Why is it important
In our rapidly changing world, where every day new challenges and opportunities arise, People Development has never been more important. At B.Grimm Power, we equip our employees with the skills needed to address local and global challenges such as global warming resilience; reducing greenhouse gas emissions; developing technology; the environment; and sustainability. We do this to improve not only their contribution to our business but to their career trajectory, their families, and broader society. To prepare our workforce we provide comprehensive training and care, offer transparent and appropriate compensation packages, and treat every employee equally. Ignoring these matters can negatively affect our performance, engagement, and retention, resulting in higher management costs and decreased competitiveness. We do this by formulating a comprehensive human resource management strategy that aligns with applicable laws, human rights standards, and our long-term strategy of ‘Empowering the World Compassionately’.
Target and Performance
| 2023 | 2025 | 2030 | ||
|---|---|---|---|---|
| Performance | Target | Target | Target | |
| Employees equipped with key relevant skills for the future-ready organisation (% of total employees) |
40% | 40% | 60% | 100% |
| Employee Engagement Score (%) | 78% | 78% | 80% | 85% |
Management Approach and Strategy
Policy and Commitment
Employees are an utmost priority at B.Grimm Power. We focus on helping our employees work happily to help them perform their best. We promote the four organisational values- Positivity, Partnership, Professionalism and Pioneering Spirit, and Mindful Compassion. Our human resource management framework encompasses strategic workforce planning, attraction and recruitment, people development and succession planning, performance review and compensation, and employee well-being.
Governance Structure
B. Grimm Power has a board of directors and management committee that sets policies and operational strategies, while the People Partnership Director is responsible for overseeing the implementation of goals and plans.
Strategic workforce planning
We believe that strategic workforce planning, by analysing past and present data to identify risks and opportunities as well as predict future operational needs, will facilitate decision-making and workforce allocation that promote long-term growth. Our strategic framework comprises 1) Strategic Workforce Planning and 2) Regular workforce competencies analysis and performance evaluation The details are as follows:
6-Dimensional Strategic Workforce Planning
Right Skill
with assigned positions and organisational directions
Right Source
with appropriate capabilities whether manual works or technology adoption to improve efficiency.
Right Size
with an appropriate and sufficient number of employees for every business.
Right Structure
with appropriate organisations’ structure and position needs.
Right Site
with appropriate location and working environment to the entire value chain.
Right Spend
with appropriate cost that proportionate to the output.
Regular workforce competencies analysis and performance evaluation: Assessing our employees’ skills, knowledge and attributes based on the nature of their current role can help us understand the present situation and customise individual employee development plans. Doing so will maximise management efficiency and augment operational effectiveness. Moreover, we incorporated technology to help us manage our human resource database. We also clearly determined a responsible person for the employee database and related information technology. All of this prepares us for the workforce analysis and strategic workforce planning envisioned for the future.
Attraction and Recruitment
B. Grimm Power has developed a mixed recruitment approach that provides flexibility and aligns with the new way of working. This involves adapting technology and digital channels to enhance efficiency and promote applicants’ engagement during recruitment, interview and evaluation to ensure their suitability for the job, the team culture, and organisational values. In addition, we are using online channels to increase our visibility and attract younger, talented individuals to join our company. Furthermore, we have joined forces with various academic institutes in Thailand and overseas in academic cooperation. We are also open to welcoming interns to provide them with real-world work experience within the organisation and to prepare them for entry into the job market. This initiative also creates opportunities for recruiting potential talents to join our workforce including through Dual Vocational Education program and Internship programs. In addition, we are also enhancing our recruitment model for greater efficiency by assessing applicants related to organisational culture and personality.
People Development and Succession planning
The growth of B.Grimm Power will align with the care and development of our employees, following a strategy that will strengthen both head, hand, and heart. This means that the people at B.Grimm must be professional and enjoy their work.
