ABOUT CPF
ABOUT CPF
CPF operates integrated agro-industrial and food business with its objectives to provide products in high quality and environmentally and socially responsible manner.
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BUSINESS
Business
CPF is committed to providing high quality products that are nutritious, tasty, safe and traceable.
Overview
GOVERNANCE
Corporate Governance
Continuously develop and achieve business growth goals and fulfill the commitment to sustainable long-term value. Go with all stakeholders.
Overview
our mision
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The company is still working hard to raise its competitive edge. For continued growth
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Discover our latest news, covering sustainability, innovations, industry news and more
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Media Center
Find CPF’s latest news and many of our good stories.
ENGLISH

We recognize that a career path is a very important part of the employee life cycle. With the Company culture that promotes a learning organization environment, we put an emphasis on continuous employee development to enhance their capacity, skills, and professionalism. This helps enrich our people and move them forward in their career. Our CPF Training Center (CPFTC) is key to provide training and development programs to our employees of all levels and departments so that they are good at work, good at interpersonal skills, and good at business.

We believe in the basic principle that every employee has his or her own individual strengths and talents, and they deserve recognition and development. We place great emphasis on developing our employees using a “Competency-Based Learning” model while also fostering the “Right Mindset” and values (Core Competency). We focus on building leadership capability, enhancing management skills, increasing professionalism and emphasizing our corporate values (CPF Way). We also believe that merely classroom learning is not enough to build capacity. We have, thus, prioritized people development based on the internationally renowned “10-20-70 People Development Impact” model (Knowledge-Relationship-Experience based). We have continually designed the learning process and new training programs based on the model.

At present, we have a variety of life-long learning and development programs. We also conduct an assessment after each program to test employees’ understanding and gather feedback that could be used for future improvement. Our learning and development programs can be categorized into 4 groups as follows:

  • Basic training for employees such as basic corporate governance, cyber security and the five basic workplace hazards and accidents
  • Awareness and understanding of occupational health and safety training
  • Necessary job and professional skill development training
  • Leadership and managerial skill development training
Part of the training courses

Chairman Vision Cascade Program

The Company developed senior executives by encouraging them to materialize the vision and business strategy provided by Chairman of the Board of Directors and President and Chief Executive Officer. The program was an effective effort to enhance their leadership capability and their ability to manage business.

Lean Six Sigma Program

The Lean Six Sigma program was continually organized since 2009 to increase efficiency, accelerate production, enhance quality, and increase customer satisfaction through employee engagement in organizational development.

Train the Trainer Program

With the focus on Leader Developing Leader model, we developed the Train the Trainer program to equip internal trainers with the skills to train others. The program covered a variety of general training courses namely, 7 Habits of Highly Effective People course and Coping with Feedback course, and Safety Training courses namely, courses on Safety Personnel at the Supervisory, Management, and Technical Level and course for Occupational Health, Safety, and Environment Committee. The Company was also certified for its training unit on safety personnel at the supervisory, management, and technical level by Department of labour Protection and Welfare, Ministry of labour.

Learning Center

We have given the importance to the development of work-related abilities to create expertise in works through the Learning Center of each business that has emphasized the creation of work-related skills and knowledge by means of dissemination of knowledge from experts within the organization for design of learning process appropriate to each subject, including learning by doing, learning in classrooms and learning through self-service systems in the knowledge management.

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