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.

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.

Performance

Proportion of employees having IDPs was 88% for Thailand, and 73% for China.
Proportion of critical positions having IDP was 100%.
The average training hours of employees equaled to 43.6 hours/person.

Key Activities and Projects

1. Banpu Global Leadership Program

BPP has continuously created a training course to enhance and develop new generation leaders, regarded as another key success factor helping drive towards the business growth. The program is aimed at creating effective leadership, starting from self- development to team development. BPP believes that this development program will help its employees to manage tasks, practice leadership, and to develop teamwork. This will, in turn, lead to the more efficient innovation creation, as well as the improvement of working processes, and the increase of BPP’s business values.

In addition, the program also promotes experience exchange and collaborative networking among selected participants who are the unit’s leaders from BPP’s operating countries. Moreover, it helps support joint working in the future and build understanding of various cultures, including other operations within Banpu Group.

Banpu Global Leadership Program consists of 4 levels as follows:

Banpu Global Leadership Program for Future Leaders has been organized for junior management.
Banpu Global Leadership Program for First Line Leaders has been arranged for middle management.
Banpu Global Leadership Program for Business Leader has been organized for vice presidents.
Banpu Global Leadership Program for Strategic Leaders has been conducted for senior vice presidents.

Banpu Global Leadership Program is organized annually, taking place around 8-10 months. It is divided into modules to develop competency of leaders at each level, in parallel with learning from leading consulting firms, and exchanging experiences among participating leaders throughout the training period. Additionally, participants will learn about working styles and various cultures from employee representatives of various operating countries, in which BPP has invested under Banpu Group. This will also encourage collaboration on international work in the future.

Objectives:

Promoting leadership excellence: To focus on developing leadership skills by demonstrating ethical, flexible and adaptive manners by instilling these qualities for participants. These leaders are prepared to demonstrate honesty and responsibility, which are considered as the important basis for creating the organizational culture facilitating sustainable business operations.
Strengthening strategic business knowledge: To practice advanced skills in strategic planning, financial tools and market analysis to help these leaders be able to make decisions with sufficient data in order to create values for BPP and stakeholders in the long-term.
Promoting agile working and collaboration: To exchange innovative ideas and best practices between business units, increase their ability to be adaptive to change along with being able to use diverse perspectives in driving continuous development and innovation.

Benefits:

Critical positions have been succeeded by participating employees 100%.
Employees selected in the high potential group attended the project 100%.
The employees selected in the high potential group stayed with the organization 100%.

2. A training course for power plant employees

3. Knowledge Management Sharing

Document Download

Banpu Group’s Training and Development Policy