Human Capital Development
Performance
2025 Target
Employee Engagement Score
2025 Target
Average Training Hours per Employee
Performance 2025
Human Capital Development
At Osotspa, our people are fundamental to delivering our business strategy and long-term sustainable growth. We are committed to advancing human capital management through a holistic approach that encompasses employee development, well-being, occupational health and safety, and fair labor practices for our workforce and broader stakeholder ecosystem. As workforce dynamics continue to evolve globally and locally, organizations face increasing challenges related to demographic shifts, talent shortages, rapid technological advancement, changing skills requirements, and heightened competition for skilled talent. At the same time, younger generations of employees increasingly seek meaningful work, opportunities for continuous development, and a workplace culture aligned with their values. These trends reinforce the importance of effective human capital management and the creation of an environment that enables employees to perform at their best while fostering a high-performing organization.
Recognizing these challenges as strategic opportunities, Osotspa leverages human capital development and responsible labor practices to strengthen its long-term competitiveness and organizational resilience. The Company invests in continuous learning, upskilling, and reskilling initiatives to equip employees with the capabilities needed to adapt to evolving technologies, business models, and market demands. In parallel, Osotspa fosters a workplace culture that embraces Diversity, Equity and Inclusion (DEI), promotes fair and transparent labor practices, and encourages active employee participation. These efforts help build trust, strengthen employee engagement and retention, enhance organizational performance, and support the sustainable growth of the Company over the long term.
Osotspa integrates human capital management and labor practices into its business strategy to strengthen organizational capability and support long-term sustainable growth. The Company focuses on developing employees throughout the entire employee lifecycle, encompassing talent acquisition, workforce readiness, capability development aligned with job responsibilities, and the retention of high-potential employees. In addition, Osotspa is committed to providing fair and transparent remuneration and reward practices that appropriately recognize employees' contributions, performance, and responsibilities.
Furthermore, the Company places importance on fostering a positive and supportive work environment that promotes employee satisfaction, continuous learning, and career advancement opportunities. Through these efforts, Osotspa aims to strengthen employee engagement and cultivate a committed workforce, thereby enhancing organizational resilience and reinforcing the Company's long-term success.
Promoting Employee Capability Development
Enhancing employee capabilities is essential to supporting Osotspa's business growth in both domestic and international markets. The Company is committed to preparing employees to adapt to the digital era and respond effectively to an evolving business landscape. To support this commitment, Osotspa established the OSP Academy to systematically develop and monitor employee capabilities in line with business needs. The Company adopts the 70:20:10 blended learning approach, combining experiential learning through on-the-job assignments, coaching and mentoring, and formal learning through training programs and e-Learning.
In addition, Osotspa promotes continuous learning through digital platforms such as the OSP Life application and the Development Impact Journey, enabling employees to build essential skills and pursue self-directed development. The Company also strives to foster a work environment that empowers employees to realize their full potential and contribute to organizational success.
In 2025, Osotspa focused its people development efforts through six key development programs.
Functional Program
Functional Program
Soft Skill Program
Future Readiness Program
Business Acumen Program
Leadership Program
| 2022 | 2023 | 2024 | 2025 | 2025 Target | |
| Average Training Hours per Employee | 18.56 | 19.29 | 29.56 | 29.23 | 18 |
Key Performance
Osotspa continued to invest in employee capability development through a wide range of learning and development programs for both managers and operational employees. In 2025, the Company's key training initiatives included:
OSP Leadership Way Program
The Company implemented the OSP Leadership Way Program to strengthen leadership capabilities among employees at the Head of/Specialist level. The program focuses on enhancing people management knowledge, including recruitment, performance management, and reward practices, while equipping participants with effective team management skills. In 2025, a total of 34 Head of/Specialist employees, representing 14% of the target group, participated in the program. Through this initiative, leaders are equipped with the knowledge and tools needed to manage their teams effectively and apply continuous feedback practices to support talent development, employee retention, and the long-term sustainability of the organization's workforce.
The training initiatives delivered both quantitative and qualitative outcomes, as outlined below.
- The Manager Capability Score, measured through the 2025 Employee Engagement Survey (EES), increased to 79%, achieving the Meet Expectations rating and improving from 75% in 2024.
