The core part of BPP’s human resource management is to continually build a strong corporate culture to build upon the diversified power of Banpu Group’s business ecosystem in creating innovation and sustainable business growth.  Banpu Heart is a corporate culture to which all executives and employees of Banpu Group, including BPP, have adhered as a principle for their operations. The Banpu Heart consists of 3 core values: Passionate, Innovative and Committed.  

BPP has applied Banpu Heart into a materialized practice in every process involved with employees in various countries, in which it has operated business, including new employees’ recruitment, orientation, performance evaluation, job promotion, an employee annual survey regarding corporate culture and organizational engagement. Moreover, BPP has organized a variety of activities to encourage employees to understand and apply the 10 Key Behaviors to their daily work, being able to use these behaviors to drive the business goals of BPP and Banpu Group.  

BPP adjusted a format of organizing activities to support the expansion of its business portfolio, which is more diversified. It focused on creating a sense of ownership and giving employees a freedom to create various activities according to the differences of each country and employee’s age range in order to support the design and expression of corporate culture in a form mostly appropriate to the context of each location; For example, learning and creating shared/mutual understanding, promoting the corporate culture through the real lives of diverse employees under the project called The Stories of Banpu People: Voices of Dedication – a documentary film telling the stories of work, life and various experiences of employees in every operating country. The aim was to make every employee get to know each other better, including being able to connect the 10 Key Behaviors with the personal and business goals of BPP and Banpu Group through the expression of various viewpoints and opinions reflecting the Banpu Heart corporate culture in the same direction.  To promote understanding and apply these core shared values to their works flexibly, the creative activities were also implemented for employees to participate in and take actions as well as to link the core shared values ​​with their personal values. The activities conducted included:  

• Close communication between management and employees was conducted to connect business strategies suitable for all employee’s various roles and responsibilities leading to the same goal, while making every department in all operating countries see the same picture under the Energy Symphonics strategy. 
• Strengthening Banpu Change Leaders (BCLs), a group of employees who volunteer to drive the corporate culture, by elevating the BCLs network to become a truly global ecosystem. The activities conducted included the Culture Camp, which aimed to develop essential skills for BCLs so as to be the cultural leaders and to design activities to create the corporate culture;  Listening to the heart activity was initiated to create  understanding about the diversity, equity and inclusion (DEI) and combine the diversities into strengths as well as to understand the art of happiness and working of the brain from The Brain Secrets of Change to create a team with high potential; The Co-design Employee Engagement Workshop, which pulled BCLs to design and organize this workshop both in Thailand and abroad,  such as Japan; the Role Model activity of which a short movie was filmed and produced by the BCL team itself, with an aim to convey the nature of Banpu employees who have the same “Banpu Heart” through different duties and works.
• Supporting employees to truly own the corporate culture through the Bottom-up Culture Building approach, by listening to employee opinions and using the employee engagement data to analyze activities suitable for the diversity of employees in each country; For example, the activities based on employees’ interests included making chocolate for people about whom they care; making inhalers for the elderly at nursing homes; weaving carpets by using a yarn gun to make ideas come true; making perfume to find your identity and dare to experiment; organizing external activities based on employee feedbacks. 
• Activities to promote the employee’s sustainable quality of life have been continuously organized for the 4th consecutive year through the Boost Me Up Series program with special activities carried out throughout the year. Under this program, 17 activities were designed to take care of all 3 important aspects: mental health, physical health, and financial health.  BPP believes that when employees are happy and have a work-life balance, good and creative energy will be passed on to co-workers and fully extended to the society. 

In September 2024, BPP organized the activity to strengthen the organization engagement under the concept of Team Collaboration for Greater Success, with a focus on joint-working as a team, developing work plan under certain constraints. The lecturer will summarize the lessons learned from implementing each activity to make participants aware that everyone’s cooperation is the key success factor to make the event successful. Moreover, the activity called Empathy in Action | Managing Differences at Work was organized by the iSTRONG Department to provide mental health counseling in both work and personal matters to employees, including providing knowledge and understanding about people differences in each age range. As BPP is a diverse organization in terms of ages, genders and ethnicities, embracing diversity is important in helping employees be happy at work. It also promotes the human rights principles.

In addition, the event satisfactory survey was conducted, receiving 95% scores from participants. This demonstrates a great engagement from BPP employees. Moreover, employees also have a chance to share things they will take into account in their future work.