Human Capital
Highlight Performance
2025 Target
% Employee Engagement Score
2024 Target
Average number of employee training hours
Performance 2024
Promotion of Employee Competence Development
Enhancing employee capabilities is a crucial part of supporting business growth both domestically and internationally. The Company has adopted a management approach aimed at enabling employees to adapt to the digital era and effectively handle changes. To achieve this, the Company established the OSP Academy with the goal of developing employee skills and monitoring their ability to support business growth in the digital age. The academy employs blended learning (70-20-10), including practical training, e-Learning, coaching, and experiential learning through hands-on activities. Additionally, the Company promotes learning through the OSP Life application and the Development Impact Journey program. In addition to building essential skills, these programs help create a work environment that is conducive to employees reaching their full potential.
In 2024, the Company focused on employee development through six programs: 1) Fundamental Skills, 2) Functional Skills, 3) Soft Skills, 4) Future Readiness, 5) Business Acumen, and 6) Leadership.
Fundamental Skill
Functional skill
Soft Skill
Future Readiness
Business Acumen
Leadership
| 2021 | 2022 | 2023 | 2024 | Target for 2024 | |
|---|---|---|---|---|---|
| Average number of employee training hours | 13.00 | 18.56 | 19.29 | 29.56 | 18.00 |
| 2024 | |
|---|---|
| Average amount spent per FTE on training | - |
Highlight Performance
Osotspa organizes training sessions to help employees develop their potential at both the supervisory and operational levels. In 2023, the Company undertook the following relevant projects:
OSP Leadership Way Program
The Company organized a training program to develop leadership potential for Head of/Specialist-level managers, focusing on enhancing knowledge in human resource management, including the onboarding of new employees, performance evaluation, and compensation. Additionally, the program aimed to hone team management skills. In 2024, 232 Head of/Specialist-level managers, accounting for 96% of the target group, participated in the training. This program develops leaders who can effectively apply the acquired knowledge and tools in team management while utilizing continuous feedback principles to support employee retention and development of valuable personnel for the organization's sustainable growth.
Numeric or Measurable Outcomes
- Reduction in Head of Level Turnover Turnover rate of head of 2024 vs 2023 2023: 15.9% 2024: 14.3% >> Decrease 1.6%
- Manager effectiveness from 2024 EES survey 75% (2024) Meet expectation
- Save on development costs by using internal trainers:
- Public training which costs about 3,500 THB/head training for 190 people save 665,000 THB
- In House training program 6 sessions with 30,000 THB/session = 180,000 THB save 180,000 THB
Non-Numeric (side benefits)
We can deliver our own OSP context not only in the general people management way but specifically OSP Way
Frontline Leader Program
The Company implemented a program to develop the core competencies of managers (Lead) and help them become modern leaders capable of both operations and human resource management. The program focused on enabling managers to clearly and accurately communicate proper practices to operational staff, thereby improving product and service quality, as well as increasing the organization’s productivity. In 2024, 122 managers (Lead), accounting for 100% of the target group, participated in the training. Participants successfully applied the knowledge gained to reduce errors in the organization to fewer than 10 cases per year. They also utilize feedback every two months to enhance team management efficiency. Finally, managers were able to present their work to executives, following structured presentation guidelines.
Osotspa Open House 2023
Osotspa welcomes the younger generations and the public to engage in discussions with our executives at the Osotspa Head Office and Beverage Production and Packaging Plants (Ayutthaya).
The event featured a panel discussion with the management team, who shared their knowledge and experience in marketing and the Company’s digital transformation.
- ‘Meet the CEO and Leaders’ an exceptional opportunity for a private meeting with Osotspa's CEO and the management teams from various departments. The teams shared their thoughts, experiences, culture, and stories about the challenges of working in the FMCG industry.
- ‘Fast-Track Job Application’ an opportunity to explore various job positions offered by Osotspa, both full-time or internship roles, and to submit an early application.
- At the Osotspa Open House event, participants exchanged experiences, made new friends, and learned new things.
Internship Program
The O-Interns 2023 internship program provides students with hands-on learning experiences, emphasizing engagement with dynamic projects throughout the internship duration. Our goal is to enable students to develop skills across various domains, with the aspiration that they will utilize the knowledge and experience acquired during their internships to benefit both themselves and society in the future.
