CPF emphasizes establishing a strong corporate culture with encouragement and support for employees to become conscientious, talented, virtuous, caring, and proud members of the organization. This emphasis is driven through vigorous and continuous cultivation of CPF WAY corporate culture simultaneously while developing and modifying human resource management processes and systems through application of information technology to support supervision, development and renumeration management. The stated approach aims to increase work efficiency, allow employees to jointly determine and plan individual career growth, satisfy modern employee needs, foster gratifying work experiences from initiation where employees display an interest in joining the Company through to engagement and throughout respective professional careers at CPF.
In order for the Company to achieve its goals in 2022, the Company established plans to improve occupational quality of life in various aspects under the operating framework "CPF@HEART" which emphasizes employee support in all dimensions. This approach culminated from employee-organization engagement survey conclusions and enables oversight of employee physical and mental health, encouragement of individual career growth alongside the organization thus granting CPF world-class status for organizational excellences in terms of sustainability. CPF has operated according to the “CPF@Heart” framework, consisting of CPF WE CARE and CPF LOVE&SHARE, with the following details:
“CPF WE CARE” focuses on 4 main operations as follows:
- CARE FOR CAREER: Choosing the Right Person to match the job you desire, realize CPF personnel potential for professional growth, employee-centric career advancement with tailored training programs to suit respective needs.
- CARE FOR CULTURE: Promoting 6 CPF WAYs for corporate culture through the CPF Ambassador Program to promote care, organizational commitment, comprehension of Company business operations, and readiness to present and convey positive Company accounts to fellow employees and surrounding people, which entails promoting suggested behavior as opposed to directing as displayed by advisors, in addition to mutual appreciation among employees at all levels.
- CARE FOR BENEFITS: Disseminate employee welfare and benefits, which includes health check-up benefits, loan benefits, scholarships, etc., as a means to create awareness and instill contentment among employees.
- CARE FOR WELL-BEING: Establish an organization of happiness through organizing activities promoting physical and mental well-being. The Company encourages employees to participate in club activities without limiting activity enrollment numbers. The Company has inaugurated a club with the aim of fostering employee potential development in addition to enabling a community of exchange and facilitate employee gatherings outside of working hours.
“CPF LOVE&SHARE” encourages employees to show their care and faith towards the organization, enact brand support and protection, display work dedication, and promote business efficiency, inclusive of publicizing benefits and special discounts for employees and their families. Employees can articulate positive notions via the online society with details as follows.
- Employee Relationship Platform (ERP) - CP L.O.V.E, which is an online channel for employees to collect points from both offline and online activities, and for employees to redeem rewards from Charoen Pokphand Group companies, doubles as a channel to promote joint employee activities within the Charoen Pokphand Group.
- Benefits and discounts for employee family/friends in terms of affiliated products and services.
- Activities to publicize appealing Company privileges to employees in the form of live broadcasts and participation in entertaining activities through social media.
In addition, CPF encourages employee occupational stress management through offering free online consultation services via the Doctor Dee application (MORDEE) for both physical and mental health concerns, whereby all employees are granted consultation service access from the convenience of personal electronic devices. Furthermore, the Company continues to encourage employee participation in improving personal social and mindfulness qualities through various activities inclusive of volunteering in tourism clubs and community service clubs. This approach entails activities focusing on contributions toward society according to the philosophy of three benefits. As one of the Company's 6 values, activities from the Life Empowerment Science Club organized activities to encourages employees to empower and gain confidence in their respective professional lives, personal matters, health, love, in tandem with positive thinking encouragement. Activities which nurture confidence building throughout every step of life include activities from the Mindfulness for Daily Life course, an activity to assist mindfulness regardless of individual employee religion, etc.
Simultaneously, the Company highlights the importance in employee physical and mental health oversight through organizing over 18 club activities, which are diverse and satisfy different employee interests comprising:
- Clubs which promote physical activity inclusive of football clubs, badminton clubs, cycling clubs, etc.
- Recreational clubs inclusive of food tasting clubs, travel clubs, etc.
- Well-being clubs inclusive of the Warm Family Club, LGBTQ+ clubs, etc.
Furthermore, the Company has established policies to promote occupational well-being which corresponds to modern world working situations. The Company offers both on-site operations whereby employees can opt for Flexible Working Hours or remote work in permitting departments. The mentioned work flexibility enables employee convenience and improved work efficiency. The Company has developed various professional support systems granting increased flexibility and efficiency, which are composed of the human resource management systems (HR-eXp), various task tracking systems comprising expanding employee communication channels via the CPF Family and CPF Connect platforms, etc.
To enable a workplace conducive towards operations and employee career growth while striking a desired personal life balanced, CPF grants the right to maternity leave (Parental Leave) for female employees for up to 98 days, while still receiving wages (Paid parental Leave for primary) for up to 45 days as legally stipulated. At the same time, male employees are entitled to paternity leave in conjunction to maternity of their legitimate wives through receiving wages (Paid parental leave for non-primary) throughout the leave period, totaling 7 days. The Company additionally supports employees in raising their children with breast milk, as a recommended source of quality nutrition. The Company allocates dedicated private facilities within manufacturing plants and offices for mothers to pump breast milk. In light of maternal welfare concerns, hygienic breast milk storage bags are provided to allow the storage and transport of breast milk home for the baby through hygienic means. The stated measure increases the baby growth quality though continuous access to breastfeeding milk during this crucial nursing period thus allowing employees to fully perform roles of a mother while permitting high performance work. In conjunction with mentioned provisions, maternity leave rights can be legally exercised in relation to activities and communications to assist promoting knowledge and comprehension among workplace members, occupational suitability adjustments adjust, and the communication of knowledge relevant to motherhood preparation.
CPF remains cognization of educational importance, in particular the opportunities for quality education access and inequalities reduction through endeavors in human resource promotion and development as an essential force in creating sustainability for the community, society, and the nation in the future. The mentioned realization is not limited to Company employees only but also extends to the employees' children. CPF offers both domestic and international scholarships to employees and their children. With a total of 80 scholarships, welfare packages for legitimate employee children education ranges from the kindergarten level to the bachelor's degree level for individuals studying in public or private educational institutions not over the age of 25 years old. The Company similarly supports scholarships for employees' children displaying academic merits and exemplary behavioral status.
CPF grants part-time employment arrangements and provides employees with the option to decide working hours, especially in the restaurant business for restaurant branch staff. This arrangement assists employees through enabling employee management of their respective daily lives and personal suitability appropriate in specified situations and within the context of highly competitive business environments with regard to details of wages and welfare in respective employment in accordance with the law.
The Result of Employee Engagement Survey 2018 - 2022
From the stated operations, the Company openly accepts satisfaction reports from employees through continuous employee engagement surveys conducted by leading global consulting firms to ensure provisions in measurement and evaluation through comprehensive organizational engagement surveys across multiple dimensions. The dimensions assessed include employee happiness, occupation-related stress, promotion of professional inspiration, in addition to organizing evaluation systems and policies which permit systematic job rotation based on employee interests. The Company has evaluated and accepted employee comment on aforementioned issues thus to formulate strategies to comprehensively improve issues through various methods, inclusive of operational groups establishment to enhance organizational engagement and sub-committees in dimensions requiring resolution, and organizing activities to encourage employees at all levels to ensure positive work sentiment, etc. In addition, various consultations pertinent to upgrading and resolving concerns received from the evaluation process have been implemented.