Leadership and Human Capital Development
Challenges and Opportunities
The most valuable asset to any organization is the human resources that drive the business forward. To the Company, they are the delta between reaching set goals and falling short. Taking care of the employees that bridge the gap between available talent and organizational goals in the competitive landscape is key to operational optimization and social value creation.
Supporting the SDGs
Targets and Performance Highlights
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Long Term Target by 2030
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All employees receive training and development for essential job skills.
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2025 Performance
Achieved the 2030 target, with 100% of employees receiving necessary training and skill development.
100% employee are trained and developed
619 training course organized.
94.86% of employees participated the development program.
2,109 employees participated in the leadership development program.
46,019 employees or 71.19% of employees participated in ESG training program.
76.13 hours per person per year as the average of employee training hours.
892.84 Baht per person per year as the average training cost.
Management Approach and Value Creation
The most valuable asset to any organization is the human resources that drive the business forward. To the Company, they are the delta between reaching set goals and falling short. Taking care of the employees that bridge the gap between available talent and organizational goals in the competitive landscape is key to operational optimization and social value creation.
Human Capital Development
The Company has committed a strategic working style shift to an agile and speedy business operational model. The new technology in a digital transformation to leverage business operations meets the needs of the fast-changing world today, the human capital development to upskill and create new career paths to the future. Therefore the 5 Human capital development strategies have been defined for the dynamic, agile and accurate working environments for employees across the organization. Both classroom and online training (M-Learning) are designed to support.
2025 Total Training course = 619 course, accounted for 100% of employees and temporary workers are trained.
5 Human Capital Development Strategies
| Strategies | persons |
|---|---|
| Customer Centricity | 47,375 |
| Agility | 496 |
| Talent | 168 |
| Data Driven | 824 |
| Enabling People Function | 5,301 |
The company arranges the training curriculum has been designed to support the necessary competencies as the Compliance Skill, the functional skill, the Leadership skill, the Digital transformation skill, the soft skill for emotional intelligence and systematic thinking from internal and external instructors to develop employee’s competencies, increase self-esteem and upskill the support business growth strategies.
Our Projects
Transition Program for Retiring Employees
Language and Cultural Education Course
Skill for Online Business Model Training Program
Leadership Development Program – CP Potential Leaders Development Program (PLP) & CP Leaders Development Program (LDP)
Store Talent Development Training Program
Talent Attraction & Retention
The company focuses on creating a corporate innovation culture that fosters creative initiatives, continuous self-improvement, and reliable operational efficiency which led to a suitable and attractive working environment to retain talent.
People Analytics and Strategic Workforce Planning
| Topics | Details | 2025 Result |
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| Measuring employee performance |
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| Workforce Planning |
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| Identify current workforce skill gaps |
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| Recruiting & hiring |
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| Identify flight risks to improve retention |
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2025 Employee Engagement Survey
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Target
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Employee engagement survey score at least 80%
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2025 Performance
The employee satisfaction score is as high as 85% from 100% employee response the survey, detail score in dimension as
- 85.53% Job satisfaction (external motivation, e.g. I am satisfied with my job)
- 85.73% Purpose (internal motivation, e.g., my work has a clear sense of purpose)
- 84.60% Happiness (e.g., I feel happy at work most of the time)
- 83.10% Stress (e.g., I feel stressed at work most of the time)
Long Term Incentives for Employees
CP Axtra has developed a robust Long-Term Incentive (LTI) program aimed at attracting and retaining high performing employees and talented executives. The program is designed to foster long-term commitment, enhance employee engagement, and align individual efforts with the Company’s strategic goals. It encourages a sense of ownership and motivates employees to contribute meaningfully to the Company’s success.
Performance Shares
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Eligible for employees who have served at least 3 years and are below senior management level. (percentage of company's workforce below senior management level = 97.42% of total employee)
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Participants can either exercise their shares for profit after a 3-year holding period, or retain the shares for long-term investment returns.
Performance-Based Cash Bonuses
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Special cash rewards are granted based on:
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Individual performance
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Company-wide achievement of long-term strategic goals accordance with Corporate KPI
Example of Corporate KPI linked to the Long-Term Incentive for Employee
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Return on Asset (ROA)
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Return on Equity (ROE)
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Reduction of greenhouse gas emissions
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Stakeholder Satisfaction (Product Quality, Cybersecurity, Health & Safety)
