Page 49 - SET SD 2563 - EN

Employee Development
Appendix
Social Development Environmental Management Performance Summary GRI Standards Content Index
Learning Model
On-the-job Training
SET developed learning activities that were student-centered in order to stimulate practical experiences and innovative ideas. Activities covered the four ‘right skills’ required at SET: technology, analytical thinking and problem solving, teamwork, and self-management. Examples of activities span from project assignments to roles on SET’s Employee Club. Employees were also encouraged to take up the opportunity of voluntary job rotations to acquire broader skill sets, talents, and work experiences. In 2020, the job rotation rate was 2%.
Feedback and Coaching
SET promoted collaborative communications and learning platforms between supervisors and their teams to improve coaching and mentoring skills. In 2020, SET focused on encouraging managers and employees to exchange ideas and learnings through online channels such as Microsoft Teams and Facebook.
Individual Based Learning
SET encouraged employees to attend internal and external training courses, both offline and online. These emphasized their knowledge development across 3 subject areas, in the following proportions:
Reskill (55%)
Examples include Relationship Manager (RM), Digital Competency, Data Analytics, Design Thinking, and Entrepreneur Mindset courses.
Upskill (24%)
Examples include leadership courses, Fundamental Programs. and Functional Programs.
Multi skill (21%)
Examples include monthly sharing activities, Inno-creative courses, People Manage- ment courses, and Multi-soft skill courses.
In 2020, managers and employees received 89% of their training internally within the organization and 34% externally. Up to 92% of that learning experience was conducted online. On average, managers and employees received 54 hours of training per person per year, while total employee development expenses were 34.7 million baht.
Proportion
70
20
10
404-2
In regard to employee development and well-being plans in 2021, SET will be placing emphasis on the quality of internal infrastructure, applying data to manage human resources and formulate effective incentives, and developing employee skills and capabilities according to our strategic direction and Individual Development Plans (IDP). Importantly, these plans
take into account employees’ ability to access learning channels efficiently, in line with the current external context. Moreover, employee learning will be regularly monitored and evaluated to use for IDP improvements and for creating more efficient annual employee trainings.
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