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Human Capital Development


Developing employees’ competencies to be equipped with knowledge and occupational expertise, as well as management skills, inclusion of promoting their leaderships, is one of the key success factors for operating business to achieve its goals amid a rapid technology disruption era. It is also one of the human resources management strategies to accommodate business expansions and to increase competitive advantages. Hence, BPP has prepared comprehensive competency development plans for its executives and employees so as to enhance their learning ability and working efficiency, in parallel with establishing leadership development plans in alignment with the organization’s targets and missions.

Management Approach

BPP has developed the IDP and training roadmap, divided into short- term (annual basis) and long- term employee development courses (according to the business strategy plan), the management approach of which are as follows:

As a result, BPP has set different employee development formats according to the position level to be in line with the most effective learning process and support the employee’s performances at each level as follows:

  • Developing the Banpu Group Learning and Development Road Map by taking into account the knowledge necessary for working system, people system and managerial skills. BPP’s employee development is focusing on leadership and functional competencies so that our personnel, ranging from the employee level to the managerial level, can enhance their working skills in parallel with leadership capabilities.
  • Improving the leadership competency in accordance with the business strategies for the years 2021-2025, namely:
    1. business acumen
    2. execution and deliverable management
    3. critical thinking and decision making
    4. growth mindset
    5. digital savy.
  • Initiating the specific people capability development plan for power business.
  • Arranging the High Potential Development Program for all levels of employees in order to train them to be equipped with knowledge and new skills essential for a power business transition.
  • Assessing IDPs and taking the results to improve work continuously.

In addition, BPP has also encouraged its employees to learn in various ways such as:

  • Opening opportunities for employees to learn and develop oneself through direct working experiences, for example, transferring to other functions with work characteristics close to such an employee’s line, participating in cross-functional projects and working in overseas affiliates, etc.
  • Learning through online platforms on which employees can select the training courses they want to learn by themselves in order to enhance their potential.
  • Building awareness on the importance of continuous learning and development among employees by enhancing the “Growth Mindset.”


  • Employees developing their IDPs equaled to 69%.
  • Employees were trained at an average of 50 hours/person/year.
  • Key and critical positions having succession plans covered 100%.
  • Implementing 80% of the total plan for specific people capability development for power business, such as project management training, negotiations, contract management, including regularly coaching staff in the assets management and engineering departments by executives and experts on a monthly basis.
  • In the previous year, BPP organized leadership and competency development trainings as following:














  • BPP also organized a training course to develop employees’ competency within the organization at Bangkok Office and allowed interested employees to apply for participating in the trainings equally, such as:


Key Activities and Projects



Document Download

Banpu Group’s Training and Development Policy

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