HUMAN RESOURCE MANAGEMENT POLICY

Human Resource Management Policy of IT City Public Company Limited

The Human Resource Management Policy is formulated under the concept that people are valuable resources, and potential individuals will work efficiently and develop the organization to its potential.

The Company adheres to business operations in accordance with corporate governance policies and business ethics by attaching importance to the human resource management and development system.   As follows:

  1. The principle of fairness and equality” Fair treatment of all employees in terms of employment, promotion, payment of work remuneration, as well as prevention of unfair acts at all levels.
  2. The principle of integrity is to value and adhere to the performance of duties of employees at all levels with integrity for the benefit of the public.
  3. Principle of Respect for Individuality of Employees” Values and Accepts Differences of Thought This includes treating employees with respect and valuing their self-esteem as individuals.

Objectives

To provide human resource management of IT City Public Company Limited. It is in line with the Company’s corporate governance and business ethics policies, as well as encouraging employees to develop their potential. For more efficient operations and for increased organizational success.

Scope

  1. This Human Resource Management Policy applies to IT City Public Company Limited.
  2. Any operations related to the administration of this Human Resource Management Policy shall be in accordance with the Company’s Approval Manual and other relevant procedures.

Policy Review and Approval

The Company may consider reviewing and revising Change or cancel this Human Resource Management Policy as appropriate. The approval and approval of the Board of Directors is required.

Human Rights Policy

The Company has a policy of conducting business with integrity by adhering to social responsibility and all stakeholder groups in accordance with the principles of corporate governance and business ethics. In terms of human rights protection, The Company is committed to strictly respecting human rights in accordance with internationally recognized standards. In particular, support for the implementation of the Universal Declaration of Human Rights. The Universal Declaration of Human Rights (UDHR) is  the guiding principles on human rights for business of the United Nations. The United Nations Guiding Principles on Business and Human Rights (UNGPs) and the International Labour Organization’s Declaration on Fundamental Principles and Rights to Work. The International Labor Organization Declaration on Fundamental Principles and Rights at Work (ILO) as well as social and community regulations in the countries in which the Company operates. executives and employees of the company at all levels. must be aware of the importance and respect for human rights in all aspects of all persons, as well as society and communities, according to the laws of each country and treaties that each country has obligations to abide by.

  • Treat everyone equally in accordance with human rights principles without discrimination.
  • Avoid acts that violate human rights.
  • Support for Human Rights

Policy Guidelines

  1. Respect for human rights Treat each other with respect, respect each other, and treat each other equally with all stakeholders and vulnerable groups, regardless of physical, mental, or mental differences. race, nationality, national origin, race, religion, sex, language, age, color, education, social status, culture, customs, or any other matter;
  2. The Company takes precautions in performing its duties to prevent the risk of human rights violations in its business operations, as well as strives to prevent all forms of harassment, including sexual harassment and other forms of harassment. This policy stipulates that any complaint received by the Company will be taken seriously. Keep it confidential and give compassion. If the allegations are confirmed, disciplinary measures will be taken.

Dismissal or legal proceedings

  1. Communicate, disseminate policies, educate, understand. Determine guidelines and provide other support to employees, suppliers/contractors in the business value chain, as well as joint ventures  to participate in business operations in a virtuous manner. Respect human rights and treat everyone in accordance with human rights principles in accordance with this policy.
  2. Monitoring and Respect for Human Rights Do not neglect or ignore any acts that violate human rights related to the Company. They must report to their superiors or responsible persons and cooperate in investigating various facts. If you have any questions or concerns, consult with your supervisor or the person in charge through the designated channels.
  3. Provide a whistleblower channel. The Company provides fairness and protection for persons who report human rights violations related to the Company by taking measures to protect complainants or those who cooperate in reporting human rights violations.
  4. The Company is committed to creating and maintaining a corporate culture that adheres to respect for human rights in accordance with this human rights policy.

Non-Discrimination and Anti-Harassment Policy

IT City Public Company Limited recognizes and sees the benefits of bringing ideas, ideas, and ideas. The different and diverse skills and experiences of our employees will be developed into an important force in driving the organization sustainably. Therefore, the company strengthens the working atmosphere to be respectful of each other. can coexist on the basis of differences; Therefore, the policy on discrimination and harassment has been established as a guideline to ensure smooth operations.

This policy will complement the human rights policy.  The Human Rights Policy has been prepared previously, which is in line with the Company’s “Code of Conduct” and must comply with the law, declarations, and international standards that the Company adheres to.

The Company will take steps to prevent and protect employees at all levels from discrimination in any case. to prevent harassment and harassment in various forms, including sexual harassment. The workplace is a pleasant and safe place to work. The Company will conduct a fair investigation into the incident with all parties involved.

