Welfare and
Benefits Management
Benefits Management
Welfare and Benefits Management
The Company manages compensation under the principles of fairness, equality, and compensation and variable bonus management based on performance (Pay for Performance) to attract, retain, and develop high-potential personnel to grow together with the organization. Consideration of compensation, promotion, and career development opportunities is based on each employee’s performance, knowledge, expertise, skills, experience, and scope of responsibilities, under the principle of non-discrimination regardless of gender, age, race, nationality, religion, or any other personal characteristics.
To support sustainable growth, the Company has adopted a Governance, Risk and Compliance (GRC) management system to supervise and evaluate performance, covering Enterprise Risk Management (ERM), Operational Risk Management (ORM), and IT Risk Management, together with the enhancement of corporate governance and risk culture through Risk Culture Assessment, development of the Corporate Governance Composite Index (CGCI), and Phishing Awareness, so that performance evaluation and compensation management reflect performance results, risk-adjusted performance, and business operations under good governance principles.
The Company also places importance on promoting Diversity, Equity and Inclusion (DE&I) by regularly monitoring, analyzing, and reporting data through the People Analytics Dashboard. This covers employee demographics and diversity metrics such as gender, age, nationality, and other diversity information to support human resource planning, policy formulation, and data-driven people management.
In addition, the Company regularly monitors and analyzes the Gender Pay Ratio and the Gender Pay Gap between female and male employees, considering them together with factors such as job level, position, experience, and performance. This is to promote pay equity and to confirm that compensation determination is based on the value of the job, capability, and performance without discrimination, while promoting an organizational culture that upholds fairness, transparency, accountability, and equal opportunities for all employees.
Guidelines for Determining Executive Compensation Topic |
Overview |
| Objective | Determine compensation to support the Company’s strategy execution, sustainable growth, and long-term value creation, while being able to attract, retain, and motivate knowledgeable and capable executives to drive the Company toward its goals and create long-term success for the Company. |
| Governance | Compensation for executives from the Chief level and above is considered through an appropriate governance process, whereby Management presents it to the Nomination, Compensation and Corporate Governance Committee (NCCG). |
| Remuneration Principles | Determine compensation according to the Company’s policy, taking into account the role and responsibilities of the position, alignment with the Company’s strategy and goals, as well as the principle of internal fairness within the Company. |
| Performance Consideration | Compensation consideration is linked to the Company’s performance and executives’ performance, based on appropriate indicators, with a mid-year performance review to support the achievement of business goals and long-term value creation. |
| Market Consideration | The Company regularly reviews the appropriateness of compensation by referring to the Group’s compensation structure framework, which reflects the responsibility level of the position, and by comparing market pay practices in the same industry to ensure that compensation remains competitive and aligned with market practices. |