- The use of internal trainers generated significant cost savings:
- Delivering public training internally for 34 participants resulted in estimated savings of THB 119,000, based on an average external training cost of THB 3,500 per participant.
- Conducting one in-house training program generated additional savings of THB 30,000, equivalent to the estimated external training cost.
- Internal trainers were able to effectively transfer leadership and people management practices aligned with the OSP Way, enabling participants to better understand and apply these principles in the Company's business and organizational context.
Leadership of Tomorrow Program
The Company implements the Leadership of Tomorrow Program to strengthen future leadership capabilities within the context of Osotspa. The program focuses on developing key leadership competencies in the following areas:
- Strategic vision and systems thinking
- Team leadership and people development
- Effective communication and influencing
- Innovation
- Project management and execution
The Company implemented a leadership development program to prepare high-potential employees to become future leaders with strong capabilities in both business and people management. The program emphasized effective communication and knowledge transfer to strengthen product and service quality while enhancing organizational productivity.
In 2025, a total of 30 employees participated in the program, representing 50% of the targeted high-potential employee group. Participants applied the knowledge and skills gained to develop and present business improvement proposals to management using a structured presentation approach, resulting in the submission of six development projects to support organizational improvement.
Training and Support for Employees Transitioning to Retirement and Post-Employment
The Company provides training and transition support to help employees prepare for retirement and post-employment life. The program equips employees with the knowledge and practical guidance needed to understand and access their post-employment rights, benefits, and financial entitlements.
The training covers the following topics:
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Social Security benefits
- Healthcare benefits under Thailand's Social Security Scheme.
- Procedures for claiming old-age benefits, including lump-sum and monthly pension payments.
- Continuation of Social Security coverage under Section 39 for employees who wish to maintain Social Security benefits after employment ends.
- Guidance on eligibility criteria, required documentation, application procedures, submission locations, and relevant contact channels for accessing Social Security benefits.
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Thailand's Universal Healthcare Coverage (Gold Card) including information on benefit coverage to help employees make informed decisions when choosing between continued Social Security coverage under Section 39 and the Universal Healthcare Coverage
- Benefit coverage and entitlements.
- Applicable costs and expenses.
- Required documentation, application procedures, and relevant contact channels for enrolling in the Universal Healthcare Scheme.
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Provident Fund (for eligible employees who are fund members), including guidance on retirement savings management, related tax benefits, applicable fees, required documentation, and available options, including:
- Maintaining Provident Fund membership.
- Withdrawing Provident Fund savings.
- Required forms, eligibility criteria, and contact channels for the Provident Fund administrator.
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Personal Income Tax, including
- Tax guidance for employees transitioning to retirement or post-employment.
- Annual income tax filing procedures.
- Filing timelines and required documentation.
- Required forms and relevant contact channels for the Thailand Revenue Department.
O-Interns Program
Osotspa recognizes the importance of developing future talent and supporting young people in their transition to the workforce through the O-Interns Program. The program provides students with opportunities to gain hands-on work experience and apply classroom knowledge in real business settings under the guidance of experienced professionals.
Beyond enhancing students' skills and professional experience, the program enables the Company to gain fresh perspectives and innovative ideas from the younger generation, while strengthening collaboration with educational institutions. Through these efforts, Osotspa contributes to workforce development and supports the long-term sustainable development of society.
The internship program aims to:
- To strengthen Osotspa's position as an employer of choice among emerging talent.
- To build a sustainable talent pipeline to support the Company's long-term workforce needs and business growth.
- To foster collaboration and knowledge exchange between the Company and educational institutions.
- To contribute to the development and identification of high-potential talent for future employment opportunities.
- To enhance students' employability by providing practical work experience and opportunities to apply academic knowledge in real business settings.
- To develop students' professional competencies, including teamwork, communication, adaptability, and accountability in the workplace.
The O-Interns Program offers flexible internship periods to accommodate both business requirements and academic curricula. Internship placements typically range from 2 to 6 months, depending on the nature of the assignment and the requirements of participating educational institutions.
- Summer Internship (typically during June-July).
- Short-term and long-term internship placements ranging from 2 to 6 months.
The program provides internship opportunities across a wide range of corporate functions at both the Company's headquarters and manufacturing facilities, including Manufacturing; Safety, Occupational Health and Environment (SHE); Personal Care and Healthcare Products Business Unit; Research and Development (R&D); Quality Control and Quality Assurance (QC/QA); Digital Technology; Human Capital and Organization Excellence; Marketing; External Affairs and Sustainability; Finance and Accounting, and other business functions.