Our Employee
Total Workforce
Breakdown by Nationality
Employee Performance Evaluations
Performance evaluation is a critical mechanism for developing and ensuring employee competencies align with the Company's goals. Such evaluations also foster transparency, fairness, and stable growth at both the individual and organizational levels, supporting long-term sustainability. The Company has analyzed and designed employee development programs based on employee performance evaluation results. The results were also used to determine appropriate compensation. Employee performance evaluations are conducted under two formats: performance management and team-based evaluations.
(1) Performance Management
The Company utilizes a Performance Management System to guide employee performance towards the organization’s goals, promoting competency development, career advancement, and appropriate compensation. Evaluations are conducted twice a year, covering employees at all levels, both domestically and internationally. The process is as follows:
- Objective Setting: At the beginning of the year, goals are set to provide employees with clear directions for their work and personal development.
- Mid-Year Review: A performance review is conducted mid-year to track progress toward goals. This includes job training processes and receiving feedback from managers to help employees achieve their objectives.
- Performance Appraisal: Performance is assessed to measure success and establish new goals.
Channel for real-time employee performance evaluation feedback and suggestions
The Company facilitates feedback and suggestions through real-time communications (Agile Conversations) between supervisors and employees. These conversations focus on performance results, strengths, areas for improvement, and career development planning. Such discussions can be conducted at any time, fostering success at both team and organizational levels while supporting employees' sustainable growth.
(2) Team Assessment
The Company has implemented a Team-based Performance Recognition system by setting team goals and communicating them to individual employees, along with clearly defined responsibilities. The evaluation system emphasizes teamwork and collaboration, with assessments based on the following criteria:
- Total team sales
- Team sales growth rate
- Teamwork efficiency and behavior
The evaluation includes sales employees and is conducted on a quarterly and annual basis to ensure alignment with goals and the continuous growth of both the team and the organization.
Promoting Employee Well-being
Employee Adaptation to the Digital Era
To foster employee well-being, embrace the digital era, and streamline HR management processes, Osotspa utilizes a cloud-based digital platform known as O-In-1. All employees can access this service from anywhere, at any time, via their smartphones and computers. The platform enables employees to handle their individual work and interact with their teams through digital tools. Furthermore, the platform features activities that increase employee engagement and cultivate a positive workplace culture. This includes presenting awards and recognition for employee accomplishment
Fast Forward 10X Project
The Fast Forward 10X Project takes a multifaceted approach to organizational transformation. This includes a focus on enhancing work processes to achieve higher levels of efficiency, agility, and speed. Furthermore, the project is dedicated to equipping employees with diverse skill sets and extensive knowledge while promoting the integration of digital technologies with adaptability. The initiative, which emphasizes a culture of continuous learning, seeks to maximize the organization's potential, strengthen competitiveness, and drive sustainable growth.
Flexibility in the Workplace
With restrictions on office attendance, Osotspa has implemented a basic platform to facilitate efficient remote work. This includes the use of MS Teams, an e-form service, and remote request submission through the Office Smart Service Request platform. Additionally, for employees required to be in office, 'hot desks' have been provided to minimize health risks and offer flexibility in a dynamic work environment.
Osotspa embraces employment principles that can accommodate the diverse needs of individuals and their job nature.
Flexible Working Hours
Since 2018, Osotspa has implemented flexible working hours for office employees to align with individual needs and accommodate varying traffic conditions. These efforts also reflect the organization's commitment to ethics, responsibility, and integrity while ensuring that work standards and responsibilities are maintained.
Employees have the flexibility to manage their working hours according to their preference, providing them with peace of mind. This flexibility not only enhances work efficiency but also contributes to keeping employees safe during a public health crisis.
Since March 2020, the Company has adjusted guidelines for employees to allow for Work From Home (WFH) as needed. In addition, Osotspa has provided equipment to support operations and essential platforms for efficient remote work, including notebook computers, ergonomic chairs, mobile phones, and communication channels across multiple platforms. This set-up allows employees to continue their work while also saving time and money on travel.
Childcare Facilities and Contributions
Since 1976, Osotspa has supported employees by alleviating the financial burden of their children's education via educational scholarships for the elementary to undergraduate levels.
Lactation Facilities and Benefits
Understanding the critical nature of maternal and infant health, Osotspa provides private, clean, and safe rooms for female employees to collect breast milk.
Part-Time Employment
Osotspa has introduced part-time employment in response to the need for diverse employment models that meet both business needs and individual choices. Part-time employment allows for a more flexible work schedule, with employees working fewer hours than full-time employees. This agreement is formalized by a written employment contract between the Company and the individuals. The contract specifies clear terms such as the number of days and hours worked per week or month, compensation, benefits, and other relevant terms.