Definition

” Discrimination ” means treating individuals differently. Exclusion or granting privileges to a person, person or group of persons due to the characteristics of a person or group of people. In terms of race, nationality, race, color, ancestry, religion, social status, gender, age, disability or disability. Political ideas, as well as marital status, or any other information that causes discrimination.

” Harassment/harassment ” means the display of undesirable behavior in harassment/harassment, deprivation, intimidation, or hostility that causes obstruction of work without intention but affects the victim physically and mentally. Regardless of whether the behavior is sexually conscriptive or not, it creates a hostile working atmosphere, sexual abuse/harassment, may be related to the sex or gender of the person. Abuse/harassment that does not have a sexual connotation may be related to
 a person’s personality or status, such as race, ethnicity, Religion, age, race, intelligence, disability, physical condition.

Patterns of Harassment/Harassment

  1. Verbally, such as sarcasm, threats, sneakiness, inappropriate humor. Mocking, ridiculing, insulting, provocative, incitement. Slander, make false accusations, harass people, and courtship without the other party being happy. The use of sexually suggestive language.
  2. With gestures such as staring, looking at men, making impolite hand signals, whistling.
  3. By acts or behaviors that are physically abusive, such as pulling hair, pinching, pushing or jerking, beating, punching, kicking, approaching or touching the body unnecessarily. Displaying objects, images, sounds, or anything else that is inappropriate, obscene, sending threatening messages, threatening, extorting, any act that makes the victim feel humiliated, humiliated, deprived.

Workplace means a place of work, such as:

  1. Offices, branch offices, warehouses of the Company.
  2. Company Venue
  3. Places assigned to work
  4. Meeting and Training Venue

This includes during the operation, such as:

  1. During the trip to work.
  2. During the use of the telephone to negotiate for work.
  3. During the use of electronic communication media for operations, etc.

Policy Guidelines

In order to avoid absolute discrimination in all cases and to prevent harassment and harassment in all forms within the organization, the Company has established the following guidelines:

Recruitment, Selection and Filling of Human Resources

  1. Job postings will not contain any exclusionary messages.
  2. There will be no discrimination on the basis of race, nationality, race, color, ancestry, belief, religion, social status, sexual orientation, gender, age, physical condition, disability or disability, language used, political opinions, marital status or any other information that causes discrimination. Based on the desired qualifications according to the position being recruited.
  3. Wages The benefits and employment conditions offered to all applicants will be equal to the standards of the job position being recruited.
  4. Applications and supporting documents must be kept confidential, not disclosed to unrelated persons, and the person to whom the information will be used should be determined.
  5. Psychological tests and pre-employment physical examinations must be work-related.

Human Resource Development

  1. Development management must be thorough and equitable. It must take into account the need for the development of each person in holding the position and for career advancement.
  2. Training approval must be free of discrimination.

Performance Evaluation

The performance evaluation guidelines must have clear criteria. Transparency and evaluation of actual performance, including behaviors that must be in line with organizational values. In the evaluation, there should be a face-to-face discussion between superiors and subordinates. To provide an opportunity to understand the results of the assessment together.

Employee Compensation

The provision of benefits and promotions of employees must be in accordance with the prescribed policies, standards, transparency and clarity.

Transfer/Exit

  1. The transfer process must be subject to equality and consider career advancement opportunities, without discrimination.
  2. Dismissal It must be due to the employee’s performance below the standard set by the company. After the Company has given the employee the opportunity to improve and closely monitor the performance, or there is a disciplinary offense at work as a reason for resignation, or due to health reasons diagnosed by a doctor or for reasons other than discrimination.

Discrimination and harassment

  1. The victim informs the perpetrator of the act of stopping the act. Immediately upon the incident.
  2. If the perpetrator is not interested and continues to act, the victim shall report to his/her direct supervisor or the supervisor or the human resources executive as appropriate.
  3. Executives of the Human Resources Division at the level of Manager and above. Inquiries from the victim and the accused and witnesses (if any) within 7 days from the date of receipt of the report.
  4. Executives of Human Resources Division, Deputy Director level and above Establishment of a fact-finding committee
  5. The committee conducted a fact-finding investigation. and consider disciplinary penalties against offenders or false reports. Summarize the results to the company.
  6. If the offense is committed, it is a criminal case and must be prosecuted according to the law. The legal department must be involved in the investigation.
  7. Victims who report incidents of harassment/harassment will be protected as appropriate and kept confidential. This will not cause any negative impact from such reports.

Recruitment and Selection Policy

This policy will be complementary to the human rights policy. Human Rights Policy and Non-Discrimination and Anti-Harassment Policy 

The Company will recruit and select employees with an efficient and fair system to obtain knowledgeable employees. Competencies that are suitable for the job position and qualifications that are in line with the corporate culture by providing opportunities for candidates of all nationalities. race, language, religion, and gender equally. Candidate information will be kept confidential throughout the recruitment and selection process.

