Human Capital Development

Significance

One of the key success factors for operating a business to achieve its ultimate goals amid a rapid technology disruption is to develop employees’ competencies to be equipped with knowledge, and occupational expertise, as well as managerial skills, inclusion of promoting their leaderships. It is also one of human resources management strategies to accommodate business expansion, and to increase competitive advantages. BPP, therefore, has prepared comprehensive competency development plans for its executives and employees to enhance their learning ability and work efficiency, in tandem with creating leadership development plans in accordance with the organization’s targets and missions.

2025 Target

• Proportion of employees having IDPs are 100% for Thailand and China.
• Proportion of critical positions having IDP are 100%.

Management Approach

BPP has created the individual development plans (IDP) and training roadmap, divided into short-term (annual basis) and long-term employee development programs (according to business strategic plans) with following management approaches:

Designing short-term training courses

Designing long-term training courses

Focusing on developing the training courses suitable for individual needs by considering on employee’s competency assessment results according to their job positions, both leadership and functional competency.
Upskilling knowledge urgently required for development to be aligned with business operations, inclusion of reskilling essential emerging skills, learning new technologies, or practicing essential skills, and being able to apply such skills to improve their current and future work more efficiently.
Learning methodologies in line with the 70:20:10 learning and development model, inclusion of training courses organized by BPP, learning from coaching and learning from direct experience through real practice and actual work.

Emphasizing the creation of training courses aligned with BPP strategies and corresponding to business need trends, as well as a demand for emerging skills in the global market. This is to prepare employees to be the business change leaders. The course also focuses on connecting the diversity of each country in which BPP operates.

Additionally, BPP has promoted the learning environment in various styles, such as:

Helpful and engaging learning experiences, such as job rotations and direct assignments helping employees to develop skills related to their close job fields and participation in projects having cross-functional characteristics, and working in affiliates abroad, etc.
Online learning platform by providing a variety of courses for employees to choose based upon their own interests and potential development goals.
Always raising awareness about the importance of learning and self-improvement through cultivating a growth mindset in every part of the organization.

At the same time, BPP has developed succession planning for critical positions to continually manage and support business strategies as follows:

Establishing a Succession Plan Committee responsible for setting up a policy and specifying the organization’s critical positions.
Listing the essential characteristics of job positions and determining the criteria used for selecting and recruiting potential candidates.
Selecting high potential employees by considering based on performance assessment results and in alignment with BPP core values to be specifically imported into the development plan.
Monitoring and evaluating the results according to the development plan. The Human Resources Department works closely with the Succession Plan Committee to ensure that the HR development plan is consistent with BPP’s business goals and strategies, which will be evaluated every quarter. In addition, the external consultants have helped evaluate and improve the development process for potential people.

2025 Performance

Proportion of employees having IDPs was 70% for Thailand, and 79% for China.
Proportion of critical positions having IDP was 100%.

Key Activities and Projects

1. Banpu Global Leadership Program

BPP continuously develops its employee’s leadership competency through Banpu Group’s leadership programs, playing a crucial role in strengthening leadership, which is the foundation for sustainable business growth and long-term organizational adaptability. The program is designed with a results-oriented development approach to enhance leadership skills, being able to apply them to operations practically, generating tangible business results and in alignment with BPP’s sustainability strategy. The program provides an opportunity for selected leaders from various operating countries to learn and exchange experiences in a global context through experiential learning and collaborative work among participants from different fields and cultures. This helps develop leadership skills essential for driving the organization in the future, including:

• Systematic thinking and strategic perspectives.
• Managing organizations amidst changes and uncertainty.
• Working with stakeholders across diverse cultures.
• Driving innovation and continuous improvement.

Such a project is held annually and lasts approximately 6–8 months. In 2025, 108 employees participated in this program, representing 10.5% of the total workforce (full-time equivalent or FTEs). The training is structured in modules, combined with hands-on project learning, knowledge sharing among participants, and collaborative learning with leading consulting firms and specialists. Banpu Group’s leadership programs are divided into four levels:

Each level of the program is designed to be aligned with the responsibilities and organization’s future direction. Furthermore, Banpu Global Leadership program supports sustainability and long-term value creation in three key areas:

1. Promoting excellence in leadership and ethical governance: Instilling ethical, responsible, and resilient leadership skills, preparing leaders to be exemplary in integrity and responsible decision-making, which are fundamentals of sustainable corporate governance.
2. Developing strategic and financial capabilities for sustainable growth: Strengthening strategic planning skills, financial knowledge, and market analysis to support informed decision-making and a balance between business performance and environmental and social responsibility.
3. Promoting agile and collaborative work, ready to change in the future: Fostering collaboration between regional business units, which helps enhances organizational agility, innovation capabilities, and readiness to address future sustainability challenges and energy transitions.

Benefits
• 100% of critical positions are succeeded by employees participating in the program.
• 100% of employees selected as high-potential group joined the program.
• Retaining 100% of employees selected as high-potential group within the organization.

Social Contributions
• The communities or areas where BPP operates benefit from the decisions made by leaders who are responsible, fair, and putting great emphasis on stakeholders’ impacts.
• Employees who are developed in leadership skills and ethical decision-making can apply such skills in both their work and lives.

2. Human Resource Development and Operational Excellence Program in China

3. Knowledge Management Sharing

4. Digital Competency Development Project

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Banpu Group’s Training and Development Policy