Kriangkrai Yooyuen, Executive Vice President - People Partnership
3 Core Competency: Leadership, Functional, Managerial
Leadership
- Senior Leadership
- Leader as a coach
- Supervisory Skill
- HR for Non-HR
Functional & Professional
- Utilities, industrial, Healthcare
- Sale and Marketing
- Project Management
- Presentation & Story telling
Managerial
- Business Acumen
- Project Management
- Finance & Accounting
- Communication skill
7 New Skills for B.GRIMM Sustainable growth
Digital Literacy
Data Driven
Agility and Resilience
Global Citizenship & Mindset
Customer Centricity
Critical Thinking and Analysis
Creativity and Innovation
3 Foundation for All B.GRIMM as fundamental of work
B.GRIMM History and Culture
Ethics and Code of conduct
SD, Diversity and Inclusion
One of B.Grimm Power’s missions is to become a learning organisation. We are dedicated to developing our employees’ potential capabilities and skills to support their career growth which aligns with our business direction. Our training programmes, available both online and in-person workshops through B.Grimm Academy, correspond to what each employee needs to grow in their line of work. These include first-day orientation, supervisorial training, leadership role preparation and retirement guidance as following details.
- Individual Development Plan: Every employee designs their own individual development plan every year with their supervisor based on their individual KPIs.
- Capability Development for Supporting Strategic Business Plan: focusing on necessary knowledge and skills for Digital Transformation and net-zero carbon emissions by 2050.
- Talent Management: Every employee is given equal opportunities for career advancement via the annual talent identification and assessment. Our standardised analysis framework and tools enable us to create a talent pool from which capable employees can be assigned to a challenging project and demonstrate their full potential. In addition, we have a succession plan in place for all vital roles, chosen from our talent pool. They receive the training necessary to prepare them for their future roles.
B.Grimm Power sets up the B.Grimm Academy as a learning centre that offers both onsite and online learning formats and enables employees to develop their skills anytime, anywhere. They can choose whether they want to learn according to individual development plans (IDP) or according to their personal interests. The goal is to equip every employee with knowledge and skills that will enable them to live efficiently and happily while at work, working with national and international educational institutions. These include institutions such as King Mongkut's Institute of Technology Ladkrabang, Chulalongkorn University, the Thai Chamber of Commerce University and Harbour Space University in Spain. The aim is to share knowledge and provide training to develop new skills needed to tackle future challenges, such as digital marketing, cyber security, and design thinking.
Performance Review and Compensation
B.Grimm Power establishes transparent, fair, and non-discriminatory policies for performance appraisal and remuneration, in line with job performance and corresponding to the position. Factors that determine compensation include Current national economic and labour trends, Peers comparison, Internal position and responsibilities, and Business context and necessities.
We follow the management by objectives approach for the performance review process, derived from Corporate Key Performance Indicators (Corporate KPIs). These KPIs are then cascaded down to departmental or team-based KPIs and individual KPIs, encompassing all employees. The evaluations occur twice a year, featuring mutually agreed-upon performance indicators between superiors and subordinates, followed by ongoing monitoring of progress, problem-solving, and consistent provision of feedback and recommendations throughout the year (Coaching & Feedback - Agile conversations). It is important to note that the evaluation results will be taken into consideration for compensation and career advancement opportunities.
Performance Management Structure
Planning
- Key Performance Indicators (KPI) include:
- Corporate KPIs
- Departmental KPIs
- Individual KPIs
- Individual Development Plan
Monitoring
- Performance Progress Report
- Coaching & Feedback – Agile conversations
- Learning and Development
Review
- Bi-Annual Performance Evaluation
- Past Performance Evaluation for Future Planning
- Multidimensional performance appraisal or 360 degree feedback
- Other evaluation indicators (e.g. Company’s core values, Mindfulness and Code of Conduct)
Employee Well-being
The working environment at B.Grimm Power is designed to foster our employees’ physical and mental happiness to enhance their best working ability as follow:
- Empower for Physical Health: Encouraging our employees to prioritise their physical well-being by providing facilities for exercise and recreational activities such as gyms, table tennis, and football fields. We also offer health check-up programs and promote good practices in ergonomics. To promote socialisation among staff and encourage an active and healthy lifestyle, we offer a variety of clubs based on diverse interests and passions. These clubs encompass a wide range of activities, including sports, the music club, photography club, the Kon-Next club (which focuses on recreational activities), and the Wellness clubs.