Policy Guidelines

Candidate Source

  1. The company recruits personnel from both inside and outside the company. Applicants must have knowledge, abilities, skills, experience, competencies, and qualifications that meet the requirements of the position and do not violate basic labor laws.
  2. Recruitment can be carried out in a variety of ways, depending on the need and suitability, in order to obtain personnel according to the needs of the agency and on time. There is no discrimination in the matter of educational institutions, and any communication that is released to the public must take into account the image and identity of the company to the public.
  3. The Human Resources Department must collect the applicant’s information to be used as evidence to prepare and support the personnel needs of various departments that may arise at any time.

Recruitment and Selection

  1. Selection of candidates from both inside and outside The procedures and procedures of recruitment and selection shall be followed, and candidates will be treated with the same standards and equally.
  2. The Human Resources Department is responsible for considering and selecting candidates based on the initial qualifications of the position. Before sending it to the parent agency for selection for an interview.
  3. The company uses Competency-based Interviews to interview candidates to help find candidates who meet the requirements of the position. The interviewer must prepare the interview and information to explain to the interviewee the job. Adequate job responsibilities
  4. Applicants must pass a standardized test set by the company prior to the interview.
  5. The Human Resources Department is responsible for communicating with the applicant. Throughout the recruitment and selection process.
  6. The Company may accept employees who have worked for the Company and voluntarily resigned with a consistent work history and good behavior to return to work for the Company. They must go through the same recruitment and selection process as other candidates.

Employees who have ceased employment with compensation The Company reserves the right to accept such employees to return to work with the Company for at least 5 years from the date of termination of employment. The consideration of reinstatement shall be at the discretion of the Managing Director. If you want to be reinstated to work with the Company, it must be approved by  the Managing Director.

 

Employment

  1. Contact, communication or appointment with the applicant regarding employment in any case, whether verbally or in writing, is the duty of the Human Resources Department.
  2. The HR department must perform a comparison of the company’s current employee data in the job position. The same job group and salary as the candidate, including comparing wage data in the labor market for the position being hired. Before the remuneration proposal to ensure fairness and avoid problems in remuneration management.
  3. The Human Resources Department must conduct a review of the past work information, including the criminal record of the selected candidate, as well as a medical examination according to the criteria set by the Company. If the Company later detects that the information provided by the Company is not true and the results of the physical examination do not meet the criteria set by the Company. The company can terminate the employment contract with the employee immediately.
  4. Signing of an employment contract to acknowledge the terms of employment of the new employee. The process must be completed before starting work with the company.
  5. Require new employees to undergo probationary work as required by law or for the period and conditions specified in the employment contract to ensure that the employee has the skills and abilities required by the Company.

Orientation

  1. The Company must provide orientation for new employees to prepare and be informed of the Company’s basic necessary information and other information before starting work in the department.
  2. Supervisors must provide adequate information about the new employee’s responsibilities and provide care, attention, assistance and guidance to the new employee during the adaptation period.

Employee Packing

New employees who pass the probationary period as required by law or according to the period and conditions specified in the employment contract will be filled as full-time employees with the right to receive benefits and benefits as specified by the Company.

 

Remuneration Management Policy

The Company has a policy on remuneration management. It is based on the principle of remuneration that is linked to the success of the work. The Company also considers fairness within the organization based on the knowledge, ability, experience, and performance of each employee, as well as the consideration of equality within the Company. Experience and skills used in different jobs In addition, the Company has established a bonus payment policy based on the performance of employees and the Company’s performance. To drive a culture of performance-based rewards.

Policy Guidelines

Payroll Structure Management

  1. The company will regularly monitor labor market movements and may improve the salary structure. If it is found that the company’s salary structure It cannot be compared or compete with external organizations in the same industry.
  2. The Company is responsible for the Human Resources Department to supervise and manage the salaries of employees in accordance with the salary structure and be fair to employees at all levels. It must have clear and transparent operating procedures.
  3. The company’s salary structure is kept secret. Executives and officers involved in the preparation and management of the Company’s payroll only. That can know the salary structure.

Annual salary increase

  1. The company annually considers the budget for salary increases for employees. Taking into account economic conditions. Competitive situation of the labor market Survey results of salary increases of external organizations and their ability to pay.
  2. Allocation of annual salary increase budget to employees. Adhere to the principle of payment of performance-based remuneration, as well as clearly define the procedures and methods for annual salary increases. Transparency and fairness to employees to motivate the organization to create good performance.
  3. The Company is responsible for the supervisor to clarify the results of the annual salary increase to the employees under his or her control. The Human Resources Department is responsible for assisting, advising, and supporting accurate and sufficient information.