To provide a comprehensive learning experience, the program combines hands-on work experience with structured learning and professional development activities, including:
- Orientation and safety training.
- Project-based learning through department-specific assignments.
- On-the-job training alongside experienced teams.
- Mentoring and coaching by supervisors and assigned mentors.
- Final project presentations at the end of the internship.
- Internal learning activities, such as knowledge-sharing sessions and workshops.
In 2025, the O-Interns Program successfully served as a pathway to employment, with three interns being offered and accepting full-time positions in business functions including Marketing, Manufacturing, and Innovation. The program creates shared value for the Company, students, and society through the following outcomes:
| For the Company | For Students | For Society |
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Employee Performance Evaluation
Osotspa recognizes performance management as a key mechanism for developing employee capabilities, aligning individual performance with the Company's strategic objectives, and fostering a transparent and fair performance culture. The outcomes of performance evaluations are used to identify development needs, design capability-building initiatives, support career development, and inform compensation decisions. Together, these practices contribute to both individual and organizational growth, reinforcing the Company's long-term sustainability.
Employee performance is assessed through two complementary approaches: the Performance Management System (PMS) and Team-Based Performance Evaluation.
The Company operates a Performance Management System (PMS) to align employee performance with the Company's strategic objectives while supporting capability development, career progression, and performance-based rewards. Performance evaluations are conducted twice a year and cover employees at all levels across both domestic and international operations. The performance management cycle comprises the following key stages:
- Objective Setting – At the beginning of the year, employees establish performance objectives to provide guidance for their work and professional development.
- Mid-Year Review – Managers and employees review progress against agreed objectives, assess performance, and identify development opportunities. The review process includes coaching and constructive feedback to support continuous improvement and enable employees to achieve their performance goals.
- Year-End Performance Appraisal – Employees' overall performance is evaluated against established objectives. The results are used to recognize performance, inform compensation decisions, and establish performance and development goals for the next performance cycle.
Team-Based Performance Evaluation
The Company has implemented a Team-based Performance Evaluation system by establishing team performance objectives and cascading them to individual employees, with clearly defined roles and responsibilities. The evaluation emphasizes teamwork and collaboration based on the following criteria:
- Team sales performance.
- Team sales growth.
- Team performance and work behaviors.
The evaluation covers sales employees and is conducted on a quarterly and annual basis to ensure alignment with business objectives and support the continuous growth of both the team and the Company.
Long-Term Employee Incentives
Osotspa is committed to promoting employees' long-term financial well-being and retention through its Provident Fund (PVD) scheme. The program encourages retirement savings by combining employees' contributions with Company matching contributions through automatic payroll deductions, helping employees build financial discipline and long-term financial security. PVD members can select investment options aligned with their risk appetite, with funds managed by professional investment managers. Members also receive tax benefits in accordance with applicable regulations.
As one of the Company's key employee benefits, the Provident Fund supports employee retention, enhances employees' confidence in their long-term financial security, and reflects Osotspa's commitment to promoting the well-being and quality of life of its workforce.
| 2023 | 2024 | 2025 | |
|---|---|---|---|
| Provident Fund Participation Rate (% of Total Employees) | 74.87% | 77.16% | 81.67% |
| Provident Fund Participation Rate (% of Eligible Employees) | 82.26% | 85.28% | 92.91% |
Promoting Employee Well-being
Osotspa Employees' Savings Cooperative - The cooperative supports employees' financial well-being by encouraging savings and providing access to low-interest loans. Members also receive returns in the form of savings interest and annual dividends, helping strengthen their long-term financial security.
Osotspa Employees' Club - The Osotspa Employees' Club, led by an elected president and committee members serving a two-year term, plays an important role in fostering positive employee relations across the organization. The Club promotes mutual understanding and constructive engagement between employees and management, helping to strengthen workplace harmony and prevent labor disputes. The Club organizes a variety of recreational and social activities based on employees' interests, including sports clubs, annual company gatherings, and traditional celebrations that promote teamwork, employee engagement, and shared organizational values. Through these initiatives, the Club contributes to employee morale, a positive workplace culture, and employees' overall well-being.
