Labor Standards and Human Resource Development
Supporting the SDGs Goals
Commitment
- Committed to developing employees' capabilities and expertise in the fashion and lifestyle retail business to support the company's growth.
- Promote continuous learning and employee development to enable effective adaptation to changes in the business environment.
- Foster an organizational culture that encourages teamwork, creativity, and professional customer service.
- Provide appropriate employee welfare and a supportive working environment to strengthen employee engagement and motivation.
Goals and Performance Highlights
Goals
- Develop employees' skills and capabilities in alignment with their roles and the organization's objectives.
- Promote training and skill development in sales, customer service, and management.
- Enhance a fair and effective performance evaluation system.
- Create career growth opportunities and develop future leaders within the organization.
Performance in 2025
Implemented training and development programs to enhance employees' skills in sales, service, and overall work capabilities.
Improved human resource management systems to enhance the monitoring and development of employee performance.
Organized activities to strengthen employee engagement and corporate culture.
Supported continuous learning and the development of new skills to prepare employees for changes in the business landscape and labor market.
Challenges and Opportunities
Challenges
- Developing employees' skills to keep pace with technological advancements and evolving work models.
- Retaining high-potential talent and maintaining long-term employee motivation and engagement.
- Maintaining a balance between work performance and employees' quality of life.
Opportunities
- Leveraging digital technologies to enhance human resource management and employee development.
- Building a learning culture within the organization to continuously develop employees' capabilities.
- Developing future leaders to support the company's long-term growth and organizational sustainability.
Management Approach and Value Creation
Human Resource Management
Employee lifecycle management, from onboarding to exit (resignation or retirement)
Human capital risk assessment (including risk assessment results and mitigation measures)
The Company conducts comprehensive human capital risk assessments across all activities in its value chain. These assessments cover labor standards, occupational health and safety, fair labor practices, the protection of employees' personal data, and other personnel-related issues within the organization.
The risk assessment results identified key labor rights issues, including employee injuries and occupational illnesses resulting from unsuitable working conditions, excessive working hours, and discrimination arising from personal relationships or individual biases that may affect workplace decisions and performance.
To address these risks, the Company has implemented concrete mitigation measures, including establishing policies and guidelines that employees are required to comply with, as well as conducting communication and training programs to raise awareness of these risks and promote appropriate preventive practices.
The risk assessment process and the corresponding mitigation measures are reviewed and overseen under the Group's Human Rights Framework. Further details on the assessment results, identified risks, and grievance and remediation mechanisms are available in the "Human Rights" section.
Compensation and benefits management approach
- The company monitors changes in the minimum wage annually. The recruitment team conducts industry benchmarking on compensation and compares salary structures with peers to ensure that employee compensation is adequate for living standards.
- The company maintains data on the minimum and maximum salary levels of employees, and adjustments are made if compensation falls below the defined threshold.
- Currently, Tanachira Group's compensation is higher than the legal minimum wage and aligned with industry standards and competitors.
Employee care through the Welfare Committee
- A welfare committee has been established with representatives from both employees and management. Currently, the committee comprises four management representatives and five employee representatives. The committee holds four meetings per year.
Communication of policies and practices to employees
- Employee orientation programs
- Communication via internal mail
Employee Development
Tanachira Group places strong emphasis on the continuous development of employee capabilities, focusing on enhancing knowledge, skills, and competencies to improve work performance while supporting employees' sustainable growth alongside the organization.
If the organization is unable to develop employees' skills in line with changes in the market, technological advancements, or evolving business goals, it may lead to risks related to operational efficiency, missed business opportunities, or reduced competitiveness. Conversely, effective employee development can create new opportunities for the organization, foster innovation, enhance customer satisfaction, and strengthen long-term employee engagement.
The company designs its employee development plans through a Training Needs Analysis (TNA) process, which covers organizational, departmental, and individual levels. This process is aligned with the company's strategic business objectives, market trends, and technological developments. It also incorporates insights from performance evaluations, which help identify each employee's strengths and areas for improvement.
