees’ potential according to the 70:20:10 model* for learning and development. It also emphasizes digital literacy and the implementation of individual development plans (IDP), as well as employee progress-tracking.
Strategy 5: Proactive Succession and Workforce Planning	Prepare employees and executives identified as potential successors to ensure seamless transitions and business continuity, enhancing the sustainability of the organization.
Strategy 6: Strategic Talent Acquisition and Onboarding	Recruit and select personnel who have appropriate knowledge, abilities and skills to perform their jobs as required by the organization and aim to reach and attract potential candidates to join the organization, especially those from the new generation, who are highly capable of adapting in the digital age.
Strategy 7: Engaging Corporate Culture	Build knowledge, understanding, and engagement by fostering a sense of oneness through the global values of the ThaiBev Group, promoting employees’ continuous engagement to encourage appropriate behaviour in line with corporate values.

Organizations that invest in talent attraction and retention can expect to see financial benefits in the long term. Productivity gains can offset initial training costs, and reduced turnover costs bring financial benefits. Effective talent retention strategies lead to lower turnover rates, and competitive benefits can boost morale and productivity.

Over the long term, skilled employees drive growth and innovation, which can lead to a competitive advantage. A positive reputation attracts top talents, and a strong succession pipeline reduces the risk of leadership disruptions. Talent attraction and retention at ThaiBev involves three strategies: strategic talent acquisition and onboarding; market-oriented compensation and benefits; and contribution-based performance management.

The scope of the Talent Acquisition and Onboarding Team is as follows:

• Talent Sourcing:
  Develop effective strategies to attract potential candidates, particularly from the new generation, who possess agility and a high capability to adapt in the digital age.
• Candidate Selection:
  Conduct structured screening and interviews to evaluate candidates’ suitability for the organization and the specific job role.
• Candidate Experience:
  Ensure a positive and professional candidate experience throughout the recruitment and selection process. Onboarding: Collaborate with other departments to facilitate a smooth onboarding process for early success.
• Continuous Improvement:
  Regularly review and enhance recruitment and selection processes to align with industry best practices and organizational goals.

In terms of compensation and benefits management, ThaiBev is committed to providing fair compensation to all employees in all countries. We adhere to legal requirements in providing employees with welfare and benefits, including established standards for remuneration management, performance management, and internal promotion.

We are dedicated to assessing fair remuneration for our employees by conducting regular market benchmarking and job evaluations, in order to align job value and grading across the group.

Furthermore, ThaiBev deploys a Total Rewards Strategy, which includes holistic compensation and benefits programs to recognize talent and encourage collaboration with positive behavior.

As for performance management, ThaiBev adopts multiple performance appraisal practices:

• Management by Objective:
  Each employee takes their share of responsibility for their contributions to ThaiBev’s objectives and desired results depending on their business unit and the nature of their work. Key Performance Indicators (KPIs) are used with relation to Objectives and Key Results (OKR) through the SMART principle (Specific, Measurable, Attainable, Relevant, and Time-bound).
• Multidimensional Performance Appraisal:
  ThaiBev uses multi-dimensional performance appraisal to identify employee “contribution value”, which is then translated into short-term incentives known as “contribution bonuses”. This approach is based on ThaiBev’s Global Value of Collaboration, Caring for Stakeholders, and Creating Value (“3C”). Employees are appraised based on the following parameters:
  • Performance level:
    Employees must first fulfill their basic job requirements and responsibilities.
  • Character:
    ThaiBev assesses employees on various attributes such as leadership and demonstration of value.
  • Contribution:
    Through the “Thank You System”, employees receive “Thank You Points” from peers, supervisors, and subordinates as a symbol of gratitude and recognition of their contributions.
• Formal Comparative Ranking:
  All employees receive performance evaluation annually with performance evaluation metrics suitable to their level. As part of the performance evaluation process, the evaluation scores of individuals are subjected to calibration and the distribution curve process to ensure fair treatment to employees, by aligning the understanding and expectations of all supervisors. The distribution curve also serves as a tool to identify high performers by benchmarking and ranking individuals of the same or similar job functions/ requirements.
• Continuous Conversations:
  A daily feedback or agile conversation mechanism that fosters collaboration, team engagement, goal alignment, and sustainable productivity among sales and operation teams. Implemented since 2022, Continuous Conversations are exemplified in the daily morning discussions held by the company. These regular dialogues cover a range of topics, including:
  • Monitoring daily performance
  • Managing sales targets
  • Planning and executing sales and marketing promotions
  • Scheduling customer visits
  • Addressing occupational health and safety concerns
  • Discussing work-related issues and solutions
  • Staying updated on important news and activities from headquarters