Osotspa Club Happy Your Life
5 Activities
- New Year Night Party
- 5 Temples Merit-Making
- Osotspa's Songkran Festival
- Kathin Merit-Making Ceremony
- Employee Travel Club
- Retirement Recognition
11 Clubs
- Football Club
- Cycling Club
- Golf Club
- Badminton Club
- Table Tennis Club
- Darts Club
- Running for Health Club
- Music Club
- Art Club
- Photography Club
- Shooting Club
Happy Workplace Program
Osotspa is committed to fostering a positive workplace culture and enhancing employees' well-being. In line with the guidelines of Thailand's Ministry of Social Development and Human Security, the Company implements the "Happy Workplace" program, which covers the following eight dimensions:
Society
- Workplace Blood Donation Campaign (every four months)
- Religious and Community Activities, including Buddhist Lent Candle Offering and Kathin Merit-Making Ceremonies
Family
- Educational Scholarships for Employees' Children
- Lactation Room
- Family Celebration Activities (e.g. Mother's Day)
- Children's Engagement Activities
Cost of Living
- O-Market: special-priced consumer products
- Employee Marketplace
- Free Haircut Services
- Employees' Savings Cooperative
Heart
- Community Support Activities (e.g. flood relief assistance)
- Employee Volunteer Program
- “Sharing Kindness, Leaving No One Behind” Initiative
Body
- Fitness Facilities, Trainers and Nutritional Guidance
- OSP activities to reduce weight, belly fat, and disease
- Various sports activities such as football, running, and darts
- Mental Health Care Benefits
- Online Medical Consultation Services
- Annual Health Check-ups and Influenza Vaccinations
Soul
- Religious Activities
- Prayer and Merit-Making Activities
Creativity
- Co-working Spaces
- Employee Innovation Competitions
Relaxation
- Retiree Engagement Activities
- Relaxation and Massage Activities
- Board Game Activities
The Company is committed to creating a work environment that promotes employee well-being and happiness while supporting capability development and workplace agility, enabling employees to grow sustainably alongside the Company. In 2025, the Company implemented a variety of initiatives and measures to support employees in both their work and personal lives.
Workforce Adaptation to the Digital Era
The Company launched the O-In-1 cloud-based platform, enabling employees to manage personal and team-related tasks anytime and anywhere. The platform also features employee engagement activities that promote a positive workplace culture, together with a recognition and rewards system for employee achievements.
Fast Forward 10X Program
The Company implemented the Fast Forward 10X Program to enhance work processes by making them more efficient, faster, and agile while strengthening employee capabilities and leveraging digital technologies to improve competitiveness and support sustainable growth.
Work Flexibility
The Company utilizes Microsoft Teams, e-Form, and the Office Smart Service Request platform to support remote working, together with hot-desking at office locations and flexible employment arrangements.
Flexible working hours
The Company introduced flexible working hours in 2018 and has implemented a Work from Home arrangement since 2020 to enhance employee safety and reduce commuting expenses.
Benefits for employees’ children
Since 1976, the Company has provided scholarships for employees' children, from primary education through undergraduate studies, to help ease employees' education-related expenses.
Lactation Room
The Company provides a clean and safe lactation room for female employees to express and store breast milk, supporting the health and well-being of both mothers and their children.
Part-Time Employment
The Company offers part-time employment opportunities to provide greater workforce flexibility while meeting both business and employee needs. Clear agreements are established regarding working hours, compensation, and employee benefits.
Employee Engagement Survey
Employee engagement is a key driver of business success and organizational performance. The Company conducts an Employee Experience Survey annually to assess employee engagement, satisfaction, and identify areas for improvement. The survey results are used to strengthen employee engagement initiatives and foster a positive workplace environment.
In 2025, 91% of employees participated in the survey, while the Employee Net Promoter Score (eNPS), which measures employee engagement, satisfaction, and well-being, reached 76, achieving the Company's target.
| 2022 | 2023* | 2024 | 2025 | Target 2025 | |
|---|---|---|---|---|---|
| Employee Net Promoter Score (eNPS) | 71 | 72 | 75 | 76 | 76 |
| Employee Survey Participation Rate (%) | 93% | 93% | 96% | 91% | 100% |
Note: In 2023, the Company conducted the survey using a Pulse Survey approach, focusing primarily on measuring organizational trust.
