A business needs talented and dedicated individuals to thrive, just as a plant needs fertile soil to grow. Krungthai's employees are our most valuable asset, comprising thousands of talented individuals whose efforts enable us to build and maintain strong relationships with our customers, partners, and stakeholders across Thailand and beyond.

For us at Krungthai Bank, we strongly believe that sustainable success depends largely on effective Human Resource Management. By attracting and retaining the best talent, cultivating a skilled and flexible workforce, fostering diversity and inclusivity, promoting ethical behavior, and prioritizing employee wellness, the Bank can build a robust and resilient foundation that guarantees success and growth even in the midst of constant change and competition.

Amidst a fast-paced and ever-changing environment, the Bank is committed to enhancing its Human Resource Management practices to maximize the capabilities of its people and prepare them to move forward with the organization.

The Bank has focused on attracting potential employees to join the Bank from the beginning in a proactive manner and has increased channels for recruiting outstanding talented personnel through various recruitment channels such as recruiting high-potential personnel who received scholarship from the government agencies, namely scholarship students from the Development and Promotion of Science and Technology Talents Project (DPST) and the National Science and Technology Development Agency (NSTDA) which allows the Bank to acquire a group of young talents from various academic institutes with specific skills base which is necessary to drive the bank towards digitization. The Bank also offers internships to students from universities and vocational colleges across the country who are pursuing fields related to digital technology and innovation. These internships provide an opportunity for students to gain practical experience by working with the Bank and companies in the Bank's financial group, such as Infinitas by Krungthai and Arise by Infinitas. Through these programs, the Bank seeks to establish cooperation with educational institutions and identify talented individuals for potential future employment opportunities.

To attract and retain talent, the Bank analyzes and reviews remuneration and welfare strategies on a yearly basis to ensure that the benefits plan is competitive against our peers. The Bank adheres to the Performance Driven Organization (PDO) Policy, which rewards employees based on their performance, thus creating an organization that is driven by results. Furthermore, the Bank ensures that its employees receive fair compensation and benefits commensurate with their position and level of responsibility, in alignment with industry standards. The Bank offers a range of welfare benefits that cater to the diverse needs of its employees. In addition to the existing compensation and benefits, the Bank is also considering providing high-potential employees with an additional salary increase during the year. The Bank provides additional compensation in the form of performance-based bonuses to employees who have demonstrated exceptional performance in the past year. This incentivizes employees, fosters motivation, and encourages commitment to continuous improvement.

The Bank has improved the process of retaining high potential employees by considering the six dimensions that affect the cooperation of our employees, as follows

1. Leadership The Bank focuses on creating activities that provide opportunities for high- potential employees to participate in important events or activities of the Bank together with the senior executives so that such employees can learn the job and receive the policies directly from the executives, such as assignments to work as an assistant executives ( Job Shadowing) so that they can work on behalf of executives in the future which will be an inspiration and the feeling of being appreciated to them.
2. Communication The Bank implements activities to encourage two-way communication between high potential employees of the Bank and high-ranking executives of the Bank including Executive Inspiring Talk, the activities that arranged for executives to convey the policies in the top-down approach and the high-potential employees to present their various initiatives in the bottom-up approach.
3. Atmosphere The Bank has created a conducive working environment by establishing a cross- functional work plan that promotes an Agile Culture. This plan includes a job rotation program for high potential employees, which allows them to learn and rotate through various departments of the Bank, including subsidiary companies through secondment. These activities promote their potential, help them develop a well-rounded skill set, and expand their responsibilities through job enlargement. For instance, high potential employees have had the opportunity to temporarily work at Infinitas by Krungthai or participate in Hackathon activities to gain experience in brainstorming and creating new ideas and innovations.
4. Total Rewards The Bank ensures that the salaries and remuneration for high potential employees are appropriate and in line with the market rate and also monitors the career paths of high potential employees to ensure that they have an appropriate progression path that aligns with their performance.
5. Opportunities The Bank also assigns the challenging and important jobs or projects to the high potential employees to develop their potential including a job Rotation Plan so that the high potential employees have the chances to learn and help working in various fields of the Bank. Additionally, the Bank arranges Digital Short Courses, provided by world-leading educational institutions, for the high potential group to enhance their knowledge in digital wisdom.
6. Pride The Bank promotes Job Enlargement and Job Enrichment for high potential employees by expanding their job responsibilities and increasing the value of their work. This includes allowing employees to share their knowledge and work experience through podcasting and knowledge sharing, promoting a new working style and corporate culture, and even sharing new digital knowledge with all employees of the Bank. This helps drive organizational change and creates a sense of pride and admiration, which helps retain high potential employees in the future. Additionally, the Bank sends e-congratulations cards on various occasions to high potential employees as a form of praise.