 

Welfare and Benefits

  1. The Company provides various benefits and benefits to employees as required by law, and the Company may consider providing additional benefits and benefits as required by law according to the appropriateness of each area. This is to promote well-being, strengthen security, safety, and an appropriate working environment, as well as promote morale and encouragement for employees.
  2. The provision of additional benefits and benefits as prescribed by law must be in accordance with the terms and conditions and the Company’s approval authority manual on a specific matter, and it is considered the Company’s right to improve. The employee will be notified in advance.

Employee Relations Policy

The Company has a policy of respecting and complying with the law. We will also treat our employees with respect for individuality and human dignity.

Legal Compliance Rules, regulations, local customs, and company rules and regulations are considered basic things that all employees should follow.

The Company will provide appropriate, accurate, and sufficient information and communication on relevant matters to employees at all levels in order to build understanding and good relations between the Company and employees.

Policy Guidelines

Company Rules and Regulations

  1. The Company establishes the Company’s rules and regulations as required by law, covering discipline and disciplinary action.
  2. The Company stipulates that it is the duty and responsibility of all employees to acknowledge, understand and strictly comply with the Company’s rules and regulations.
  3. Supervisors are a great example of maintaining and complying with regulations. The Company’s regulations must also be controlled and supervised to strictly comply with the Company’s regulations.
  4. Human resources agencies are responsible for communicating regulations. Work regulations to employees Understand and be able to apply the Company’s rules and regulations to ensure equality and fairness to employees at all levels.
  5. The Company shall provide an official complaint channel, including procedures for resolving any problems or conflicts that may arise between the Company and employees, superiors and subordinates, or between employees themselves.

Employee Relations Management

  1. The Company regularly promotes and builds good understanding between the Company and its employees through the channels designated by the Company, both formally established and informal, as appropriate.
  2. The Company considers and improves remuneration. Welfare, benefits, including providing a working environment or well-being for employees at all levels in a fair and appropriate manner for the performance of their duties for an appropriate period of time.

Employee Training and Development Policy

The Company believes that human resource development is an important success factor in driving the Company to become one of the leaders in the large retail business. IT Products It will also create a competitive potential in a rapidly changing environment. Therefore, the Company focuses on managing human resource development to be ready and able to adapt to business directions and goals.

Policy Guidelines

Personnel Training and Development Scheme

  1. The Human Resources Department is responsible for preparing training and personnel development plans. It is divided according to the skills and abilities expected by the company to provide a clear and consistent guideline for training and development of employees at each level.
  2. The Company considers this personnel training approach to be a basic approach that employees at each level must be trained and developed in order to be able to perform their jobs efficiently and meet the needs of the position. Company Expectations

Planning and budgeting

  1. The Human Resources Department is responsible for preparing the work plan and budget for personnel training and development, which must be prepared as an annual plan.
  2. The training and personnel development budget will be allocated for employee training and development. It is divided into in-house training and external training.
  3. The Human Resources Department is responsible for organizing and implementing Monitor, evaluate, and record the results of the Company’s personnel training and development in accordance with the prescribed procedures and methods to ensure that the training and development of personnel is effective and the budget is used to the fullest.

Corporate Governance Education

Building a business to grow steadily and sustainably The most important part is due to the emphasis on corporate governance, which is a factor in increasing business competitiveness. In addition, good corporate governance helps build investor confidence. It is also an important approach that helps create value for the business and help drive the organization towards sustainable growth. The organization is aware of business operations that take into account ethics, morality, transparency, and anti-corruption, as well as effectively manage potential risks to the organization. In accordance with the laws and guidelines of the relevant regulatory agencies, along with creating understanding and communication for employees at all levels in the organization to be able to implement it correctly.

To ensure that all employees have knowledge and understanding of the rules, regulations, and code of ethics and can perform their duties properly and appropriately. The Company will provide training to employees to provide knowledge related to the Company’s corporate governance. Under each of the Company’s policies and guidelines, including the Anti-Corruption Policy.

Succession Plan Management

To prevent the shortage of personnel in important positions of the organization. Key Positions in the future by preparing a succession plan. The Succession Plan aims to create continuity in the operation and management of the organization, starting from the managerial position first, in order to prepare the manpower rate and potential readiness of personnel to be able to effectively hold important positions in the organization. Meet the objectives and support the company’s sustainable growth.

The company has prepared a succession plan. Succession Plan for positions that are important to the business and the positions of employees who are retiring. To prepare employees to be ready to step into new or higher positions, as well as to support the company’s future growth. Individual development plans are prepared systematically.

This policy shall be effective from November 10, 2022   onwards.

Mr. Sophon Intanate

President
IT City Public Company Limited