ThaiBev also encourages timely feedback through 1:1 conversation, fostering a two-way communication channel for sharing information and perspectives. Prompt feedback enables managers and team members to identify and address issues leading to creative and positive improvements.

ThaiBev highly values 1:1 communication and coaching sessions, providing opportunities for employees to share their thoughts, experiences, and knowledge. These sessions help employees overcome specific challenges, achieve specific goals, and demonstrate measurable progress, ultimately contributing to their career development and overall performance. ThaiBev focuses on understanding and predicting employees’ situations and working contexts by optimizing the extensive employee data collected from various human capital platforms. These include EC (Employee Center Data), TMS (Time Management System), Beverest–PMS (Performance Management System), My Career (Career Opportunity Navigation), My IDP (Individual Development Platform), and My Learning (Learning Management System) During the fiscal year 2022–2023, ThaiBev initiated two significant projects:

• Career Dashboard Development: This in-house analytics solution, empowers line managers and the Human Capital team with real-time access to employees’ career-related data. The platform enables tracking and monitoring of employees’ IDP planning and execution, presenting integrated data in a user-friendly dashboard view.
• People Analytics Labs: ThaiBev launched a development program aimed at elevating data analytics within the Human Capital team. This program incorporates action-based learning, assigning projects to generate analytics dashboards with insights in the Human Capital area. Examples include a Sales Incentive Dashboard to enhance the fairness and effectiveness of sales incentive schemes and a Driver Accident Dashboard to predict factors leading to accidents and design solutions to mitigate risks.

ThaiBev regularly reviews and tracks employees’ engagement and satisfaction according to different driving factors. In 2023, our overall engagement level according to “Say–Stay–Strive” methodology improved from 80% to 83%, meeting our annual target. The improvement can be attributed to our continuous efforts to improve, especially in performance management, human capital development, and work tasks, which are high scoring areas. In 2023, in line with PASSION 2025 and its business goals, ThaiBev developed the Supply Chain Management (SCM) Young Gen Development Program to nurture high-potential operational-level employees and foster their long-term career growth within the company. This strategic initiative not only addresses the company’s need for a skilled and future-ready workforce but also serves as a powerful program for retaining young talent. The program cultivates leadership, professional, and management skills through a diverse range of learning methods, including immersive classroom sessions, knowledge-sharing sessions led by experienced executives, and hands-on training. Additionally, the program incorporates action-based learning, where employees apply their newly acquired skills to tackle real-world business challenges under the expert guidance of project sponsors and coaches.

The inaugural batch demonstrated their exceptional talent and problem-solving abilities by developing six comprehensive business plans that align with ThaiBev’s sustainability strategies. These innovative plans have generated approximately 140 million Baht in revenue and contributed to cost savings of approximately 30 million Baht through the implementation of efficiency-enhancing work processes.

The program demonstrates ThaiBev’s approach to talent development and retention. Through comprehensive learning and development opportunities, ThaiBev empowers its young employees to become future leaders and drive sustainable growth. This investment ensures a continuous pipeline of talented leaders and positions ThaiBev as an attractive employer for young professionals.