Employee development initiatives are broadly categorized into two main groups: executives and general employees, with development programs tailored to suit their respective roles and responsibilities.
Executive Development (Department Manager Level and Above)
The company focuses on developing executives to become leaders capable of driving the organization forward. One of the key initiatives is the Business Plan Workshop, which enhances executives' capabilities in strategic thinking, business planning, and data-driven decision-making. The workshop also provides opportunities for executives from different business units to exchange perspectives, leading to the development of business plans that align with the company's strategic objectives and strengthen the organization's ability to move forward effectively. Key topics covered include:
Strategic Planning
Goal Setting
Cross-Functional Collaboration
Following the training, the company conducts post-training evaluations, where executives develop business plans for their respective departments and present them to senior management to receive feedback and further refine their plans.
Employee Development (Below Department Manager Level or Equivalent)
The company also promotes the development and management of employee potential to support future business expansion. Various training programs are provided, including practical workshops and skill-based training, enabling employees to strengthen their competencies and gain hands-on experience relevant to their roles and responsibilities.
Key Training Programs in 2025
Total Training Hours in 2025
| Details | Year 2024 | Year 2025 |
|---|---|---|
| Total Training Hours | 7,361 | 6,599 |
| Total Number of Participants | 1,835 | 2,028 |
| Average Training Hours per Participant | 4.0 | 3.25 |
| Average Training Hours per Employee | 11.0 | 9.0 |
Promoting a Learning Culture
Tanachira Group promotes a lifelong learning culture through various training approaches, including on-the-job training, classroom training, and experiential learning. These initiatives aim to enhance work efficiency, improve service quality, and strengthen employee engagement with the organization, ultimately supporting Tanachira Group's stable and sustainable long-term growth.
Employee Engagement
Tanachira Group recognizes employee engagement as a key factor influencing work performance, team collaboration, and organizational sustainability. The company is committed to creating a supportive work environment that fosters satisfaction, engagement, and participation among employees at all levels, with the goal of retaining and motivating employees to grow alongside the organization.
Tanachira Group conducts an annual employee satisfaction and engagement survey through questionnaires consisting of both open-ended and closed-ended questions, covering key topics such as:
Job Satisfaction
Welfare and Compensation
Relationships with Colleagues and Supervisors
Career Advancement Opportunities
Internal Communication
Perceptions of the Organization and Corporate Culture
Following the survey, the Human Resources department analyzes the results and prepares a summary report for management, working together to develop improvement plans for people management practices in alignment with the organization's context and employees' needs at each stage. In addition, the company communicates the survey results and improvement plans to employees through internal channels such as the intranet and internal mail, as well as external channels such as the company's website.
For 2025, the company set an employee engagement target of 70%, and the survey results indicated an engagement score of 75%, exceeding the target. This reflects a strong level of trust and active participation among employees. However, the survey also identified several areas for further improvement, including:
Health Benefits and Welfare
Channels for Employee Feedback
Internal Communication
Skill Development Programs
360-Degree Performance Evaluation
Career Path Development
Tanachira Group recognizes the importance of employee feedback and has initiated improvement plans accordingly. For example, employees suggested enhancing the workplace environment and office equipment. In response, the company conducted a needs assessment and redesigned the workspace with a focus on flexibility and collaboration, helping to improve work efficiency and increase overall employee satisfaction.
Employee Voluntary Turnover Rate
| Details | 2023 | 2024 | 2025 |
|---|---|---|---|
| Total Number of Voluntary Employee Resignations (persons) | 191 | 261 | 269 |
| Total Number of Voluntary Male Employee Resignations (persons) | 30 | 82 | 74 |
| Total Number of Voluntary Female Employee Resignations (persons) | 161 | 179 | 195 |
| Voluntary Employee Turnover Rate (%) | 29.98 | 35.70 | 36.89 |
Complaint Management, Including Harassment Cases
- Complaint Handling Approach
- Training for Managers on Handling Complaints and Harassment Cases
Stakeholders Directly Impacted