- Empower for Mental Health: Empowering employees to prioritise and nurture their mental health by fostering a supportive and inclusive work environment, providing access to mental health resources, and promoting work-life balance to reduce stress and burnout. We also apply Gross National Happiness (GNH) principles to promote mental health in our organisation by organising various activities and workshops to foster a positive attitude, point of view and mindset to help our employees realise their self-worth, which will lead to the sustainable happiness of society. We offered Mindful Compassion training to develop mindfulness based on psychological and neuroscientific guidelines. This program allows our employees to feel calm, stable and balanced in any situation. In addition, mental health counseling services are provided by PrimoCare Medical Clinic.
- Empower in a Hybrid Workplace: We have a hybrid workplace that allows our employees to work from anywhere, thanks to connectivity technology that promotes teamwork and interpersonal relationships among employees. The hybrid workplace also offers more flexibility and allows for a better work-life balance. In addition, all employees can discuss and agree with their supervisor on adjusting working hours based on their concerns or needs. We provide a range of employment options to accommodate individuals with different lifestyles and preferences such as full-time employment and part-time working options (contract). These options include advisor contracts, which allows employees to choose the number of days worked per week, and the special employment contract for retired personnel for specific durations, whether on a monthly or yearly basis.
- Empower through Family Benefits: Recognising the importance of employees' familial responsibilities and providing family-friendly benefits. For example, Female employees are entitled to 98 days of paid maternity leave while male employees are entitled to 3 days of parental leave to care for their newborn child. After returning to work, female employees are also able to allocate time for breast-feeding as needed. Furthermore, employees are allowed to take leave to care for their family members or loved ones who may be experiencing health issues, both physical and mental. This includes children, grandchildren, spouses, dependents, parents, siblings, or other relevant individuals.
- Empower with Time Away for work: We emphasise the importance of relaxation and enabling employees to prioritise self-care. This includes allocating annual vacation days and granting additional holidays beyond those mandated by law. Examples of such additional holidays may include training or knowledge development leave, and marriage leave to promote work-life balance.
Employee Engagements
B.Grimm Power assesses its employees’ engagement survey every two years. By collecting employees’ opinions, we have a better understanding of their views and attitudes towards our organisation. An analysis of the results helps us plan and improve our people management more accurately through projects and activities
Performance 2023
People Development
B.Grimm Power focuses on building employee health and well-being as well as supporting technical and leadership skill development. In 2023, 91% of employees received training with an average of 38 personnel development hours per person, both online and onsite formats. We also select a variety of content that is in line with the employee’s learning style, interest, consistency with tasks and strategic plans, and individual development plan.
Examples of projects are as follows
- The "B.Grimm Pioneering Runway 2023" programme, in collaboration with Global Innovation Catalyst (GIC), a global innovation consulting firm, and Oxford Leadership, a global leadership development institute, aims to develop skills for new business trends, business model design, solution development, and developing leaders who can facilitate sustainable organisational growth and change.
- Power Plant Operation and Maintenance programme, especially for the power plant operation and maintenance team, is developed by experts both inside and outside the organisation in accordance with international standards of energy business. Speakers who are expert engineers from leading international companies provide training on machinery and power generation control systems for employees before official power generation starts.
- Compassion Leaders development programme focused on developing supervisors to senior executives to have the skills and ability to manage people, manage the team, as well as manage the organisation effectively, both in form of workshops by experts and participation of executives in external training courses with external organisations for any further partnership.
- Mindful Compassion programme brings concentration and mindfulness into the way of life and organisational trajectory for employees to learn and understand the importance of living a thoughtful lifestyle, as well as being able to apply it in their work and daily life, which create a healthy physical and mental health.
- The People Manager programme aims to empower leaders to manage teams effectively and get employees to work efficiently and happily. The course improves leadership skills, teaching skills, communication and understanding of others to excel in supervisory roles.
- The technical skills development programme aligns with Green Leap: Global and Green Strategy by partnering with leading universities in the country to develop content and enhance employees' technical skills in areas related to business management, including the development of solutions for industrial customers, alternative or clean energy, research and academic exchange in electrical engineering, improving the efficiency of co-generation and renewable energy power plants, and development of entrepreneurs for the new era.
Furthermore, B.Grimm Power places importance on strengthening the organisation of learning and knowledge management by creating internal speakers that have been developed as knowledge transfers to think systematically and have stable mental and emotional conditions. It can promote and create collaborative learning in the organisation on a variety of differences and contribute to the sustainable development of the organisation.
